이 연구의 목적은 의무기록사가 지각하는 전문 직업성과 조직 몰입도, 이직의도를 확인하고 이들 변수 간의 관계를 확인하여 의무기록사의 전문 직업성과 조직 몰입을 향상시키고 효과적인 이직관리 방안의 전략 마련을 하고자 연구를 시행하였으며 구체적인 목표는 다음과 같다. 첫째, 일반적 특성에 따라 전문직업성, 조직몰입 그리고 이직의도의 차이를 규명하고, 둘째, 의무기록사의 전문직업성이 조직몰입에 미치는 영향을 규명하며, 셋째, 의무기록사의 전문직업성과 조직몰입이 이직의도에 미치는 영향을 규명한다, 마지막으로 의무기록사의 전문 직업성이 이직의도에 미치는 영향에 있어 조직몰입의 매개효과를 규명한는 것이다.
이 연구는 구체적인 첫째 목표인 일반적 특성에 따라 전문직업성, 조직몰입 그리고 이직의도의 차이를 규명하기 위한 ‘일반적 특성에 따라 전문직업성은 차이가 있을 것이다’라는 가설 1-1은 일반적 특성 즉 결혼유무, 의료기관 종별 그리고 월소득에 따라 차이가 있었기에 채택되었다. 가설 1-2인 ‘일반적 특성에 따라 조직몰입은 차이가 있을 것이다’는 일반적 특성 즉 의료기관 종별, 근무경력 그리고 주 담당업무에 따라 차이가 있었기에 채택되었다. 그리고 ‘일반적 특성에 따라 이직의도는 차이가 있을 것이다’라는 가설 1-3은 일반적 특성 즉 의료기관 종별, 월소득, 근무경력 그리고 주 담당업무에 따라 차이가 있었기에 채택되었다. 둘째 목표인 의무기록사의 전문직업성이 조직몰입에 미치는 영향을 규명하기위한 가설 2. ‘의무기록사의 전문직업성은 조직몰입에 직접적인 영향을 미칠 것이다’는 의무기록사의 전문직업성이 조직몰입에 미치는 직접적인 영향은 표준화 회귀계수(β)가 .668로 유의한 요인이었으므로 채택되었다. 셋째 목표인 의무기록사의 전문직업성과 조직몰입이 이직의도에 미치는 영향을 규명하기위한 가설 3-1. ‘의무기록사의 전문직업성은 이직의도에 직접적인 영향을 미칠 것이다’와 가설 3-2. ‘의무기록사의 조직몰입은 이직의도에 직접적인 영향을 미칠 것이다’는 의무기록사의 전문직업성이 이직의도에 미치는 직접적인 영향은 표준화 회귀계수(β)가 .269로 유의한 요인이었고, 의무기록사의 조직몰입이 이직의도에 미치는 직접적인 영향은 표준화 회귀계수(β)가 -1.045로 유의한 요인이었으므로 채택되었다. 그리고 마지막 목표인 의무기록사의 전문 직업성이 이직의도에 미치는 영향에 있어 조직몰입의 매개효과를 규명하기위한 가설 4. ‘의무기록사의 전문 직업성은 이직의도에 미치는 영향에 있어 조직몰입이 매개효과의 역할을 할 것이다’는 의무기록사의 전문 직업성은 이직의도에 미치는 영향에 있어 조직몰입이 매개효과를 보면 간접효과가 -.699로 유의한 요인이었으므로 채택되었다.
이 연구의 결과를 요약하면 다음과 같다.
첫째, 일반적 특성에 따른 전문직업성의 차이는 결혼유무, 의료기관 종별 그리고 월소득에 따라 차이가 있었다. 일반적 특성에 따른 조직몰입의 차이는 의료기관 종별, 근무경력 그리고 주 담당업무에 따라 차이가 있었고, 일반적 특성에 따른 이직의도는 의료기관 종별, 월소득, 근무경력 그리고 주 담당업무요인이 차이가 있었다.
둘째, 의무기록사의 전문직업성이 조직몰입에 미치는 직접적인 영향은 표준화 회귀계수(β)가 .668로 유의한 요인이었다.
