• Journal of Korean Clinical Nursing Research
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• v.24 no.3
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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.

• The Journal of Korean Academic Society of Nursing Education
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• v.27 no.4
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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.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.1
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• pp.16-25
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• 2009

Purpose: This study was to identify the factors influencing turnover intention of nurses in small and medium-sized hospitals. Method: The participants in this descriptive survey on causal relations were 192 nurses who were working at small and medium-sized hospitals in Daegu city. The data were collected by self-reporting questionnaires and analysed by the SPSS Win 14.0 program using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients and stepwise multiple regression. Result: The mean for job characteristics scores were 2.90, the job satisfaction scores were 3.00, the organizational commitment scores were 3.00, job stress scores were 2.42, the turnover intentions scores were 3.08. Turnover intention according to general features were shown as following; age, marital status, clinical career, work schedule type, frequency of night duty. The relationship between turnover intention and job stress had positive correlation. But the relationship between turnover and other factors that job satisfaction, organizational commitment had negative correlation. The causal factors of turnover intention were organizational commitment, job satisfaction, job stress, and job characteristics, frequency of night duty. $R^=.39$. The organizational commitment were the highest significant predictors of turnover intention. Conclusions: The findings of study suggest that broad intention program should be provided to prevent problems of turnover.

• Journal of the Korean Data and Information Science Society
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• v.18 no.1
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• pp.63-71
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• 2007

The purpose of this study is to identify relationship among job stressor, organizational stressor, and turnover intention of school meal chefs. The respondents included 155 school meal chefs in the survey. Data were analyzed by confirmatory factor analysis and cause-effect analysis among the constructs. After research model testing, the following results were obtained : job stressor was influenced directly and positively by the turnover intention of school meal chefs. But organizational stressor was not influenced directly and positively by the turnover intention of school meal chefs.

• Korean Journal of Occupational Health Nursing
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• v.22 no.2
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• pp.130-139
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• 2013

Purpose: This study was to identify the relationship among clinical nurse's job overload, self-efficacy, emotional exhaust and turnover intention. Methods: The study was conducted through a survey on 537 clinical nurses in five general hospitals. The data were collected by self-reporting questionnaires and analysed by the SPSS/WIN 17.0 program using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and stepwise multiple regression. Results: The mean score of turnover intention was 3.04. Turnover intention according to age, total career, job objective, and work off showed significant differences. The significant positive correlations between emotional exhaust and turnover intention (r=.531, p<.001), job overload and turnover intention (r=.514, p<.001) were found. The significant factors influencing turnover intention were emotional exhaust (${\beta}$=.488, p<.001), career (${\beta}$=.175, p<.001), job overload (${\beta}$=.119, p= .003), and number of night (${\beta}$=.117, p=.002), which accounted for 40.3% of the variance. Conclusion: Thought this result, nursing managers should analyze the reasons for high turnover intention, focusing on the main factors affecting turnover intention and consider the solutions to decrease the turnover intention.

• The Korean Journal of Emergency Medical Services
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• v.14 no.1
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• pp.65-80
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• 2010

Objective : The objective of this study was to survey the job satisfaction and turnover intention of 119 emergency medical technicians who are fire fighters and, at the same time, provide emergency patients with first aid, to examine the correlation between their job satisfaction and turnover intention, and to provide basic materials for the human resource management of 119 emergency medical technicians. Method : The survey was conducted with 152 119 emergency medical technicians working at fire stations in an area of Gyeonggi-do during the period from July 15 to September 14, 2009. Job satisfaction was measured with a tool developed by Kim Sun-sim and Kwon Hye-ran (2002) based on the Index of Work Satisfaction, and turnover intention with the tool developed by Becker (2002) and translated and used by Cho Yeong-sook (2002). The questionnaire was composed of 11 questions on general characteristics, 35 on job satisfaction, and 4 on turnover intention, so a total of 50 questions. The reliability of the questionnaire was Cronbach's ${\alpha}=0.922$ for job satisfaction and Cronbach's ${\alpha}=0.854$ for turnover intention. Using SPSS 14.0, we obtained frequencies, percentages, means, and standard deviations, and performed independent two-sample t-test, one-way ANOVA, and Pearson correlation analysis, and Cronbach's ${\alpha}$. Results : 1) The mean score of the 119 emergency medical technicians' job satisfaction was 2.71, and that of their turnover intention was 2.64. By area of job satisfaction, the mean score was 3.44 for the area of job itself, 2.92 for the interaction area, 2.67 for the organizational demand area, 2.64 for the autonomy area, 2.14 for the wage area, and 1.91 for the working condition area, showing that emergency medical technicians were generally satisfied with their job itself but not with their working condition. 2) As to difference according to the 119 emergency medical technicians' general characteristics, statistically significant difference was observed in job satisfaction according to license type (F = 4.729, p < .010), and in turnover intention according to position (F = 3.768, p < .025). 3) The 119 emergency medical technicians' job satisfaction and turnover intention was in a negative correlation with each other (r = -.44, p < .000) in general, and by the sub-areas of job satisfaction, the correlation with turnover intention was high in order of the autonomy area (r = -.42, p = .000), interaction area (r = -.42, p = .000), job itself (r = -.35, p < .000), organizational demand area (r = -.30, p = .000), wage area (r = -.23, p = .000), and working condition area (r = -.21, p = .008). Conclusion : The 119 emergency medical technicians' job satisfaction showed a negative correlation with their turnover intention. This suggests that turnover intention can be reduced by improving job satisfaction. Furthermore, 119 emergency medical technicians' job satisfaction was high with the job itself, showing their high pride in their job, but was low with working condition and wage. Thus, it is necessary to enhance their job satisfaction by improving the 24-hour work system through supplementing manpower, compensating for overtime works, adjusting work hours per week, etc. These results are expected to be useful in making human resource management plans to lower turnover intention by enhancing 119 emergency medical technicians' job satisfaction.

