The Relationship between Job Characteristics and Organizational Commitment, and Turnover Intention in Emergency Department Nurses.
- Author:
Mi Hae SUNG
1
;
Soo Yeon CHO
Author Information
1. Department of Nursing, Inje University, Korea. nursmh@inje.ac.kr
- Publication Type:Original Article
- Keywords:
Emergency Nursing;
Job Application;
Personnel Loyalty;
Personnel Turnover
- MeSH:
Emergencies;
Emergency Nursing;
Hospitals, General;
Humans;
Intention;
Job Application;
Nurse Administrators;
Personnel Loyalty;
Personnel Turnover;
Surveys and Questionnaires
- From:Journal of Korean Academy of Fundamental Nursing
2010;17(4):566-574
- CountryRepublic of Korea
- Language:Korean
-
Abstract:
PURPOSE: This study was done to identify the relationship of emergency department(ED) nurse's job characteristics, organizational commitment and turnover intention. METHOD: This study was conducted through a survey of 171 nurses from ED in nine general hospitals of B and U cities. The data were collected by self-report questionnaires and analyzed with the SPSS WIN 17.0 program using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and stepwise multiple regression. RESULTS: The mean score for job characteristics was 3.37. Job characteristics according to position, number days night duty, and monthly income showed significant differences. Turnover intention according to age, total career, and monthly income showed significant differences. A significant positive correlation was found between job characteristics and organizational commitment. Significant negative correlations were found between job characteristics and turnover intention, organizational commitment and turnover intention were found. The significant factors influencing turnover intention were organizational commitment, monthly income, and total career, which explained 27.6% of the variance. CONCLUSION: The findings indicate that nurse managers should analyze the reasons for high turnover intention, focusing on the main factors affecting turnover intention and consider solutions for decreasing turnover intention.
