• 간호행정학회지
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• 제18권2호
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• pp.155-165
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• 2012

Purpose: This study was done to examine the relationships among practice environment, nursing professionalism, career commitment, and turnover intention in nurses working in small-medium sized hospitals. Method: This study utilized a descriptive correlational design. Data were collected using structured questionnaires from 362 nurses in 7 small-medium sized hospitals and analyzed with SPSS 18.0. Result: The mean scores for practice environment, nursing professionalism, career commitment, and turnover intention were 2.29 on a 4-point scale and 3.13, 2.78, 3.51 on a 5-point scale, respectively. The practice environment showed significantly positive correlations with nursing professionalism and career commitment. Nursing professionalism showed a significantly positive correlation with career commitment. The highest significant negative correlation was between practice environment and turnover intention. Nursing professionalism and career commitment had negative correlations with turnover intention. Factors having significant influence on turnover intention included age, assigned ward, average wage, practice environment, and career commitment. These factors explained 43.0% of variance in turnover intention. Practice environment was identified as the most important variable in explaining turnover intention. Conclusions: The results of this study demonstrate the necessity of improving the practice environment and increasing nurses' career commitment if turnover intention in small-medium sized hospitals is to be lowered.

• 한국콘텐츠학회논문지
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• 제11권7호
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• pp.418-425
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• 2011

본 연구는 간호사의 감성지능을 파악하고, 경력몰입과 이직의도에 미치는 영향을 규명하기 위해 시도되었다. 2010년 8월 1일부터 30일까지 T시 소재의 종합병원 간호사 200명을 대상으로 구조화된 자기보고형 설문지로 조사하였다. 간호사의 감성지능과 경력몰입은 이직의도와 음의 상관관계를 나타냈으며, 간호사의 감성지능은 경력몰입을 13.9% 설명하고 있었으며, 이직의도는 2.1% 예측설명하고 있었다. 또한 경력 몰입은 이직의도에 대해 13.9%의 예측설명력을 나타냈다. 또한 경력몰입은 감성지능과 이직의도 사이에 매개효과가 있음이 나타났다. 따라서 간호사의 이직의도를 낮추기 위해서는 감성지능과 이직의도 사이의 경력몰입의 매개효과를 고려한 인적자원 관리프로그램 개발이 요구된다.

• 보건의료산업학회지
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• 제13권4호
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• pp.53-65
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• 2019

Objectives: This study analyzed the influence of the career plateau phenomenon and distributive justice among hospital nurses on their turnover intention and the moderating effect of proactivity on these correlations. Methods: Survey data from 459 out of 500 hospital nurses at 9 hospitals were collected and used for analysis. SPSS 24.0 was used for conducting regression, validity, and reliability analyses. Results: Career plateau was positively related to turnover intention, whereas distributive justice was negatively related to turnover intention. Proactivity strengthened the positive influence of career plateau on turnover intention. By contrast, proactivity alleviated the negative relation between distributive justice and turnover intention. Conclusions: This study empirically confirmed that career plateau and distributive justice are important antecedent factors of the turnover intention of hospital nurses. Proactivity played a key moderating role between these antecedent factors and turnover intention. Theoretical and practical implications of this study were also discussed.

• 가정간호학회지
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• 제24권3호
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• pp.284-291
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• 2017

Purpose: The purpose of this study was to examine the impact of ego-resilience, career planning on turnover intention of career-focused nurses working in general hospitals. Methods: The subjects were 673 nurses with clinical experience with more than 1 year working in general hospitals in Seoul and Gyeonggi-do, from February1 to June 30, 2016. The collected data were analyzed with t-test, ANOVA, Pearson's correlation and multiple regression anaby using SAS (9.4ver). Results: The factors affecting the turnover intention of career nurses were identified by age, current hopes of moving to the workimg department, and career planning. These variables accounted for 18% of career nurses' turnover intentions. Conclusions: The results of this study suggest that the higher the degree of career planning of career nurses, the lower the turnover intention. However, ego-resilience did not show the influence of turnover intention. There is a need to develop a career management program that enhances ego-resilience and systematic career planning to reduce turnover intentions.

• 간호행정학회지
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• 제19권3호
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• pp.414-426
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• 2013

Purpose: The purpose of this study was to identify the process of overcoming the intention toward turnover experienced by career nurses. Methods: Data were collected from 10 career nurses though in-depth interviews about their experiences. The main question was "How do you describe your experience of the process of overcoming intention to turnover as a career nurse?" Qualitative data from field and transcribed notes were analyzed using Strauss & Corbin's grounded theory methodology. Results: From the participants' statement, 127 concepts, 34 subcategories and 13 categories were extracted through the open coding process. The core category was discovered to be 'back to the original place'. Phenomenon was identified as 'reached the threshold that cannot be withstood' and this series of process was categorized as having four stages: 'conflict', 'meditation', 'discovery' and 'conquest'. There were three types of overcoming turnover intention in career nurses, 'adjustment', 'compromise', 'self-led'. Conclusion: The results of this study produced useful information about the needs of career nurses during the process of overcoming turnover intention based on their stage and overcoming types of turnover intension. Ultimately this study may help decrease the turnover intention of career nurses.

