Effects of the Floating Nurse System on Individual and Organizational Outcomes: A Pilot Study
10.22650/JKCNR.2025.31.3.234
- Author:
Eun Hye KIM
1
;
Ji Hye LEE
;
Hyo Min IM
;
So Ra AN
;
Jin Hyun KIM
;
Min Ho JUNG
Author Information
1. Department of Nursing, Seoul National University Hospital
- From:
Journal of Korean Clinical Nursing Research
2025;31(3):234-243
- CountryRepublic of Korea
- Language:English
-
Abstract:
Purpose:This pilot study aimed to evaluate the effects of the Floating Nurse system designed to improve nurses’ shift work conditions on individual and organizational outcomes.
Methods:A non-equivalent posttest-only control group design was used. Individual-level data on job satisfaction, work-life balance, and turnover intention were collected through anonymous self-administered questionnaires from January 16 to 27, 2023, six months after system implementation. Organizational-level turnover rates were obtained from administrative records for the period before and after implementation (January-June and July-December 2022). The study included 352 nurses from 38 general wards at a tertiary hospital in Seoul-250 from 27 wards where the system was implemented (participation group) and 102 from 11 wards without the system (non-participation group).Multilevel modeling was applied, accounting for individual-level (Level 1) and ward-level (Level 2) factors.
Results:Job satisfaction was significantly higher in the participation group than in the non-participation group (B=2.28, p=.008). Work-life balance was higher but not statistically significant (B=4.10, p=.120), and turnover intention showed no significant difference (B=-0.48, p=.204). Turnover rates decreased in both groups, with a larger reduction in the participation group (from 2.5% to 1.8%) than in the non-participation group (from 4.5% to 3.5%).
Conclusion:The Floating Nurse System improved job satisfaction and contributed to lower turnover rates, suggesting potential benefits for workforce stability. Although improvements in work-life balance and turnover intention were not statistically significant, enhanced job satisfaction may indirectly mitigate turnover intention. Further multi-site and longitudinal studies are warranted to confirm long-term effects.
