Effects of Career Management and Organizational Justice on Job Rotation Attitude among Hospital Nurses
10.11111/jkana.2021.27.5.390
- Author:
Eunkyung KIM
1
;
Taewha LEE
Author Information
1. Graduate Student, College of Nursing ‧ Brain Korea 21 FOUR Project, Yonsei University, Korea.
- Publication Type:ORIGINAL ARTICLE
- From:Journal of Korean Academy of Nursing Administration
2021;27(5):390-398
- CountryRepublic of Korea
- Language:English
-
Abstract:
Purpose:The purpose of this study was to identify the relationship between career management, organizational justice, and job rotation attitude among tertiary hospital nurses.
Methods:A cross-sectional descriptive design was used. The participants were 195 nurses with more than one year of experience working at tertiary care hospitals.Data was collected with self-reported questionnaires from April to May 2018. Data was analyzed using SPSS Statistics version 25.0 for windows including descriptive statistics, bivariate analysis, and multiple regression analysis.
Results:The mean score of career management of participants was 3.14±0.49 (range 1~5), organizational justice was 2.95±0.53 (range 1~5), and job rotation attitude was 4.02±0.97 (range 1~7). There were significant positive correlations among the participants' career management, organizational justice, and job rotation attitude. 37% of job rotation attitude was explained by position, organizational justice, career management, and the frequency of job rotation experience in the regression model.
Conclusion:This study provided the empirical evidence that it is necessary to improve the perception of organizational justice, and to establish a systematic job rotation in order for nurses to positively recognize job rotation.
