• Journal of Korean Academy of Nursing
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• v.39 no.6
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• pp.878-887
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• 2009

Purpose: The study was done to identify turnover intention in new nurses according to characteristics of the nurses and other factors affecting turnover and to provide data to set up a strategy to reduce the turnover. Methods: Data were collected from 1,077 new nurses who had less than 12 months employment experience and worked in one of 188 hospitals. Eight research instruments were used. Data analysis was done using SPSS WIN 15.0 program. Results: Several factors influence new nurse turnover intention. The average score for turnover intention was 2.12. The scores for subscales were self efficacy, 3.76, nursing performance, 3.90, job satisfaction, 2.09, organization commitment, 1.28, stress, 1.32, burnout, 2.82 and nursing organizational culture, 3.29. Turnover intention was related to self efficacy, nursing performance, job satisfaction, organization commitment, stress, burnout, nursing organizational culture, duration of in-class training, duration of on the job training, number of hospital beds, length of employment and duration of employment in current workplace. The predicting factors for turnover intention were burnout, stress, duration of employment in the current workplace, self efficacy and nursing performance. Those factors explained 51.6% of turnover intention. Conclusion: New nurse turnover intention can be reduced by mitigating the factors affecting this intention.

• Korean Journal of Occupational Health Nursing
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• v.21 no.3
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• pp.201-208
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• 2012

Purpose: This study aims at comparing nurses' knowledge, attitudes and nursing intention toward AIDS and Chronic Hepatitis B(CHB). Methods: The data were collected through self-reported questionnaires from 245 nurses between July and August, 2011. The nurses were recruited from 3 hospitals located in Seoul and Gyeonggi province. Pearson correlation coefficient and stepwise multiple regression were adopted to analyze the data. Results: Regarding AIDS, higher knowledge level was correlated with positive attitudes only(r=-.22, p<.001), which were correlated with favorable nursing intention(r=-.41, p<.001). Higher CHB knowledge level was correlated with both positive attitudes toward CHB(r=-.14, p= .030) and favorable nursing intention(r=.18, p= .004). Nursing intention toward AIDS was affected by attitudes(${\beta}$=.58, p<.001) and explained 16.6% of the variance. Both knowledge(${\beta}$=.35, p=.028) and attitudes(${\beta}$=-.49, p<.001) influenced nursing intention toward CHB and explained 19.1% of the variance. Conclusion: We need to promote nurses' positive attitudes toward AIDS to increase their nursing intention for people living with AIDS.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.2
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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.

• Child Health Nursing Research
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• v.27 no.4
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• pp.395-403
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• 2021

Purpose: This study aimed to identify the mediating and moderating effects of mindset and psychological collectivism, respectively, on the relationship between grit and nursing intention for children with emerging infectious diseases, including coronavirus disease 2019 (COVID-19), among pediatric nurses. Methods: We conducted a cross-sectional descriptive study with 230 pediatric nurses. Results: Grit directly impacted mindset (β=.27, p<.001) and nursing intention (β=.20, p=.001). The direct effect of mindset on nursing intension (β=.28, p<.001) and the indirect effect of grit on nursing intension via mindset (β=.08, p<.001) were significant. Accordingly, mindset mediated the effect of grit on nursing intention. The effects of grit and psychological collectivism (β=.19, p=.003), respectively, on nursing intention were significant. However, the interaction between grit and psychological collectivism was not significant. Thus, psychological collectivism did not moderate the effect of grit on nursing intention. Conclusion: The findings demonstrate the importance of pediatric nurses' grit and mindset on their intended care for patients in critical situations. Cultivating a gritty culture and developing interventions to enhance nurses' personality traits associated with their performance will be crucial, and such measures are especially salient for pediatric nurses to face the new adjustments required in the era of COVID-19.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.28 no.2
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• pp.154-163
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• 2021

Purpose: This study aimed to verify the effects of nurses' COVID-19 related stress, hardiness, and organizational citizenship behavior on nursing intention in infectious disease hospitals. Methods: The participants were 182 nurses. The data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and multiple stepwise regression analysis with the SPSS program. Results: The nursing intention of nurses differed significantly by age (p=.013), marital status (p=.002), clinical career (p=.018), job position (p=.005), and experience of education for infectious disease management (p=.016). A statistically significant positive correlation was observed between nursing intention and COVID-19 related stress(r=.18), and between nursing intention and organizational citizenship behavior(r=.43). COVID-19 related stress, and organizational citizenship behavior explained 21% of the nursing intention. Conclusion: Based on the above results, improve the nursing intention of infectious disease hospital nurses exposed to risk, and it is necessary to manage inadequate stress of infectious diseases and cultivate organizational citizenship behavior.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.1
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• pp.85-95
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• 2001

The purpose of this study was to identify the influence of nursing organizational commitment and job satisfaction on intention of resignation of clinical nurses. The subjects of this study were clinical nurses who were working at general hospitals in Pusan and Taegu in Korea. The questionnaires were sent to 850 clinical nurses at 8 general hospitals and 790(92%) answers were replied. Data were collected from Oct. 4 to Oct. 30. The instruments of this study were scales for the measurement of nursing orgainzational commitment, job satisfaction and intention of resignation of clinical nurses. The Cronbach ${\alpha}s$ of the scales were .9385, .9232, .6847. After screening of data, 769 cases were analyzed with SPSS/WIN 10.0 program. The results of the study were as followings: 1. Average score of the nursing organizational commitment, job satisfaction and intention of resignation of the subjects were 48.50, 50.23 and 12.20. 2. There were significant differences in nursing organizational commitment, job satisfaction and intention of resignation by age, marital status, religions, education level, position, career, and work place. 3. There were negative relationships between nursing organizational commitment and intention of resignation and job satisfaction and intention of resignation(r= -.521, r

