Humans ; Intention ; Personnel Turnover

PURPOSE: This study was to identify the relationship among clinical nurse's job overload, self-efficacy, emotional exhaust and turnover intention. METHODS: The study was conducted through a survey on 537 clinical nurses in five general hospitals. The data were collected by self-reporting questionnaires and analysed by the SPSS/WIN 17.0 program using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and stepwise multiple regression. RESULTS: The mean score of turnover intention was 3.04. Turnover intention according to age, total career, job objective, and work off showed significant differences. The significant positive correlations between emotional exhaust and turnover intention (r=.531, p<.001), job overload and turnover intention (r=.514, p<.001) were found. The significant factors influencing turnover intention were emotional exhaust (beta=.488, p<.001), career (beta=.175, p<.001), job overload (beta=.119, p=.003), and number of night (beta=.117, p=.002), which accounted for 40.3% of the variance. CONCLUSION: Thought this result, nursing managers should analyze the reasons for high turnover intention, focusing on the main factors affecting turnover intention and consider the solutions to decrease the turnover intention.
Hospitals, General ; Intention ; Personnel Turnover ; Surveys and Questionnaires

PURPOSE: The present study was aimed to examine the degree of nurses' emotional labor and occupational stress and demonstrate the moderating and mediating effects of work-family conflict in the relationship among emotional labor, occupational stress, turnover intention of nurses. METHODS: The participants for this study were 307 nurses currently working in two general hospitals in G city in Korea. Data were collected using structured questionnaires and analyzed for descriptive statistics, t-test, ANOVA, Mann-Whitney U Test, Kruskal Wallis Test, Pearson correlation coefficients and hierarchical multiple regression with SPSS/WIN 21.0 program. RESULTS: It turned out that work-family conflict plays an important role in the relationship among emotional labor, occupational stress, turnover intention of nurses. CONCLUSION: Therefore, to reduce nurses' turnover intention, it is necessary to have an intervention focusing on work-family conflict. Also, it is necessary for both the government and hospitals to establish a supportive system and a program to relieve nurses from their work-family conflict.
Hospitals, General ; Intention* ; Korea ; Negotiating* ; Personnel Turnover ; Stress, Psychological

PURPOSE: The purpose of this study was to examine nurses' experience of workplace incivility from coworkers, supervisors, patients or patients' families, and doctors. The researcher identified the relationships among empowerment, burnout, and organizational commitment of hospital nurses. METHODS: The sample included 415 hospital nurses. Data were collected through questionnaires and analyzed using SPSS and AMOS. RESULTS: The average incivility score was 2.94 from doctors and 2.89 from patients or patients' families, higher than from supervisors (1.90) and coworkers (1.87). The variables affecting burnout included direct effect of empowerment (beta=-.46, p<.001), direct effect of patients or patients' family incivility (beta=.14, p<.001), direct effect of supervisor incivility (beta=.12, p<.001), and direct effect of doctor incivility (beta=.09, p<.001). The variables affecting organizational commitment were direct effect of burnout (beta=-.58, p<.001), indirect effect of empowerment (beta=-.23, p<.001), indirect effect of patients or patients' family incivility (beta=-.12, p<.001), indirect effect of supervisor incivility (beta=-.10, p<.001), and indirect effect of doctor incivility (beta=-.09, p<.001). CONCLUSION: The results indicate that incivility affecting nurses results in a high degree of burnout and a low degree of organizational commitment. Therefore, it is necessary to assess incivility cases and to hold workshops designed to curb incivility and establish healthy workplaces.
Education ; Humans ; Nursing ; Personnel Turnover ; Power (Psychology)* ; Surveys and Questionnaires ; Violence

PURPOSE: This study was conducted to investigate the influence of emotional labor, emotional dissonance, and burnout on nurse's turnover intention and examine the effect of job satisfaction on the relationships among emotional labor, emotional dissonance, burnout, and turnover intention. METHODS: The sample consisted of 350 nurses recruited from 6 general hospitals in 2 cities in Korea. A multiple-group analysis was utilized. Data were analyzed using SPSS statistics 23 and AMOS 20. RESULTS: In the path analysis, turnover intention was directly related to burnout in clinical nurses who had a high job satisfaction (β=.24, p=.003), while it was indirectly related to emotional dissonance (β=.13, p=.002). In the multiple-group path analysis, turnover intention was directly related to emotional dissonance (β=.18, p=.033) and burnout (β=.26, p=.002) for nurses with low job satisfaction. CONCLUSION: These results indicate that manuals and guidelines to alleviate the negative effects of emotional labor, emotional dissonance, and burnout, and to increase job satisfaction are strongly required to reduce turnover intention in nurses at the organizational level as well as at the individual level.
Hospitals, General ; Intention* ; Job Satisfaction* ; Korea ; Personnel Turnover

