간호사가 지각하는 리더-구성원 교환관계가 심리적 주인의식, 직무열의, 이직의도에 미치는 영향.

Purpose: This study is a hypothetical model of the effect of the leader-member exchange relationship on psychological ownership, job engagement, and turnover intention. Methods: Data collection was conducted for general nurses who have worked for at least 6 months in a university hospital. The collected data were analyzed using the SPSS/WIN 25.0, and AMOS 18.0 program was used to conduct confirmatory factor analysis as well as goodness of fit verification and hypothesis testing for the hypothetical model. Results: The leader-member exchange had a significant, static effect on psychological ownership. The leader-member exchange relationship did not have a significant effect on job engagement and psychological ownership had a significant, static effect on job engagement. The leader-member exchange relationship did not have a significant effect on turnover intention and psychological ownership and job engagement had significant, negative effects on turnover intention. Conclusion: Intervention and the development of programs to increase the psychological ownership and job engagement of members are proposed to improve the leader-member exchange relationship through leadership education and training and reduce the turnover intention of nurses. [ABSTRACT FROM AUTHOR]