본 연구는 간호사들이 임상간호현장에서 경험하는 긍정심리자본, 조직공정성 및 직무배태성에 미치는 영향을 파악하여 효율적인 인력관리를 도모하기 위한 서술적 상관관계연구이다.
연구대상은 G광역시에 소재하는 종합병원의 4곳 근무하는 간호사 204명이며, 자료수집은 2020년 9월 3일부터 2020년 10월 8일까지 이루어졌다. 연구도구는 Luthans 등(2007)이 개발하고 이동섭과 최용득(2010)이 번안, 김인숙 등(2015)이 수정한 긍정심리자본 측정도구, Price와 Muller(1986), Moorman(1991)이 개발하고 김하겸(2003)이 수정·보완, 이철화(2013)가 수정한 조직공정성 측정도구, Mitchell 등(2001)이 개발하고 김은희 등(2012)이 수정·보완한 직무배태성 측정도구를 사용하였다. 수집된 자료 분석은 SPSS/WIN 25.0 프로그램을 이용하여 기술통계와 Independent t-test, one-way ANOVA, Scheffe test, Pearson''s correlation coefficient, Hierarchical regression analysis 방법을 사용하였다.

본 연구의 결과는 다음과 같다.
연구대상자의 긍정심리자본은 평균 3.31±0.38점, 조직공정성은 평균 3.16±0.46점, 직무배태성은 평균 3.17±0.38점으로 나타났다.
긍정심리자본은 연령(F=6.09, p=.003), 결혼상태(t=-2.56, p=.011), 직위(t=-2.34, p=.020), 총 임상경력(F=3.17, p=.025), 현 직장경력(F=3.78, p=.0.27)에서 유의한 차이가 있었다. 조직공정성은 연령(F=4.52, p=.012), 근무부서(F=2.18, p=.031), 근무형태(t=-2.10, p=.037), 총 임상경력(F=4.70, p=.003), 현 직장경력(F=6.50, p=.002)에서 유의한 차이가 있었다. 직무배태성은 연령(F=3.94, p=.021), 직위(t=-3.41, p<.001), 총 임상경력(F=4.32, p=.008)에서 유의한 차이가 있었다.
연구대상자의 직무배태성은 긍정심리자본의 하위요인인 자기효능감(r=.44, p<.001), 희망(r=.56, p<.001), 낙관주의(r=.57, p<.001), 복원력(r=.38, p<.001)과 조직공정성 하위요인인 분배공정성(r=.52, p<.001), 절차공정성(r=.58, p<.001), 상호작용공정성(r=.35, p<.001)과 양의 상관관계가 있었다. 직무배태성에 영향을 미치는 요인에 대한 위계적 회귀분석결과 모형 1에서 유의한 요인은 직위였으며 설명력은 4%이었고(F=6.03, p=.002), 모형 2에서 긍정심리자본 하위요인인 자기효능감, 희망, 낙관주의, 복원력을 추가하였을 때 직위, 희망, 낙관주의, 복원력이 유의하게 나타났으며, 모형의 설명력은 41%였다(F=27.62, p<.001). 모형 3에서 조직공정성 하위요인인 분배공정성, 절차공정성, 상호작용공정성을 추가하였을 때 직위, 희망, 낙관주의, 분배공정성, 절차공정성이 유의하게 나타났으며, 모형의 설명력은 60%였다(F=39.11, p<.001).

이상의 연구결과를 통해 직무배태성에 영향을 미치는 요인은 긍정심리자본과 조직공정성임을 확인할 수 있었다. 따라서 임상간호사의 직무배태성을 향상시키기 위해서 개인차원에서 긍정심리자본을 증진시킬 수 있는 구체적인 지원과 프로그램이 필요하고 조직차원에서 조직공정성 확립을 위한 체계적인 제도의 구축이 필요하리라 사료된다.

This is a descriptive correlational study to explore the effects of positive psychological capital and organizational justice experienced in the clinical nursing field on job embeddedness in nurses and to devise efficient management of human resources.
The participants of the study were 204 nurses working for four general hospitals located in G Metropolitan City. Data were collected from September 3 to October 8, 2020. The research instruments included Positive Psychological Capital Scale developed by Luthans et al.(2007), adapted by Lee, Dong Sup and Choi, Yong Deuk(2010), and modified by Kim, In Suk et al.(2015), Organizational Justice Scale developed by Price & Muller(1986) and Moorman(1991), modified and added by Kim, Ha-Kyeom(2003), and modified by Lee, Cheol Hwa(2013), and Job Embeddedness Scale developed by Mitchell et al.(2001) and modified and added by Kim, Eun Hee(2012). The collected data were analyzed using descriptive statistics, independent t-test, one-way ANOVA, Scheffe test, Pearson’s correlation coefficient, and hierarchical regression analysis by means of the SPSS/WIN 25.0 program.

The results of the study are as follows.
The average positive psychological capital score of the participants was 3.31±0.38, the average organizational justice score was 3.16±0.46, and the average job embeddedness score was 3.17±0.38.
Positive psychological capital had a significant difference in age(F=6.09, p=.003), marital status(t=-2.56, p=.011), job position(t=-2.34, p=.020), total clinical career(F=3.17, p=.025), and present job career(F=3.78, p=.0.27). Organizational justice had a significant difference in age(F=4.52, p=.012), working department(F=2.18, p=.031), working type(t=-2.10, p=.037), total clinical career(F=4.70, p=.003), and present job career(F=6.50, p=.002). Job embeddedness had a significant difference in age(F=3.94, p=.021), job position(t=-3.41, p<.001), and total clinical career(F=4.32, p=.008).
The job embeddedness of the participants had a positive correlation with self-efficacy(r=.44, p<.001), hope(r=.56, p<.001), optimism(r=.57, p<.001), and resiliency(r=.38, p<.001) in the sub-factors of positive psychological capital. It also had a positive correlation with distributive justice(r=.52, p<.001), procedural justice(r=.58, p<.001), and interactional justice(r=.35, p<.001) in the sub-factors of organizational justice. The hierarchical regression analysis of the factor influencing job embeddedness was conducted. As a result, a significant factor was job position and the explanatory power was 4%(F=6.03, p=.002) in the Model 1. When self-efficacy, hope, optimism, and resiliency that are the sub-factors of positive psychological capital were added to the Model 2, job position, hope, optimism, and resiliency were significant. The explanatory power of the model was 41%(F=27.62, p<.001). When distributive justice, procedural justice, and interactional justice that are the sub-factors of organizational justice were added to the Model 3, job position, hope, optimism, distributive justice, and procedural justice were significant. The explanatory power of the model was 60%(F=39.11, p<.001).

Based on the findings, it was identified that the factors influencing job embeddedness were positive psychological capital and organizational justice. Therefore, to improve the job embeddedness of clinical nurses, detailed support and programs are necessary to enhance positive psychological capital in the individual level and a systematic system should be built up to establish organizational justice in the organizational level.