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A study on the Role Conflict, Organizational Effectiveness, and Nursing Performance

Objectives The purpose of this study is to investigate the correlation between role conflict, organizational effectiveness, and differences in nursing job performance and variables according to the general characteristics of clinical nurses. 
Methods A structured questionnaire was distributed to 520 clinical nurses working at 3 secondary medical institutions with 250 beds or more and 1 tertiary medical institution in U city, and 477 copies of data were used for the final analysis. For data analysis, the SPSS 22.0 program was used for descriptive statistics, independent sample t-test, one-way ANOVA, Scheffe post-test, Person's correlation analysis, and reliability of the tool. 
Results In the difference in role conflict according to general characteristics, it was found that there was a statistically significant difference according to the current departmental experience and position. 3.340, p<.05), there was no difference between groups in role conflict. In terms of organizational effectiveness, it can be seen that there is a high level of organizational effectiveness with more than 40 years of experience, more than 15 years of total experience, full-time employees, and more than a head nurse, suggesting the importance of role management according to working conditions, careers, and positions. In nursing job performance, the difference in nursing job level improvement according to work type was found to be statistically significant (t=2.085, p<.05), and the improvement of nursing job level was higher than that of having no job change experience. According to educational background, the differences in nursing job performance ability, nursing job performance attitude, nursing job level improvement, nursing support function, and nursing process application were found to be statistically significant. Organizational effectiveness showed a significant negative (-) correlation result with role conflict, and nursing job performance did not show a significant correlation with role conflict, and it was significant with role isolation and role ambiguity, which are sub-factors of role conflict. A negative (-) correlation result was done. 
Conclusions Effective organizational management and leadership are needed to reduce role conflict of clinical nurses and improve organizational effectiveness and nursing work performance, and it is considered that various nursing intervention programs need to be developed so that they can adapt to the organization.