Effects of Organizational Culture, Self-Leadership and Empowerment on Job Satisfaction and Turnover Intention in General Hospital Nurses.
10.11111/jkana.2014.20.2.206
- Author:
Seunghye CHOI
1
;
Insun JANG
;
Seungmi PARK
;
Haeyoung LEE
Author Information
1. Department of Nursing, Suwon University, Korea.
- Publication Type:Original Article
- Keywords:
Organizational culture;
Self-leadership;
Empowerment;
Job satisfaction;
Turnover intention
- MeSH:
Hand;
Hospitals, General*;
Intention*;
Job Satisfaction*;
Organizational Culture*;
Power (Psychology)*
- From:Journal of Korean Academy of Nursing Administration
2014;20(2):206-214
- CountryRepublic of Korea
- Language:Korean
-
Abstract:
PURPOSE: In this study factors affecting job satisfaction and turnover intention of nurses were explored in the context of organizational culture, self-leadership, and empowerment. METHODS: Participants were 286 nurses drawn from 3 general hospitals. Data were analyzed using t-test, one-way ANOVA, Pearson correlation, and hierarchial multiple regression with the SPSS/WIN 18.0 program. RESULTS: Significant differences in job satisfaction and turnover intention were found according to organizational culture types. Significant positive correlations were found between self-leadership, empowerment, task oriented organizational culture, relationship oriented organizational culture, innovation oriented organizational culture and job satisfaction. On the other hand, significant negative relationships were found between empowerment, relationship oriented organizational culture, innovation oriented organizational culture and turnover intention. The factors that enhance job satisfaction were found to be higher innovation-oriented organizational culture. Lower turnover intention was shown to be positively associated with relationship- or innovation oriented organization culture. CONCLUSION: Innovation oriented organizational culture is needed in order to raise job satisfaction and reduce turnover intention of nurses.
