• Korea Journal of Hospital Management
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• v.29 no.2
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• pp.1-17
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• 2024

Purpose: This descriptive study aimed to identify shift nurses' retention intention, need satisfaction, calling and vocation, and job stress, as well as the effects of these factors on retention intention. Methods: The participants of this study were 193 nurses working shifts with more than three months' clinical experience at general hospitals. Data were collected using a structured questionnaire from February 1 to 28, 2023. Nurses' Retention Index and Nurse Needs Satisfaction Scale, Korean version of the Calling and Vocational Questionnaire, Korean Occupational Stress Scale were used. Data were analyzed using SPSS/WIN 23.0 program. Independent t-test, one-way ANOVA, Pearson's correlation analysis, and hierarchical multiple regression analysis were conducted for statistical analysis. Results: Regarding nurses' shift work, the mean scores for retention intention, needs satisfaction, calling and vocation, and job stress were 32.12±9.04, 94.87±14.74, 26.95±6.84, and 66.12±10.34. Moreover, the nurses' retention intention differed significantly by age, education level, religion, marital status, clinical experience, satisfaction with wage, and job satisfaction. Furthermore, retention intention was positively correlated with needs satisfaction and calling and vocation and negatively correlated with job stress. Needs satisfaction, and calling and vocation as well as education level of bachelor's degree, job satisfaction had positive effects on shift work nurses' retention intention. Job dissatisfaction had relatively negative effects on retention intention compared to having neutral job satisfaction. Conclusion: It is necessary to develop programs that promote needs satisfaction, calling and vocation, and job satisfaction to improve nurses' retention intention in relation to shift work; moreover, institutional support for acquiring a bachelor's degree or higher is needed.

• Korean Journal of Human Ecology
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• v.21 no.6
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• pp.1173-1184
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• 2012

This study estimates a structural model to examine the causal relationships among web browsing, switching cost, and site retention in the context of apparel shopping website. A total of 499 usable questionnaires were obtained from consumers aged from 20 to 49 years. For data analysis, exploratory factor analysis, confirmatory factor analysis and structural model were used. The result showed that consumer's perceived switching costs consisted of three factors: relationship cost, search cost and benefit loss cost. In estimated structural model, the relationship cost was influenced by leisure browsing; the search cost was influenced by informational browsing and leisure browsing; the benefit loss cost was influenced by leisure browsing. Especially, the leisure browsing was the most highly related to the benefit loss cost, and followed by relationship cost and search cost. However, hedonic browsing was not significantly related the factors of switching costs. The search costs significantly affected customer's intentions for site retention. A managerial implication was discussed for e-retailers in order to develop strategic switching costs in building long-term relationships with web browsers on the apparel shopping websites.

• Journal of Wetlands Research
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• v.17 no.3
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• pp.303-310
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• 2015

Recently the water quality management policy gives priority to management the point source. Point pollution sources have definite emission points and are discharged to one point through a pipe. But Nonpoint pollution source (NPS) has uncertain pathway, pollutant load and runoff characteristics unlike point pollution sources, making them difficult to manage. Thus, the Korea government plans to develop and equip facilities that help reduce NPS so as to manage them more easily. But removal efficiency of Best Management Practice (BMPs) is in influenced by rainfall, hydrologic condition like natural phenomenon, so factors of removal efficiency are difficult. Thus there is a need for multilateral research about many factors that affect removal efficiency for removal facility design of proper non-point pollution. In this research, mapping, vegetation coverage and retention time were investigated in the case of factors that affect removal efficiency in grassed swale, a nature-type non-point removal facility. Grassed swale obtained changed of coverage using Braun-Blanquet within swale and retention time was obtained from point that rainfall effluent enters into swale to the time that first outflow starts. Besides, correlation analysis was obtained using pearson correlation analysis method. As a result, it was shown that removal efficiency increases as retention time is longer in grassed swale and that retention time increases as vegetation coverage is higher.

