• 대한안전경영과학회지
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• 제22권3호
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• pp.31-41
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• 2020

The purpose of this study was to identify the relationship between bullying, nursing work environment, reality shock and factors of influence on turnover intension. Data were collected from 381 nurses who were under the charge nurse at a hospital with more than 600 beds in Seoul. The collected data were analyzed using the SPSS24.0 program. The mean score for turnover intension was 3.61 ± 0.89. The intension of turnover was correlated with bullying in the workplace (r=0.197, ⍴=.001), the nursing work environment (r=-.409, p=.001), and reality shock (r=.572, p=.001). Variables affecting turnover intension were the work department(β=-0.018, ⍴=.049), working environment(β=-0.424, ⍴<.000), and reality shock(β=0.654, ⍴<.000). The total amount of explanation for turnover intension was 37.3%. The degree of turnover intension of nurses was affected by work in general wards, the experience of workplace bullying and the nursing work environment. To reduce turnover intension, nursing work needs to be analyzed and efforts are needed to establish an effective communication system.

• Child Health Nursing Research
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• 제22권1호
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• pp.37-44
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• 2016

Purpose: The purpose of this study was to investigate factors affecting turnover intention in pediatric nurses. Methods: A survey was conducted with 212 nurses working in pediatric units at 15 hospitals in Busan, K city. Data were collected from September 1 to October 31, 2014. and analyzed with SPSS PASW 18.0. Results: In Stepwise multiple regression analysis, factors affecting the nurses' turnover intention were emotional burnout (${\beta}$ =.37, p<.001), relationship between nurse and doctor (${\beta}$ =.20, p<.001), turnover plan (${\beta}$ =.17, p<.001), and annual salary (${\beta}$ =-.13, p<.001), and these variables accounted for 32.2% of the variance in turnover intention. Conclusion: The findings indicate that the major factors influencing pediatric nurses' turnover intention are emotional burnout, cooperative relationship between nurse and doctor, turnover plan, and annual salary. Thus, in order to reduce pediatric nurses' turnover intention, it is necessary to develop intervention programs to prevent emotional burnout, the most influencing factor, and enhance cooperative relationship between nurse and doctor and to examine their effects.

• 임상간호연구
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• 제24권3호
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• pp.347-355
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• 2018

Purpose: The purpose of this study was to understand morality identity, occupational stress and authentic leadership and identify factors contributing to turnover intention among intensive care unit (ICU) nurses. Methods: Data were collected from 230 nurses at the university hospitals in Daegu, Ulsan and Busan between February 15 and March 23, 2017. Instruments measuring turnover intention, moral identity, occupational stress, and authentic leadership were utilized. Statistical analysis included t-test, ANOVA, Pearson correlational analysis, and hierarchical regression analysis. Results: A total of 207 nurses in ICU participated in this study. The power of explanation with age and dependents on turnover intention was 4.1%. With inclusion of occupational stress, moral identity, and authentic leadership factors put into the model, further 20.4% was explained. The explanatory power of the turnover intention in the final model was 23.6% (F=11.63 p<.001), and occupational stress was the key factor explaining turnover intention (${\beta}=.28$, p<.001). Predictive factors contributing to turnover intention were age, occupational stress, moral identity, and authentic leadership in final model. Conclusion: These findings demonstrated occupational stress, moral identity and authentic leadership as critical factors contributing turnover intention of ICU nurses. It is necessary to promote nursing manager's authentic leadership, and to encourage moral identity in ICU nurses. In addition, providing intervention programs to reduce occupational stress for ICU nurses is necessary.

• 한국간호교육학회지
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• 제27권4호
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• pp.447-455
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• 2021

Purpose: The present study utilizes a descriptive research design to investigate the moderating effect of resilience on the relationship between the experience of traumatic events and turnover intention among intensive care unit (ICU) nurses. Methods: The participants were 161 hospital nurses who voluntarily agreed to participate in this study. Traumatic event experience, turnover intention, and resilience were assessed. The data were analyzed with hierarchical multiple regression using the SPSS 26.0 software program. Results: The experience of traumatic events had a statistically significant positive correlation with turnover intention (r=.17, p=.037), whereas it had a statistically significant negative correlation with turnover intention and resilience (r=-.37, p<.001). Resilience had a moderating effect on the relationship between the experience of traumatic events and turnover intention (𝛽=-.20, p=.007). Conclusion: The results of this study found that the experience of traumatic events among ICU nurses was a significant factor in turnover intention and that resilience moderated the strength of the relationship between such experiences and turnover intention. Therefore, to prevent ICU nurses' experience of a traumatic event from leading to their leaving nursing, it is necessary to formulate preventive measures and interventions for traumatic events, while enhancing resilience among ICU nurses.

