• 한국치위생학회지
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• 제18권6호
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• pp.1057-1066
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• 2018

Objectives: The purpose of this study is to provide a reference material for improving the work environment to reduce the turnover intention of clinical dental hygienists in the future by identifying the problem of the turnover phenomenon of clinical dental hygienists in Seoul and Gyeonggi-do. Methods: The method of this study used the raw data of 'A Survey on the Current Work Environment of Clinical Dental Hygienists' from August 29 to September 28, 2017, and 2,974 clinical dental hygienists in Seoul and Gyeonggi-do were finally selected as the study subjects. Results: The results showed that excessive workload, inadequate pay, and hierarchical organizational culture of a workplace were the main factors influencing the turnover intention of clinical dental hygienists, and the lack of welfare system, low wage and practical experience also affected their turnover intention. Conclusions: In order to reduce the turnover intention of clinical dental hygienists, it is important to create a working atmosphere where the members of an organization can freely share and communicate suggestions and improvements, and to pay their salary appropriate to the duties and roles of dental hygienists, and accordingly they will be able to carry out the duties with responsibility for a long time without moving to another organization.

• 근관절건강학회지
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• 제29권1호
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• pp.60-68
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• 2022

Purpose: This study aimed to investigate the changes in reality shock among new nurses and their influencing factors to identify turnover reduction methods. Methods: A total of 146 new nurses from 6 general hospitals participated in the survey. The survey data were collected from August 5 to November 10, 2015. Results: The mean scores for factors related to turn over were 2.75 for nurse practice environment, 2.84 (4point scale) for reality shock, and 3.08 (5point scale) for turnover intention. A significant difference in the impact of reality shock was observed depending on whether the nurses selected their work unit (F=6.24, p=.003) and whether they could take the possibility of holiday on the desired day at will (t=-2.57, p=.013). Changes in reality shock correlated with turnover intention, with the 'increased reality shock' group demonstrating an odds ratio of 2.37 (CI: 1.41~3.98) for turnover intention. Conclusion: The current findings indicate the need for lowering reality shock and turnover intention by considering nurses' work-related characteristics and improving their practice environments. To further study the changes in reality shock new nurses experienced, additional research is warranted while homogenizing the participants in terms of preceptorship duration and timing of independence.

• 한국직업건강간호학회지
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• 제32권1호
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• pp.1-8
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• 2023

Purpose: This descriptive study analyzed the factors affecting turnover intention among married nurses in small- and medium-sized hospitals with less than 300 beds. Methods: Data were collected from 177 married nurses located in K city from April 8, 2022 to April 21, 2022 using a questionnaire. Descriptive statistics, independent tests, one-way ANOVA, Pearson's correlation coefficient test, and multiple regression were analyzed using the SPSS/WIN 22 program. Results: Nurses rated items on a scale of five points. Their average rating for job satisfaction was 3.43±0.30, resilience was 3.51±0.38, and role conflict was 2.60±0.63. The nursing practice environment was rated 3.12±0.44, and turnover intention was 3.14±0.62 points. Age, job satisfaction, and nursing practice environment accounted for 25.1% of turnover intention (F=6.90, p<.001). Conclusion: To decrease married nurses' turnover intention in small- and medium-sized hospitals with less than 300 beds, these findings can help develop a program that addresses the causes of high turnover amongst married nurses in local hospitals.

• 간호행정학회지
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• 제14권1호
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• pp.35-44
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• 2008

Purpose: This study was done to identify the risk factors influencing turnover intention of nurses. Method: The participants in this descriptive survey on causal relations were 756 nurses who were working at a tertiary university hospital in Seoul. The data were put in to multiple regression analysis to build a prediction model. Results: Turnover intention according to general features were shown as following.: Age, Clinical careers, Educational level, Marital status, Economic status(Yearly income). The relationship between turnover intention and job stress had positive correlation. But the relationship between turnover and other factors that job satisfaction, internal marketing, and organizational commitment had negative correlation. The causal factors of turnover intention were organizational commitment, the factors of organizational support and patient/caregiver relationships among subcategories of job stress and the factor of professional position among subcategories of job satisfaction. Conclusions: The findings of study suggest that board intervention program should be provided to prevent problems of turnover. It is also recommended that a program be developed that can help control the variables identified in this study along with follow up study to verify the model.