• Journal of East-West Nursing Research
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• v.23 no.2
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• pp.160-170
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• 2017

Purpose: The purpose of this study was to investigate the relationships of Korean medicine (KM) nursing knowledge, nursing practice and role conflict with retention intention among KM nurses. Methods: The study used a survey design with a sample of 152 nurses working at Korean medicine hospitals in Kyunggi province and Seoul. The data were collected from January 15 to March 18, 2016 and were analyzed with SPSS WIN 21.0. Results: The factors that influenced on retention intention were knowledge (${\beta}=.36$, p<.001) and role conflict (${\beta}=-.18$, p=.020) of KM nursing which explained 25.3% of retention intention in KM nurses (F=6.06, p<.001). Conclusion: The findings suggest that it is necessary to develop and offer KM nursing education programs for increasing retention intention among nurses in Korean medicine hospital. It is also important to specify the roles of KM nurses for reducing role conflict.

• Journal of Korean Academy of Nursing Administration
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• v.23 no.2
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• pp.191-200
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• 2017

Purpose: This study was conducted to identify the influence of nurse manager and peer group caring behaviors as perceived by nurses on intention to retention. Methods: The participants for this study were 229 nurses who had worked for over 6 months in general hospitals located in J province. Survey data were analyzed descriptive statistics and t-tests, ANOVAs with $Scheff{\acute{e}}^{\prime}s$ post-hoc testing, Pearson's correlation coefficients, and hierarchical regression analysis. Results: The scores for 'manager and peer group caring behaviors' and intention to retention were all at a moderate level, although the subjects perceived 'peer group caring behaviors' as higher compared to 'manager caring behaviors'. There were significant differences in 'manager caring behaviors' scores by suitability for present working department and employment status and in 'peer group caring behaviors' scores by suitability for present working department. The factors influencing nurses' intention to retention were religion, suitability for present department, clinical experience of over ten years, 'manager caring behaviors', and 'peer group caring behaviors' Conclusion: To improve nurses' intention to retention, it may be necessary to alter the transfer and arrangement strategies of their working environments to better consider nurses' aptitude and competence, and thereby increase both manager and peer group caring behaviors.

• Journal of the Korea Safety Management & Science
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• v.23 no.2
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• pp.1-8
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• 2021

The purpose of this study is to understand the impact of the nursing work environment, job embeddedness, and job esteem on the retention intention in the millennial generation nurses. The subjects of this study are nurses working in general hospitals with more than 300 beds. Among nurses born in the 1980s and early 2000s, 97 agreed to study. As a result of the study, there was a significant difference in academic background.(F=6.74, p=.002) In terms of final education, those with graduate or higher were higher than those with three-year graduation and four-year graduation Retention intention is the degree of job placement (r=.319, p=.001), job respect (r=.331, p=.001) had a positive relationship with the nursing working environment (r=-.252, p=.013) was negatively correlated. Factors affecting the retention intention is 12.9% explanatory skills as a result of the introduction of job embeddedness, nursing work environment, and job esteem. It is necessary to understand the characteristics of the generation in order to increase the retention intention as a millennial generation nurse.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.3
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• pp.1181-1191
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• 2021

This study aims to investigate the impact of workplace safety on doctors' retention and turnover intention along with job satisfaction as the mediator. A questionnaire-based survey was conducted with 394 medical doctors working in thirty-five hospitals in Pakistan using a structural equation modeling. Results of the study showed that: 1) workplace safety has a significant positive relationship with employee retention; 2) workplace safety has a significant negative relationship with turnover intention; 3) workplace safety has a significant positive relationship with job satisfaction; 4) job satisfaction has a significant positive relationship with employee retention; 5) job satisfaction has a significant positive relationship with turnover intentions; 6) job satisfaction mediates between workplace safety and employee retention; while 7) job satisfaction failed to mediate between workplace safety and turnover intentions. The findings of the study suggest that in a fear-free and safe environment, employees' chance to stay will increases. The study also suggests that dissatisfied employees do not need to leave the organization. There can be other factors that can be explored in future studies. This study also provides a practical implication for the doctors' low retention and high turnover, specifically in the healthcare sector of Pakistan by providing guidelines to the human resource executives to focus on the strategic implementation of workplace safety.