셋째, 의무기록사의 전문직업성이 이직의도에 미치는 직접적인 영향은 표준화 회귀계수(β)가 .269로 유의한 요인이었고, 의무기록사의 조직몰입이 이직의도에 미치는 직접적인 영향은 표준화 회귀계수(β)가 -1.045로 유의한 요인이었다.
넷째, 의무기록사의 전문 직업성은 이직의도에 미치는 영향에 있어 조직몰입이 매개효과를 보면 간접효과가 -.699로 유의한 요인이었다.

This study aims to understand medical record officers'' professionality, commitment to their organizations, and intention to change jobs, and identify the relationships between these three variables. Also, this study intends to improve their professionality and commitment to their organizations, and prepare strategies to manage their intention to change jobs. To be more concrete, this study aims to identify the difference between professionality, commitment to their organizations, and intention to change jobs according to general characteristics. Next, this study aims to find the effects of medical record officers'' professionality on their commitment to their organizations. Thirdly, this study intends to understand the influences of medical record officers'' professionality and commitment to their organizations on their intention to change jobs. Finally, this study aims to find mediation effect of commitment to their organizations in the influence of medical record officers'' professionality on intention to change jobs
To reach its first objective of identifying difference in the professionality, commitment to their organizations, and intention to change jobs of medical record officers according to their general characteristics, this study selected marital status, medical institution types, and monthly income out of their general characteristics for hypothesis 1-1. This hypothesis was that medical record officers'' professionality would be different according to their general characteristics. Next, out of their general characteristics, medical institution types, working period, and job duty were selected for hypothesis 1-2. This hypothesis was that medical record officers'' commitment to their organizations would be different according to their general characteristics. Medical institution types, monthly income, working period, and job duty were selected for hypothesis 1-3 that intention to change jobs would be different according to their general characteristics. It was because these three elements made difference in their intention to change jobs. To reach the second goal of identifying the influence of medical record officers'' professionality on their commitment to their organizations, hypothesis 2 that medical record officers'' professionality would influence their commitment to their organizations was selected. It was because the influence of medical record officers'' professionality on their commitment to their organizations showed the standardized regression coefficient (β) of .688, which was significant enough. To reach the third goal of identifying the influence of medical record officers'' professionality and commitment to their organizations on their intention to change jobs, hypothesis 3-1 and 3-2 were selected. Hypothesis 3-1 was that medical record officers'' professionality would influence their intention to change jobs. Hypothesis 3-2 was that medical record officers'' commitment to their organizations would influence their intention to change jobs. The direct influence of medical record officers'' professionality on their intention to change jobs showed the standardized regression coefficient (β) of .269, which was significant enough. The direct influence of medical record officers'' commitment to their organizations on their intention to change jobs showed the standardized regression coefficient (β) of -1.045, which was significant enough. To reach the last goal of identifying the mediation effect of medical record officers'' commitment to their organizations in the influence of their professionality on their intention to change jobs, hypothesis 4 was selected. Hypothesis 4 was that medical record officers'' commitment to their organizations would have the role of mediation effect in the influence of their professionality on their intention to change jobs. Medical record officers'' commitment to their organizations showed the indirect mediation effect of -.699, which was significant enough, in the influence of their professionality on their intention to change jobs.
The results of this study can be summarized as follows.
In the first place, medical record officers'' professionality was found to be different according to their marital status, medical institution types, and monthly income out of the general characteristics. Medical record officers'' commitment to their organizations was found to be different according to their medical institution types, working period, and job duty out of the general characteristics. Their intention to change jobs was found to be different according to medical institution types, monthly income, working period, and job duty out of the general characteristics.
Next, the direct influence of medical record officers'' professionality on their commitment to their organizations showed the standardized regression coefficient (β) of .688, which was significant enough.
Thirdly, the direct influence of medical record officers'' professionality on their intention to change jobs showed the standardized regression coefficient (β) of .269, which was significant enough. The direct influence of medical record officers'' commitment to their organizations on their intention to change jobs showed the standardized regression coefficient (β) of -1.045, which was significant enough.
Lastly, the mediation effect of medical record officers'' commitment to their organizations in the influence of their professionality on their intention to change jobs showed the indirect effect of -.699, which was significant enough.