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8 국문요약 종합병원남자간호사가지각하는조직공정성 사회정체성과 조직시민행동과의관계 - iv -

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83 부록 대상자의일반적특성에따른조직공정성하위영역별차이

84 부록 대상자의일반적특성에따른조직공정성하위영역별차이 계속

85 부록 대상자의일반적특성에따른조직공정성하위영역별차이 계속

86 부록 대상자의일반적특성에따른조직공정성하위영역별차이 계속

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99 ABSTRACT The Relationship among Organizational Justice, Social Identity and Organizational Citizenship Behavior Perceived by Male Nurses at General Hospitals. Ji, Yoonjung Department of Nursing The Graduate School Yonsei University This descriptive study set out to examine the relationship of male nurse-perceived organizational justice, social identity and organizational citizenship behavior at hospitals. The data of this study were collected from April 3, 2014 to April 30, 2014 targeting male nurses with over three years of practical experience who were currently working at 10 general hospitals including six in Seoul and four in Gyeongi Province using a self administered questionnaire, and 169 copies among total 172 questionnaires were used for statistical analysis except three copies with non-response. The results of this study can be summarized as following. 1. The average age of the subjects(100% male) was 29.10±3.65 years old and single was 78.7% by marital status. The average of total period for clinical practice experience was 41.55±37.62 months, the average of clinical career for present hospital was 36.41±34.59 months, career in present unit was on

100 average 31.91±31.79 months, and more than 90% of the total subjects worked at general hospitals with over 500 beds. Shift-work pattern of the subjects occupied 81.1% and general-duty nurse for their present position showed ratio of 92.9%. The subjects who have turnover experience were 19.5% and those who have turnover intention showed 36.7%. 2. The organizational justice perceived by the subjects was 3.15±0.67 with sub-categories such as interactional justice(3.50±0.77), distributive justice(3.00±0.85), and procedural justice(2.96±0.78). The social identity, including pride(3.40±0.90), identification(3.33±0.87) and respect(3.25±0.73) by sub-categories. The organizational citizenship behavior for the subjects was 3.81± Regarding general characteristics of the subjects, organizational justice had a significant difference according to total clinical practice experience, present hospital career, present work unit career, work unit, average payment, and turnover intention. As for general characteristics, social identity showed a significant difference depending on present hospital work career and turnover intention, and organizational citizenship behavior showed a significant difference depending on size of work hospital, present work position, and turnover intention. 4. As to the correlation among organizational justice, social identity and organizational citizenship behavior perceived by the subjects, the organizational justice had a significant correlation with social identity, including pride(r=.645, p=.000), respect(r=.569, p=.000)and Identification(r=.630, p=.000), and organizational citizenship behavior(r=.472, p=.000), and the social identity showed a significant correlation with organizational citizenship

101 behavior(r=.611, p=.000). 5. As a result of investigating the effect of organizational justice and social identity perceived by the subjects on organizational citizenship behavior, both interactional justice as a sub-category of organizational justice and pride as a sub-category of organizational justice showed a significant effect on organizational citizenship behavior. The results of this study showed that organizational justice and social identity have an effect on organizational citizenship behavior of male nurses working at hospitals. Thus, more effort should be made to improve organizational justice and social identity for promoting nurses' organizational citizenship behavior. As interactional justice showed a significant effect on organizational citizenship behavior in a sub-category of organizational justice, it will be needed to create a horizontal and open organizational culture in order to establish trust relationship built on mutual respect and free communication in the relationship between co-workers and superiors. In addition, it will be necessary to search for ways to establish the role and position of male nurses in nursing as a whole because the change within the organization, as well as pride, an internal factor, reflects the level of recognition for individual's occupation and organization in a society. Key words : Male Nurse, Organizational Justice, Social Identity, Organizational Citizenship Behavior

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