대학병원 간호사의 신뢰 및 조직몰입과 혁신행동과의 관계에서 공유가치의 조절효과

This study investigated the controlling effect of shared value in the relationship between trust, commitment of an organization, innovative action. The participants were 347 nurses working for C university hospital in G city. Frequency distributions, Pearson’s correlation coefficient, and hierarchical regression were conducted to analyze collected data using SPSS 21.0. The results of the correlation analysis showed a significant relationship between each of the three variables. First, the higher the trust of the nurses, the higher the commitment of an organization, and innovative action. Second, it was found that the level of recognition and action in conjunction significantly affect commitment of an organization, and innovative action. Third, it was also found that the level of recognition and action, and trust in combination were not significantly correlated to commitment of an organization and innovative action. Hence, the level of recognition and action could not control the relationship between the trust of an organization and superiors, and commitment of an organization. Fourth, the level of recognition of trust and shared value worked together to significantly and partially affect innovative action. Therefore, the study was able to verify that the group with a high level of trust in an organization and superiors, along with a recognition of the shared value and action has a higher commitment towards the organization and innovative action. It is recommended to establish an organizational culture for nurses to effectively manage human resources of a university hospital.