• Journal of Digital Convergence
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• v.18 no.12
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• pp.377-387
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• 2020

The purpose of this study is a descriptive research study to identify the emotional labor, ethical climate, job satisfaction, and retention intention of nurses in general hospitals, and to identify the relationship between variables and factors influencing the retention intention. The study subjects were 198 nurses working in four general hospitals, and data were collected from September 18 to September 30, 2019 using a structured questionnaire. The collected data were analyzed by t-test, ANOVA, Pearson's correlation coefficients, and multiple regression using SPSS WIN 25.0. As a result of the study, there was a positive correlation between ethical climate(r=.345, p<.001) and job satisfaction(r=.388, p<.001), but emotional labor (r=-.153, p=.031) showed negative correlation. Factors influencing the retention intention of general hospital nurses are job satisfaction(β=.27, p=.001), age(β=.27, p<001), ethical climate(β=.16, p=044), and the explanatory power of the variable was 24.2%. In order to increase the retention intention of general hospital nurses, it is necessary to increase job satisfaction and create a sound ethical climate, and to develop an intervention program that can increase the retention intention by age.

• Asian Spine Journal
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• v.12 no.6
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• pp.1100-1105
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• 2018

Study Design: Prospective observational study. Purpose: To determine the incidence of postoperative urinary retention (POUR) in patients undergoing elective posterior lumbar spine surgery and identify the risk factors associated with the development of POUR. Overview of Literature: POUR following surgery can lead to detrusor dysfunction, urinary tract infections, prolonged hospital stay, and a higher treatment cost; however, the risk factors for POUR in spine surgery remain unclear. Methods: A prospective, consecutive analysis was conducted on patients undergoing elective posterior lumbar surgery in the form of lumbar discectomy, lumbar decompression, and single-level lumbar fusions during a 6-month period. Patients with spine trauma, preoperative neurological deficit, previous urinary disturbance/symptoms, multiple-level fusion, and preoperative catheterization were excluded from the study. Potential patient- and surgery-dependent risk factors for the development of POUR were assessed. Univariate analysis and a multiple logistical regression analysis were performed. Results: A total of 687 patients underwent posterior lumbar spine surgery during the study period; among these, 370 patients were included in the final analysis. Sixty-one patients developed POUR, with an incidence of 16.48%. Significant risk factors for POUR were older age, higher body mass index (BMI), surgery duration, intraoperative fluid administration, lumbar fusion versus discectomy/decompression, and higher postoperative pain scores (p<0.05 for all). Sex, diabetes, and the type of inhalational agent used during anesthesia were not significantly associated with POUR. Multiple logistical regression analysis, including age, BMI, surgery duration, intraoperative fluid administration, fusion surgery, and postoperative pain scores demonstrated a predictive value of 92% for the study population and 97% for the POUR group. Conclusions: POUR was associated with older age, higher BMI, longer surgery duration, a larger volume of intraoperative fluid administration, and higher postoperative pain scores. The contribution of postoperative pain scores in the multiple regression analysis was a significant predictor of POUR.

• Korean Journal of Occupational Health Nursing
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• v.33 no.1
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• pp.26-35
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• 2024

Purpose: This study aumed to identify the effects of job satisfaction, nursing organizational culture and social support on intention retention among general hospital nurses. Methods: The subjects were 254 nurses working in one general hospital. Data were collected from January 1 to 30, 2023. Data were analyzed by t-test, ANOVA, Pearson correlation, and multiple regression analysis using the SPSS/WIN 25.0 program. Results: (a) In this study, the mean value of job satisfaction was 3.07±0.43, relation-oriented culture was 3.45±0.51, hierarchy-oriented culture was 3.39±0.49, task-oriented culture was 3.35±0.48, innovation-oriented culture was 3.00±0.46, social support was 3.75±0.49, and intention retention was 4.98±1.39. (b) Intention retention had a positive correlation with job satisfaction (r=.41, p<.001), social support (r=.29, p<.001), innovation-oriented culture (r=.29, p<.001), relation-oriented culture (r=.20, p=.001), and hierarchy-oriented culture (r=.18, p=.002). (c) Factors that affect intention retention include job satisfaction (β=.41, p<.001), Working type (Non-shift) (β=.18, p=.001), Nursing job selection (Recommendation, employment) (β=-.16, p=.003), and the explanation power was 23.1% (F=9.43, p<.001). Conclusion: Our study shows that job satisfaction plays a significant role in the intention retention of nurses. It is important to strengthen job satisfaction to increase the retention of nurses. The results of this study may serve as basic data for the development of strategies to improve intention retention in nurses.