• 간호행정학회지
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• 제13권3호
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• pp.335-344
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• 2007

Purpose: The purpose of this study aims to provide a fundamental basis for more efficient human resource management of hospitals through career development and through lowering the rate of turnover of nurses. Method: The target group was 370 nurses who are currently employed at four general hospitals. Three hundred and twenty-nine documents were collected, and the statistical results were generated by the SAS program. Result: The average mean score of organizational commitment, career commitment and turnover intention were: 3.13 points for affective commitment, 3.09 points for continuance commitment and 2.92 points for normative commitment, out of a five point scale. The average mean score of career commitment and turnover intention was 2.89 and 3.28 points. The most influential variable in turnover intention was affective commitment out of organizational commitment. Conclusions: This study verified that organizational commitment and career commitment are key variables that could decrease turnover intentions.

• 한국융합학회논문지
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• 제11권9호
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• pp.417-424
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• 2020

본 연구는 종합병원 간호사의 감성지능, 경력정체, 간호근무환경이 이직의도에 미치는 영향을 파악하고자 시도하였다. 수집된 자료는 SPSS/WIN 22.0로 분석하였으며 이직의도와 간호근무환경(r=-.397, p<.001), 이직의도와 감성 지능(r=-.112, p=.033)은 부적 상관관계가 있었고, 이직의도와 경력정체(r=.352, p<.001)는 정적 상관관계가 있었다. 종합병원 간호사의 이직의도에 영향을 미치는 요인은 경력정체와 간호근무환경이었으며 설명력은 21.1% 이었다. 본 연구결과는 종합병원 간호사의 이직의도를 낮추기 위한 기초자료로 활용될 수 있을 것이다.

• 임상간호연구
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• 제24권1호
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• pp.67-73
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• 2018

Purpose: This study was done to explore the relationship between expectations of the clinical ladder system (CLS), career commitment and turnover intention in nurses employed in small-medium sized hospitals. Methods: Participants were 154 nurses from 3 small-medium sized hospitals in Gyeonggi Province and Gwangju City. From February, 8 to April, 14, 2017, self-report questionnaires were collected and analyzed using frequency, t-test, ANOVA, $Scheff{\acute{e}}$ test, and Person correlation coefficients. Results: Of the participant nurses, 61% perceived the CLS as needed. The mean score for expectation of CLS, career commitment, and turnover intention on 5-point scale were 3.38, 3.17, 3.21, respectively. There were no significant differences in expectation of CLS according to general characteristics, but career commitment and turnover intention did show significant differences depending on age, position, type of work shift. Expectation of CLS correlated positively with career commitment (r=.23, p=.005), and career commitment correlated negatively with turnover intention (r=-.49, p<.001). Conclusion: The results of this study show that there is a need to adopt the clinical ladder system to improve career commitment.

• 간호행정학회지
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• 제21권3호
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• pp.297-307
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• 2015

Purpose: The purpose of this study was to identify moderating effects of work-family conflict in the relationship between job, organizational, career characteristics and turnover intention among nurses working in small and medium-sized hospitals. Methods: A self report questionnaire survey was completed by 286 nurses working in five small or medium-sized hospitals in P city. Data were gathered during October, 2014 and analyzed using the SPSS 21.0 program. Results: Work-family conflict had significant moderating effects between job, organizational, career characteristics and turnover intention of nurses working in small or medium-sized hospitals. Career commitment was the biggest factor in reducing turnover intention. Conclusion: The results of the study indicate that work-family conflict and career commitment are important factors in turnover intention among nurses working in small and medium-sized hospitals. Therefore, to understand job and organizational career characteristics of nurses in small and medium hospitals, consideration must be given to the role of conflict in the nurses' workplace and homes. Support from the organization focusing on career development, and provision of an innovative system for the environment of small hospitals are needed.

• 간호행정학회지
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• 제21권5호
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• pp.530-541
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• 2015

Purpose: This study was designed to construct a structural equation model and identify the effects and relationships of self-efficacy, career plateau, job embeddedness, organizational commitment and intent to turnover for nurses. Also, an attempt was made to derive a hypothetical model from these factors and to verify whether the model has validity as a means of explaining and anticipating turnover intention of nurses. Methods: Data were collected from six randomly selected hospitals: a university hospital located in J city, Kyungnam and five general hospitals located in two cities (cities B and C), each having 400 to 720 beds. Also, 318 nurses were surveyed. Data were analyzed using SPSS 21.0 and AMOS 18.0 program. Results: Job embeddedness and organizational commitment were identified as the most likely paths to turn over intention. Also, organizational commitment had the highest direct effect on turnover intention followed by job embeddedness and then self-efficacy, but career plateau had an indirectly effected turnover intention. Conclusion: As turnover intention was found to be greatly affected by organizational commitment and job embeddedness, methods to improve organizational commitment and job embeddedness should be actively developed to reduce turnover intention among nurses.