This study has been done for the purpose of testing the effect of work stress, hardiness and coping on organizational commitment of nurses. The study also identified the stress buffering effects of hardiness and coping on organizational commitment.
The subjects were 400 nurses randomly selected from 2 general hospitals in Daegu area. The data was obtained from 376 nurses by using a self-reporting questionnaire from July 29 to August 6, 2000.
The sources used for this study included various types of survey, Job Stress Scale developed by Kim, Mae Ja and Gu, Mi Ok, Health-Related Hardiness Scale developed by Pollock(modified by Suh, Yeon Ok), Jalowiec and Power’s Coping Scale(adopted by Kim, Une Hee) and Organizational Commitment Questionnaire developed by Mowday et al.
The collected data was analysed into the real quantity and percentage, two way ANOVA, Pearson’s Con-elation Coefficient and stepwise multiple regression with SPSS-PC+ program.
The results of this study were as follows:
1. Main effects of job stress, hardiness and coping on organizational commitment were found
-There were statistically significant differences in the level of organizational commitment according to work stress, hardiness and coping.
2. There were no statistically significant differences in the level of organizational commitment according to the interaction of not only work stress and hardiness but also work stress and coping.
3. The analysis of the relation among job stress, hardiness, coping and organizational commitment showed significant negative correlation between job stress and organizational commitment(r=-0.2204, p<0.001), hardiness and organizational commitment (r=-0.1769, p<0.001) and significant positive correlation between coping and organizational comrnitment(r=0.1879, p<0.00l).
There was not significant correlation between job stress and hardiness(r=0.0324). However there was significant positive correlation between job stress and coping (r=0.2940, p<0.001).
4. A stepwise multiple regression analysis was done on the organizational commitment using the general characteristics, work stress, hardiness and coping for independent variables.
As a result of stepwise multiple regression analysis, age, job stress, coping and hardiness were significant variables and explaining 29% of organizational commitment.
The most powerful variable predicting organizational commitment was age, which explained 23% of the variance.
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