PURPOSE: The purpose of this study was to explore the predictors of turnover intention among nurses working in small and medium-sized hospitals in South Korea. METHODS: Data were obtained from a survey conducted in 2016 on welfare policy and system improvement. The participants were nurses of the Korean Nurses Association who worked in small and medium-sized hospitals. The responses of 2,011 nurses were analyzed using hierarchical multiple regression analysis, which was performed to explore the predictors of nurses' turnover intentions. RESULTS: The findings of this study showed that the predictors significantly reducing nurses' desire to leave their hospitals were a 40-hour workweek, satisfaction with the salary, and six out of the 40 fringe benefits provided by their hospitals: the provision of uniforms and work shoes, paid menstrual leave, operational costs for the department, job-related educational costs, and in-house nurse training program. CONCLUSION: These findings suggest that hospitals should provide proper work hours and reasonable rewards for nurses' work in order to reduce turnover intention among their nurses.
Education ; Intention* ; Korea ; Personnel Turnover ; Reward ; Salaries and Fringe Benefits ; Shoes

PURPOSE: The aim of this study was to examine the relationship between job characteristics, organizational culture, job satisfaction and turnover intention, including the direct and indirect effects of the variables on turnover intention. METHODS: A questionnaire was completed by a convenience sample of 144 nurses working for two public institutions. Data were analyzed using independent t-test, One-way ANOVA, Pearson correlation, Hierarchical multiple regression and Path analysis with SPSS/WIN 21.0 and AMOS 21.0 programs. RESULTS: The mean score for job satisfaction and turnover intention was similar to that of other hospital nurses. The factors affecting job satisfaction were: position, number of job changes, relationship-oriented culture, and hierarchical-oriented culture(Adj. R2=.48, F=14.43, p<.001). The factors affecting turnover intention were: age, position, overtime, and job satisfaction(Adj. R2=.61, F=19.48, p<.001). Job autonomy and relationship-oriented culture had a significant indirect effect on turnover intention. CONCLUSION: In developing intervention strategies to improve job satisfaction and reduce turnover intention there is a need to consider both the job characteristics and organizational culture of nurses in public institutions.
Intention* ; Job Description ; Job Satisfaction* ; Organizational Culture* ; Personnel Turnover

PURPOSE: The purposes of this study were to understand the general hospital nurses' work stress, burn out and turnover intention and to identify the factors that influence on turnover intention. METHODS: This study was conducted through a survey of 283 nurses having at least 6 months of work experience of 4 general hospitals in Seoul. Data were collected from September to October 2009. The data were analyzed using descriptive statistics, ANOVA, and stepwise multiple regression test with SPSS WIN 14.0. RESULTS: The score for turnover intention was 3.57 out of 5. Turnover intention was significantly correlated with work stress, burn out, and working position. The factors influencing turnover intention were organizational system, depersonalization, physical environment, work position, and occupational climate. The predict variables accounted for 27.9% of turnover intention. CONCLUSION: The results of this study show that factors influencing turnover intention are organizational system, depersonalization, physical environment, work position, and organizational climate. Therefore, nursing managers should understand the organization's climate and establish a reasonable organization system to decrease turnover intention.
Burns ; Climate ; Depersonalization ; Hospitals, General ; Intention ; Personnel Turnover

PURPOSE: The purpose of this study was to examine factors influencing new graduate nurse turnover. METHODS: This study was carried out as a secondary analysis of data from the 2010 Graduates Occupational Mobility Survey (GOMS). A total of 323 nurses were selected for analysis concerning reasons for turnover. Data were analyzed using descriptive statistics and multilevel survival analysis. RESULTS: About 24.5% of new nurses left their first job within 1 year of starting their jobs. Significant predictors of turnover among new nurse were job status, monthly income, job satisfaction, the number of hospitals in region, and the number of nurses per 100 beds. CONCLUSION: New graduate nurses are vulnerable to turnover. In order to achieve the best health of the nation, policy approaches and further studies regarding reducing new graduate nurse turnover are needed.
Job Satisfaction ; Multilevel Analysis ; Personnel Turnover ; Survival Analysis*

PURPOSE: This study investigated how shift work nurses' fatigue influences job stress and turnover intention, and how job stress mediates the relationship between fatigue and turnover intention. METHODS: As a descriptive research design, the data were collected from 203 shift work nurses in a city. It was analyzed using the SPSS/WIN 14.0 and AMOS 5.0. RESULTS: fatigue and job stress in shift work nurses influenced turnover intention. Job stress worked as a partial mediation between fatigue and turnover intention. CONCLUSION: It is necessary to reduce fatigue and job stress for reducing turnover intention in strategies of hospital manpower.
Fatigue ; Intention ; Negotiating ; Personnel Turnover ; Research Design ; Stress, Psychological