Effect of the Effort-Reward Imbalance and Job Satisfaction on Turnover Intention of Hospital Nurses
10.5807/kjohn.2022.31.2.77
- Author:
Eun-Young KIM
1
;
Se-Young JUNG
;
Sun-Hee KIM
Author Information
1. Professor, College of Nursing, Dong-A University, Busan, Korea
- Publication Type:Original Article
- From:Korean Journal of Occupational Health Nursing
2022;31(2):77-85
- CountryRepublic of Korea
- Language:English
-
Abstract:
Purpose:This study aimed to identify the influence of effort-reward imbalance and job satisfaction on turnover intention among hospital nurses.
Methods:Data were collected from January 28 to February 10, 2022, from 237 nurses from five hospitals including clinics, general hospitals, and tertiary care hospitals located in B city. The collected data were analyzed using descriptive statistics, t-test, ANOVA, the Scheffé test, Pearson’s correlation coefficients, and multiple linear regression analysis, using SPSS/WIN 26.0.
Results:The average of the effort-reward ratio, an indicator of effort-reward imbalance, was 1.67±0.66, and 86.5% of the participants had a value of 1 or more. The mean job satisfaction and turnover intention were 3.32±0.48 and 3.69±0.89 on a 5-point scale, respectively. Multiple regression revealed that factors affecting turnover intention among hospital nurses included effort-reward imbalance (β=.30,p<.001) and job satisfaction (β=-.32, p<.001), and these variables explained 29.0% of turnover intention.
Conclusion:These findings indicate that effort-reward imbalance and job satisfaction are associated with turnover intention. Therefore, to decrease the turnover intention of hospital nurses, interventions and policies should be prepared to resolve the nurse's effort-reward imbalance and increase job satisfaction at regional or national level hospitals.