• 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.

• 한국직업건강간호학회지
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• 제22권2호
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• pp.121-129
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• 2013

Purpose: This study is designed to verify affecting variables to turnover intention of nurses in general hospital. Methods: The data were from the self-reported questionnaire responses of 168 nurses in five general hospitals 300-400 beds in Seoul and Gyungi province and analyzed by frequency and percentage, t-test, ANOVA and Sheffe's test and stepwise multiple regression. Results: The means of turnover intention were $3.14{\pm}0.87$, job overload, $3.54{\pm}0.67$, role ambiguity, $2.87{\pm}0.71$ and burnout, $2.68{\pm}0.72$. A significant correlation was found among turnover intention and job overload (r=.24, p<.001), role ambiguity (r=.30, p<.001), and burn out (r=.58, p<.001). The factors that affect turnover intention from the result of multiple regression by the stepwise selection, were emotional exhaustion, role ambiguity, and diminished personal accomplishment. Conclusion: Based on the results, to reduce turnover intention of nurses, emotional support should be provided and also range of roles be clearly defined. In addition, it is needed to improve the working conditions for nurses to get a sense of accomplishment.

• 사회복지연구
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• 제42권2호
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• pp.493-523
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• 2011

본 연구는 사회복지사의 개인적 동기(심리적 동기, 직무 동기)가 이직의도에 미치는 영향을 살펴보되, 다중몰입(직무몰입, 경력몰입, 조직몰입)의 매개효과에 초점을 둔 연구로, 자기결정이론과 계획된 행동이론을 토대로 사회복지사의 이직의도 예측 모형을 제안하고 검증하고자 하였다. 연구목적을 달성하기 위해 전국 15개 시·도의 이용시설, 생활시설, 보건의료 기관, 기타 사회복지 관련 재단 및 협회, 각종 센터, 기관에 근무 중인 사회복지사를 대상으로 우편 설문조사를 실시하였다. 배포된 총 1,918부의 설문지 중 회수된 1,671부를 검토하여 이직의도가 있는 것으로 확인된 979부를 최종 분석하였다. 분석결과, 사회복지사의 심리적 동기와 직무 특성은 이직의도에 직접적 영향을 미치는 것으로 나타났다. 그러나 사회복지사의 역할 스트레스는 이직의도에 직접적 영향을 미치지 않는 것으로 나타나, 사회복지사의 이직의도에 대한 충동적 경로 모형이 심리적 동기와 직무 특성에 한해 부분적으로 지지됨을 알 수 있었다. 둘째, 사회복지사의 심리적 동기와 직무 동기는 다중몰입을 통하여 이직의도에 간접적 영향을 미치는 것으로 나타나, 사회복지사의 이직의도에 대한 반영적 경로 모형이 경력몰입, 직무몰입, 조직몰입 모두에서 지지됨을 알 수 있었다. 다중몰입 요인 중 이직의도에 가장 큰 영향력을 발휘하는 변수는 경력몰입이며 그 다음이 직무몰입, 조직몰입 순으로 나타나, 향후 경력몰입에 대한 학계의 관심이 증대되어야 함을 보여 주었다. 이상을 토대로 사회복지사의 경력관리 방안과 사회복지조직의 인적자원개발 방안을 제시하였다.

