• Journal of the Korea Safety Management & Science
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• v.22 no.3
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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.

• Journal of Korean society of Dental Hygiene
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• v.2 no.2
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• pp.131-143
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• 2002

The purpose of this study was to investigate the relationship of empowerment, self-efficacy, and turnover intention of dental hygienists. Date were obtained from 213 dental hygienists who were working at dental clinics, hospitals located in Seoul Kyung-ki. The results were analyzed with spsswin 9.0 and the conclusion is as follows; 1. The level of dental hygienists empowerment was 3.07, self-efficacy was 3.67, and their turnover intention was 2.98. 2. According to the working place and position, there were significant differences in empowerment(p<0.05). 3. According to the experienced-years, position, marriage and turnover experience there were significant differences in self-efficacy(p<0.05). 4. According to the position and marriage, there were significant differences in turnover intention(p<0.05). 5. Empowerment showed significant a positive correlation with self-efficacy and significant a negative correlation with turnover intention. 6. Turnover intention, information structure and opportunity structure accounted significantly for the empowerment structure and self-efficacy. 7. Self-efficacy and GE structure accounted significantly for the turnover intention.

• Korean Journal of Social Welfare
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• v.67 no.3
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• pp.31-55
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• 2015

The purpose of this study is to identify the effect of verbal violence experience by employees on turnover intention and the mediating effect of customer-member exchange(CMX) and job satisfaction in local healthy family support center(HFSC). Additionally, the multi-group analysis and latent mean analysis showed varying results across working for general service and child-care service. For the purpose, study conducted a survey among all the employees at 56 local HFSC in Seoul and Gyeonggi-do Province. Of a total of questionnaires distributed, 319 were returned and analysed. The result of this study were as follows First, verbal violence experience by employees effected on CMX, CMX effected on job satisfaction, job satisfaction effected on turnover intention. Second, CMX and job satisfaction acceptance have statistically significant mediating effects between verbal violence experience and turnover intention. Third, as result of multi-group analysis, the structural relationship were no significant differences found in job position. In the latent means analysis, working for child-care service showed significantly higher latent mean values in verbal violence experience and CMX than general service. Based on the results, policy and practice implications of this study were discussed intervention with considerations given to the difference of the job position.

• Journal of dental hygiene science
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• v.11 no.1
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• pp.47-53
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• 2011

The purpose of this study was identified about the self-perceived job stress and the relationship between turnover and job stress of dental hygienists'. This results were based for improved of job satisfaction of dental hygienists'. 214 dental hygienist in Ulsan and Kyung Nam areas were participated and this study was done from March to May in 2009. Results: In the job-related environmental characteristic, 57.5% of participant worked in dental clinic and 42.5% of participant worked in dental hospital. The majority of career year was 1~3 years, 42.5%. 38.3% of participant had turnover, and the majority of number of turnover was once, 45.1%. 33.6% of participant had 1,300,000~1,490,000 won/month, 49.5% of participant worked for 8~9hours/day and the major working service was assistant for general dental treatment, 70.1%. Younger dental hygienist had more stress about inappropriate compensation. Higher education and married dental hygienist had more stress about job demand. The number of turnover, workplace culture and experience of turnover were significantly related. In the job-related environmental characteristic, job demand, interpersonal conflict and a case of dental clinic were significantly related. Other effecting factors were interpersonal conflict in salary, organization system in working time, and working demand in conditions of 5day's working. Experience of turnover was influenced with interpersonal conflicts and the number of dental hygienist in the working place was related with job stress significantly.

• Journal of Practical Engineering Education
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• v.16 no.2
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• pp.241-249
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• 2024

This study was conducted to identify job stress, nursing work environment, and turnover intention for nurses at COVID-19 dedicated hospital, and to identify factors influencing turnover intention. From September 1 to September 27, 2022, 144 nurses at a COVID-19 dedicated hospital in the I area were collected. The collected data used the SPSS Statistics 23.0 program. As a result of the study, the intention to turnover according to general characteristics showed significant differences in work experience (F=11.20, p<.001), and by position (F=4.09, p=.009). In addition, turnover intention showed a significant correlation with job stress (r=.561, p<.001) and nursing work environment (r=-.382, p<.001). The factors influencing turnover intention were job stress (β=.46, p<.001), work experience of more than 11 years (β=.34, p<.001), work experience of 3-10 years (β=.20, p=.022), nursing work environment (β=-.22, p=.001), and 43.9% of explanatory power. Accordingly, in order to reduce the intention to turnover of nurses at hospitals dedicated to COVID-19, it is necessary to create measures to reduce job stress and an efficient nursing work environment considering the characteristics of work by career in infectious disease situations.

• The Korean Journal of Health Service Management
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• v.9 no.3
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• pp.95-106
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• 2015

Objectives : The purpose of this study was to identify levels of turnover intention of nurses in long-term care hospitals, and to explore influential factors on turnover intention. Methods : Data were collected with a structured questionnaires from 165 nurses. The data were analyzed with SPSS/WIN 21.0. Results : First, the average score for the practice environment cognition, job satisfaction, reward importance, and turnover intention were $3.14{\pm}0.21$, $3.18{\pm}0.32$, $4.02{\pm}0.53$, and $3.29{\pm}0.67$, respectively. Second, there were significant differences in the turnover intention according to the average monthly wage, total clinical career, present clinical career, work form, average monthly night shift and turnover experience. Third, the significant predictors of turnover intention were monthly salary, practice environment cognition, reward importance, monthly night shift and type of work explaining 67.0%. of the variance. Conclusions : It is necessary to conduct continuous and systematic research and to find ways that can prevent the resignation of nurses and improve cognition in the practice environment in long-term hospitals nurses.

• Journal of muscle and joint health
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• v.22 no.2
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• pp.87-95
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• 2015

Purpose: The purpose of this study was to examine the perception of the healthcare accreditation and the level of job stress and also to identify the factors affecting turnover intention in general hospital nurses. Methods: This cross-sectional study was performed using questionnaires. Data were collected from 230 nurses who worked at one general hospital from February 20 to April 10, 2014. Data were analyzed with independent t test, ANOVA, Pearson correlation coefficient, and regression using SPSS/WIN v 21.0. Results: The scores of perception of the healthcare accreditation, job stress, and turnover intention were 3.05 out of 5, 4.30 out of 5, and 3.18 out of 5. A positive correlation was observed between turnover intention and job stress. Turnover intention was negatively correlated with perception. The factors affecting turnover intention were the perception of healthcare accreditation (35.3%), total clinical experience (12.3%) and job stress (7.4%). The total explanatory power was 55.3%. Conclusion: The perception of the Healthcare Accreditation was confirmed as a new factor affecting turnover intention in nurses. These findings can be utilized to the development of strategies for reducing job stress, and enhancing perception and resulting in both the quantitative and qualitative development of the healthcare system.

• Korean Journal of Occupational Health Nursing
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• v.22 no.2
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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.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.24 no.3
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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.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.3
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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.