• Korean journal of food and cookery science
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• v.26 no.1
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• pp.1-12
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• 2010

This study was conducted to investigate the effects of job embeddedness on job satisfaction, organizational commitment and turnover intention in the food and beverage division of hotels. In addition, this study sought to identify the effects of job satisfaction and organizational commitment on turnover intention. Based on the literature reviews, five hypotheses were tested: job embeddedness was positively related to job satisfaction and organizational commitment and negatively related to turnover intention and job satisfaction and organizational commitment were negatively related to turnover intention. The subjects evaluated in this study were employees of the food and beverage division of five or four stars hotels in Seoul. Five hundred questionnaires were distributed and 293 were collected from July 1, 2009 to August 31, 2009, using convenience sampling method. After removing useless questionnaires, a total of 250 questionnaires (five-stars hotel 177, four-stars hotel 73) were analyzed using the factor analysis, a reliability test, and structural equation modeling analysis. The results revealed that job embeddedness was positively related to job satisfaction (t=8.762), organizational commitment (t=5.364) and negatively related to turnover intention (t=-3.500). Therefore, hypothesis I, II and III were accepted. However, job satisfaction (t=-.933) and organizational commitment (t=-1.923) were not negatively related to turnover intention. Therefore, hypothesis IV and V were rejected.

• Korean Journal of Occupational Health Nursing
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• v.25 no.3
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• pp.156-167
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• 2016

Purpose: This study was a descriptive research to investigate the factors influencing nurses' turnover intention of Senior Convalescence hospitals in the metropolitan area. Methods: A cross-sectional survey design was used. A questionnaire was distributed to the nurses in Senior Convalescence hospitals. The data of 210 nurses were analyzed using the descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and multiple regression. Results: Turnover intention was significantly correlated with professionalism, job involvement, organizational commitment, job stress, practice environment. Organizational commitment, job stress, age, and practice environment were identified as factors influencing turnover intention. These factors explained 53.3% of variance of turnover intention. Conclusion: The results suggest that strategies to decrease turnover intention should be discussed and continued to develop ways to establish organizational commitment, to lower job stress levels and to improve practice environment of nursing work. And further study is needed to identify the key mechanism in nurses' turnover intention of Senior Convalescence hospitals.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.5
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• pp.530-541
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• 2015

Purpose: This study was designed to construct a structural equation model and identify the effects and relationships of self-efficacy, career plateau, job embeddedness, organizational commitment and intent to turnover for nurses. Also, an attempt was made to derive a hypothetical model from these factors and to verify whether the model has validity as a means of explaining and anticipating turnover intention of nurses. Methods: Data were collected from six randomly selected hospitals: a university hospital located in J city, Kyungnam and five general hospitals located in two cities (cities B and C), each having 400 to 720 beds. Also, 318 nurses were surveyed. Data were analyzed using SPSS 21.0 and AMOS 18.0 program. Results: Job embeddedness and organizational commitment were identified as the most likely paths to turn over intention. Also, organizational commitment had the highest direct effect on turnover intention followed by job embeddedness and then self-efficacy, but career plateau had an indirectly effected turnover intention. Conclusion: As turnover intention was found to be greatly affected by organizational commitment and job embeddedness, methods to improve organizational commitment and job embeddedness should be actively developed to reduce turnover intention among nurses.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.3
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• pp.332-341
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• 2014

Purpose: The purpose of this study was to investigate the relationship among turnover intention, emotional labor, and communication competence in nurses. Methods: The participants for this study were 297 nurses from three general hospitals in two local cites in Korea. Data were collected by self-administered questionnaires from August 26 to September 10, 2013 and analyzed using descriptive statistics, One-way ANOVA, t-test, Pearson Correlation, Stepwise Multiple Regression with the SPSS/WIN 18.0 program. Results: The average scores for turnover intention, emotional labor, and communication competence respectively, were 3.45, 3.08, and 3.44 out of 5. The novices recognized that their emotional labor and turnover intention were significantly higher, and their communication competence was lower than other nurses. Nurses' turnover intention had a positive relationship with their emotional labor, but no relationship with communication competence. Job satisfaction, frequency of emotional expression, and emotional dissonance had an effect on nurses' turnover intention. Conclusion: The results show that emotional labor and job satisfaction are very important factors affecting nurses' turnover intention. So, nurse managers should try to minimize nurses' emotional labor and maximize their job satisfaction by developing various human relationship educational and support programs and using them.