• 한국치위생학회지
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• 제5권2호
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• pp.159-169
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• 2005

Objectives: The purpose of this study was to investigate turnover intention of dental hygienist who were employed at the private dental clinic in Ulsan, Korea. Methods: The data obtained from 100 dental hygienists during 1 month. The survey was performed by a face-la-face interview questionnaire consisting of 19 items and the 5 point Likert type response format. The respondents were 77 from dental hygienists. The adjusted response rate was 80.2%(77/96). Data were analyzed using frequency distribution, independent t-tests, ANOVA, chi-square and correlation. All statistical analyzed were conducted using Statistical Package for SPSS 11.5. Results: There was experiences of turnover the longer the professional career, the higher income, married personnel. Turnover intention was a statistically correlated with income. Conclusions: The findings suggest that dental hygienists who remain in the workforce are positively influenced mainly by self-development. Employer of dental hygienists should be aware of these factors in employing process.

• 간호행정학회지
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• 제21권4호
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• pp.354-365
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• 2015

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. $R^2=.48$, F=14.43, p<.001). The factors affecting turnover intention were: age, position, overtime, and job satisfaction(Adj. $R^2=.61$, 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.

• 한국직업건강간호학회지
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• 제22권2호
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• pp.149-158
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• 2013

Purpose: The purpose of the study was to identify factors related to turnover intention among Korean visiting nurses. Methods: The data from 192 of 208 nurses working in southern part of Korea were collected for analysis during in-service education in May 19~20, 2011. Descriptive statistics, chi-square tests, ANOVA, and logistic regression analysis were performed using SPSS 19.0 program. Results: Among the general characteristic factors, young, married, university graduation, lower satisfaction with income and longer work experience as a nurse were associated with higher odds of turnover intention. Organizational commitment was associated with low turnover intention. Way of coping was not statistically significantly associated with turnover intension. Conclusion: Stress from the organizational system was found to be the most important variable that explains the turnover intention in this study. Use of sensible communication methods and introduction of effective conflict resolution system is suggested to reduce turnover intention. Further research is recommended to identify the job demands and organizational systems of visiting nurses.

• 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.

• 한국산업정보학회논문지
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• 제15권4호
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• pp.71-81
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• 2010

본 연구는 기업들이 지속적 성장을 하기 위해 유기적인 조직관리를 시도하는 과정에서 흔히 발생하는 조직 내 갈등이 구성원의 이직의도에 미치는 영향과, 긍정적인 상사와의 관계의 질(LMX)이 존재하는 경우 대인갈등과 이직의도에 미치는 관계를 연구하는데 목적이 있다. 상호 갈등을 경험하는 구성원들은 일반적으로 이직의도가 높은데 특히 IS 관련 종사자들은 비-IS종사자보다 높은 이직의도를 보여주는 것으로 나타난 선행연구를 바탕으로 가설을 설정하여 실증 연구를 하였으며, 60개 기업에 근무하는 IS 담당자들을 표본대상으로 하였다. 분석결과 동료와의 상호갈등을 느끼는 구성원은 이직의도가 높은 것으로 나타났고(가설 1), 상사와의 관계의 질이 좋은 경우는 갈등이 발생해도 이직의도가 강하지 않았으며(가설 2) 특히, 높은 수준의 상사와의 관계의 질(LMX)이 존재하는 경우 이직 의도나 갈등이 심화되어도 이직의도가 오히려 감소하는 흥미로운 연구결과가 있었다. 분석결과를 토대로 본 연구의 시사점과 연구의 방향을 제시하였다.

• 한국항만경제학회지
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• 제38권1호
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• pp.143-158
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• 2022

2010년대 부터 지속적인 해운산업의 불황과 최근 코로나19 팬데믹 등의 영향 등으로 해운산업은 많은 부침을 겪어오면서 종사자들의 직무에 대한 인식, 만족도, 이직의도 등도 커다란 변화가 일어나고 있다. 본 연구는 정기선 해운선사 종사자들이 갖는 직무환경 요인이 직무만족도와 이직의도에 미치는 영향과 육상과 해상직 종사자들간 차이를 분석함으로써 해운전문 인력 확보와 인사정책에 시사점을 제시하는 데 목적이 있다. 분석을 위해 선사 종사자의 직무환경 요인을 업무요인, 관계요인, 인사요인, 보수요인으로 구분하고 직무만족도와 이직의도 간의 관계를 검정하기 위해 구조방정식 모형과 t-검정을 실시하였다. 연구결과 직무환경 요인인 업무, 관계, 인사, 보수요인은 직무만족도에 정(+)의 영향을 미치는 것으로 나타났으며 직무만족도는 이직의도에 부(-)의 영향을 미치는 것으로 나타났다. 집단간 비교분석에서 해상직 종사자 집단은 육상직에 비해 업무 만족도가 높고 이직의도는 낮은 것으로 나타났다.