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http://dx.doi.org/10.5807/kjohn.2022.31.2.77

Effect of the Effort-Reward Imbalance and Job Satisfaction on Turnover Intention of Hospital Nurses  

Kim, Eun-Young (College of Nursing, Dong-A University)
Jung, Se-Young (College of Nursing, Dong-A University)
Kim, Sun-Hee (Department of Nursing, DaeDong College)
Publication Information
Korean Journal of Occupational Health Nursing / v.31, no.2, 2022 , pp. 77-85 More about this Journal
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 Scheffe 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.
Keywords
Personnel turnover; Reward; Job satisfaction; Nurses;
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