This study was investigated the effects of preceptor nurses'' job stress, com- munication type, and coaching competency on job commitment. And it is a descriptive correlational study that attempts to provide basic data for establishing a strategy to increase the degree of job immersion in the preceptorship process.
The subjects of this study were 200 preceptor nurses at a general hospital located in S- district, S city. The data collection period was from April 1 to April 15, 2021. A self-report questionnaire was used as the data collection method. Research tools were the tool for measuring job commitment that was developed by Kanungo (1982) and modified and supplemented by Kim Jeong-min (2009) to fit a nurse in Kang’s (2014) study, the tool for measuring job stress developed by Lee Dong-su (1998) and was modified by Yu Mi-ok (2011), complementary job stress measurement tool, Youngae Kim (2006) studied Satir''s communication type measurement tool based on Satir''s theory, and coaching competency measurement tool developed by Do Mi-hyang and Kim Soo-young (2019). For statistical analysis of the collected data, SPSS/WIN 23.0 program was used. Also, descriptive statistics, Cronbach''s coefficient calculation, t-test, ANOVA (one-way ANOVA), Pearson''s product-moment correlation coefficient analysis, and stepwise multiple regression analysis were performed.

The results of this study are as follows.
1) Among the general characteristics and job-related characteristics of preceptor nurses, gender was all female and those in their 30s accounted for the most (57.5%). single and married nurses were 49.7% each and as for religion, 69.3% were non-religious. As for the work department, hospital ward accounted for the most at 75.2%, and for work experience, those with 6 to 10 years or less accounted for 37.3%, and those with 11 to 20 years or less accounted for 37.3%. Among the subjects, 24.2% of nurses were currently conducting preceptorship. As for the job satisfaction of preceptor nurses, “dissatisfied” was 50.3%, and “very dissatisfied” was 9.8%, indicating more negative responses. And the workload of preceptor nurses was 36.3% of those who answered “very heavy” and 49% of those who answered “usually a lot”, suggesting that most preceptor nurses feel the burden of their work. As for the level of knowledge about preceptorship, 24.2% answered with “I know enough” and 41.8% answered with “I know a little”. Regarding the importance of the competency of the preceptor nurse in the preceptorship process, 43.1% answered with "very important" and 49% answered with "important", revealing that most of the subjects believes that the competency of the preceptor nurse is important. When asked whether they would continue their role as a preceptor nurse if given the opportunity in the future, 50.3% of the respondents answered, “I will only do it until the period I am entrusted with, even if I do not want to” and those who answered “I want to continue for self-development” accounted for 24.2%. In addition, to the question of the most important conditions to enhance the competency of preceptor nurses, the respondents who answered “workplace stability” took the largest proportion with 49.7%.
2) In this study, the preceptor nurse''s job commitment level was 3.35 out of 5, which was higher than the median. The degree of job stress was 2.98 out of 5, the degree of communication type was 4.16 out of 8, the degree of dysfunctional communication was 3.37, and the coaching competency was 3.56 out of 5.
3) In this study, the difference in job commitment, job stress, communication type, and coaching competency according to general characteristics (age, religion, department, experience) of preceptor nurses was not statistically significant.
4) Job commitment of the subjects of this study had a significant negative correlation with job stress (r=-.340, p<.01) and a significant positive correlation with coaching competency (r=.439, p<.01). In the case of communication type and functional communication (congruent type), there was a positive correlation (r=.145) with job commitment. In the case of dysfunctional communication (placating type, blaming type, super-reasonable type, irrelevant type), there was a negative correlation (r=.015) with job commitment, but it was not statistically significant.
5) As a result of stepwise multiple regression analysis for each sub-factor of preceptor nurse''s job commitment in this study, the model was statistically significant (F=15.34, p=.02), and with R² of 0.32, level of career, job tension, optimism, and dysfunctional communication indicated to be about 32% of the job commitment. Higher experience was related with higher job commitment (β=.153, p=.02), and higher job tension of job stress was related with the lower job commitment (β=.-.298, p=.00). Higher optimism of coaching competency was related with higher job commitment (β=.308, p=.00), and higher level of dysfunctional communication was related with higher job commitment (β=.168, p). =.00).