This study was carried out to measure the degree of organizational commitment, job involvement, and role stress of clinical nurses, and to identify the relationships among personal characteristics, role stress, organizational commitment and job involvement in clinical nurses. The subjects were consisted of 412 nurses who were working at three General Hospitals in Chonbuk. The data were collected by self-reporting questionnaire from Sept. 20 to Sept. 31, 1995. The instruments used in this study were Organizational Commitment Scale developed by Mowday et al. and Job Involvement Scale developed by Kanungo. The role stress was measured by the scale developed by Rizzo(: role conflict, role ambiguity) and Beehr(: role overload). T-test, one-way ANOVA, Scheffe test and pearson's correlation coefficient were used for data analysis. Major findings were as follows: 1. Mean scores for organizational commitment were 3.008, job involvement 3.074, and role stress 2. 815(: role conflict 2.802, role ambiguity 2.253, role overload 3.294) on a 5 point scale. 2. All of personal characteristics were significantly related to the level of organizational commitment: age(r=.481, p=.000), clinical experience(r= .479, p=.000), educational level(t=4.11, p= .000), position(F=30.867, p=.000), marital status(t=-5.63, p=.000) and hospital agency (F=21.374, p=.000). 3. All of personal characteristics were significantly related to the level of job involvement: age(r= .381, p=.000), clinical experience(r=.393, p= .000), educational level(t=3.72, p=.000), pos-ition(F=18.004, p=.000), marital status (t=-4. 91, p=.000) and hospital agency(F=39.441, p= .000). 4. There was a negative relationship between role stress and organizational commitment (r= - .519, p=.000). 5. There was a negative relationship between role stress and job involvement (r= -.256, p=.000). 6. There was a positive relationship between organizational commitment and job involvement (r=.591, p=.000).

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PURPOSE: This study investigated the effect of transformational leadership and individual characteristics on nurses' job involvement. METHOD: The sample for this study consisted of 594 nurses from 8 large Korean hospitals. The factor analysis was drawn from the Cronbach's alpha analysis, the Pearson correlation analysis, the multiple regression analysis, and the hierarchical multiple regression analysis. Result: This study found that; (1) charisma dimension of transformational leadership has positive influence on job involvement; but intellectual stimulation and individualized consideration did not showed significant effects on job involvement (2) nurse individual characteristics (age, marital status, educational level, tenure, position) moderated the effect of transformational leadership on job involvement. Conclusion : Therefore, to improve job involvement nurses are required to apply the charisma dimension of transformational leadership in hospital organization.