• Journal of Korean Academy of Fundamentals of Nursing
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• v.19 no.2
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• pp.244-252
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• 2012

Purpose: The purpose of this study was to investigate the relationship between professional self-concept, nursing performance and retention intention of emergency department (ER) nurse. Methods: Data were collected from a convenience sample of 200 ER nurses who worked in one of 9 hospitals in 2cities. The instrument for this study was a structured questionnaire on professional self-concept, nursing performance and retention intention. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. Results: The mean score for professional self-concept was 2.52 (0.27), for nursing performance was 2.70(0.31), and for retention intention, 4.87 (1.48). There were significant differences on three variables length of ER career, average income, and satisfaction with nursing. There was a significant positive correlation between professional self-concept and nursing performance, and retention intention. Professional self-concept was the most significant predictor variable. Conclusion: The results suggest that the improvement of ER nurses' professional self-concept will improve their nursing performance and retention intention. Therefore, it is necessary to develop strategies which strengthens professional self-concept in order to improve ER nurses' performance and retention intention.

• Journal of Korean Clinical Nursing Research
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• v.24 no.3
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• pp.313-323
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• 2018

Purpose: This cross-sectional survey study explored the moderating effect of social support between hierarchy-oriented nursing organizational culture and turnover intention in clinical nurses. Methods: Data were collected using self-report questionnaires from 240 nurses working at three general hospitals in February 2018. Hierarchy-oriented nursing organizational culture, turnover intention and social support were measured using 5, 6, and 8 items, respectively, of validated instruments. Descriptive analysis and hierachical multiple regression were conducted using SPSS/WIN 21.0. Results: Nurses rated $3.66{\pm}0.50$ for hierarchy-oriented nursing organizational culture, $3.40{\pm}0.64$ for turnover intention, and $3.77{\pm}0.56$ for social support respectively. Nurses' turnover intention was positively correlated with hierarchical organizational culture, but negatively with social support. The moderating effect of social support was not significant in the relationship between hierarchical nursing organizational culture and turnover intention. Conclusion: It is required to improve the hierarchy-oriented nursing organizational culture. Institutional preparation and education are urgently needed to strengthen the boss and peer support for clinical nurses and finally to reduce turnover intention.

• Journal of East-West Nursing Research
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• v.27 no.2
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• pp.143-152
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• 2021

Purpose: This study aims to explore the mediating effect of the nursing professionalism in the relationship between nurse's character and nursing intention caring for high risk pathogen infected patients in the tertiary hospital nurses. Methods: This study used a crosssectional descriptive design. The participants were 129 nurses from two tertiary hospitals. The questionnaire consisted of tools measuring clinical nursing personality, nursing professionalism and nursing intention caring for high risk pathogen infected patients in the tertiary hospital nurses. The data were analyzed using independent sample t-test, one-way ANOVA, Pearson correlation coefficient, and hierarchical multiple linear regression. Results: There were significant relationships between nurse's character and nursing professionalism (r=.59, p<.001), nurse's character and nursing intention caring for high risk pathogen infected patients (r=.54, p<.001), and nursing professionalism and nursing intention caring for high risk pathogen infected patients (r=.54, p<.001). In the relationship between nurse's character and nursing intention caring for high risk pathogen infected patients, nursing professionalism had a partial mediating effect. Conclusion: This current study suggests that strategies for improving nursing professionalism in nurses should be considered when developing an educational program for enhancing their nursing intention caring for high risk pathogen infected patients.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.5
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• pp.531-539
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• 2016

Purpose: This study was done to investigate new graduate nurses' perceptions of nursing professionalism, job involvement and turnover intention and to identify factors influencing turnover intention in new graduate nurses. Methods: Participants were 179 new graduate nurses working in general hospitals and small and medium-sized hospitals in Gyungnam province. Data were collected from August 10 to September 16, 2015 through a survey with self-report questionnaires. Data were analyzed using descriptive statistics, t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson correlation coefficients, and multiple regression analysis. Results: Mean scores were; for nursing professionalism, $3.62{\pm}0.73$, for job commitment, $3.22{\pm}0.89$. and for turnover intention, $3.25{\pm}0.95$. There were significant correlations between nursing professionalism and job involvement (r=.47, p<.001), nursing professionalism and turnover intention (r=-.36, p<.001), job involvement and turnover intention (r=-.46, p<.001). For turnover intention of new graduates 25.1% of the variance was explained by nursing professionalism (${\beta}=-.16$, p=.034), job involvement (${\beta}=-.36$, p<.001), and frequency of night shifts (${\beta}=.03$, p=.022). Conclusions: Findings indicate that nursing professionalism and job involvement of new graduate nurses had significant influence on their turnover intention. Therefore, to reduce turnover intention of new graduate nurses, it is necessary to enhance their nursing professionalism and job involvement with organizational supports.