• 한국산학기술학회논문지
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• 제18권12호
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• pp.300-309
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• 2017

본 연구는 병원간호사를 대상으로 의료진 간 의사소통 능력과 이직의도 관계에서 자기효능감의 매개효과를 규명하기 위해 실시된 서술적 조사연구이다. 본 연구의 대상자는 일 지역 두 개 대학병원에 근무하는 간호사 208명이었다. 수집된 자료는 SPSS 23.0을 이용하여 분석하였으며 기술통계, t-test, one-way ANOVA, Pearson correlation coefficients correlation을 확인하였다. 또한 자기효능감의 매개효과를 확인하기 위해 Baron & Kenny의 3단계절차를 이용한 multiple regression으로 분석하여 Sobel test로 간접효과를 확인하였다. 연구결과 의사소통 능력과 이직의도 간에 부적상관(r=-.22, p=.001)이 있었으며, 의사소통 능력과 자기효능감 간에는 정적상관(r=.61, p<.001), 자기효능감과 이직의도 간에는 부적상관(r=-.25, <.001)이 있었다. 의사소통 능력과 이직의도의 관계에서 자기효능감의 매개효과는 1단계에서의 의사소통 능력이 이직의도에 미치는 영향은 유의하였지만(${\beta}=-0.22$, p<.001), 3단계에서의 의사소통 능력은 이직의도에 유의한 영향을 미치지 않아(${\beta}=-0.11$, p=.194) 의사소통 능력과 이직의도의 관계에서 자기효능감이 유의하게 완전 매개함을 확인하였다(z=-2.15, p=.032). 따라서 본 연구결과 의사소통 능력을 향상시켜 자기효능감을 높여주는 것이 병원 간호사의 이직의도를 줄이는데 기여할 수 있을 것으로 보인다.

• 한국보육지원학회지
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• 제11권1호
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• pp.63-82
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• 2015

본 연구는 영아보육교사의 직무환경과 직무만족이 이직의도에 미치는 영향을 분석하기 위해 시도되었다. 이를 위해 경기북부지역 영아보육교사 200명을 대상으로 설문조사를 실시하였으며, 주요 연구결과는 다음과 같다. 첫째, 인구사회학적 특성에 따른 영아보육교사의 이직의도는 차이가 없었다. 둘째, 영아보육교사의 직무환경, 직무만족도, 이직의도 간에는 음(-)의 상관관계가 있는 것으로 분석되었다. 이는 직무의 자율성이 높을수록 이직의도는 감소하고, 직무의 갈등과 직무의 과중이 많을수록 이직의도가 증가함을 의미한다. 셋째, 회귀모형의 추정결과 직무환경과 직무만족은 이직의도에 중요한 영향을 미치고 있는 것으로 나타났다. 결론적으로 영아보육교사들의 이직률을 낮추기 위해서는 근무환경 개선과 직무만족도를 높여주는 것이 필요하다.

• 기본간호학회지
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• 제26권1호
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• pp.42-51
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• 2019

Purpose: The aim of this research was to identify the relationships between occupational stress, ethical dilemma, burnout and turnover intention and the factors influencing turnover intention in hospital nurses. Methods: The participants, 215 nurses, were recruited from two university hospitals located in two provinces of Korea. Data were collected through self-report questionnaires. Collected data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients, and multiple regression with SPSS/WIN 22.0. Results: Participants' scores for occupational stress, ethical dilemma, burnout and turnover intention were $3.96{\pm}0.45$, $2.60{\pm}0.39$, $3.71{\pm}0.70$, and $3.50{\pm}0.90$ respectively. The results show that the higher the score for occupational stress, ethical dilemma, and burnout the higher the score for turnover intention. The most important factor influencing turnover intention was burnout (${\beta}=.42$, p<.001), followed by position (${\beta}=.21$, p=.001), educational level (${\beta}=.21$, p=.007), ethical dilemma (${\beta}=.13$, p=.020) in that order. These factors explained 43.5% of total variance in turnover intention (F=19.34, p<.001). Conclusion: Changes in hospital structural management systems and support strategies should be developed and operated, taking into account burnout, ethical dilemma, and personal characteristics of clinical nurses in order to reduce turnover.