Factors Affecting Turnover Intention of Married Nurses Working in Small and Medium-Sized Hospital

Abstract

This study conducted a descriptive survey to analyze factors that influence turnover intention among married nurses. A total of 210 nurses working in small and medium sized hospitals. Collected data were from April 15 to 26, 2013. The tool developed by Mobley (1982) and modified/complemented by Kim (2007) was used to measure turnover intention. Job satisfaction was measured using a tool developed by Stamps et al.(1978) and modified for nurses by Bae (2007). A tool developed by Hall(1972) and modified/complemented by Kwak was used to analyze role conflict. Finally, the nursing practice environment was measured using a tool developed by Lake(2002) and modified/complemented by Kang Received(October 19, 2015), Review request(October 20, 2015), Review Result(1st: November 16, 2015, 2nd: December 23, 2015) Accepted(January 02, 2016), Published(January 31, 2016) 58245 Dept. Nursing, Dongshin Univ., 185 Geonjae-ro, Naju-si, Jeollanamdo, Korea email: moonjs1004@naver.com (Corresponding Author) 62271 Dept. Nursing, Nambu Univ., 23 Chumdan Jungang-ro, Gwangsan-gu, Gwangju, Korea email: biola@nambu.ac.kr Factors Affecting Turnover Intention of Married Nurses Working in Small and Medium-Sized Hospital Copyright c 2016 HSST 78 (2010). The results of this study show that job satisfaction, role conflict, and position are factors that influence the turnover intention of married nurses. Thus, in order to reduce the turnover rate of married nurses, the following measures are necessary. First, nurse administrators must improve the compensation system, which scored poorly in the job satisfaction category. Also, it is important to operate workplace child care facilities and introduce flexible working hours to reduce nurses’role conflicts as mothers. Furthermore, it is necessary to devise administrative improvements, such as the acquisition of sufficient human resources and system modifications, to allow married nurses to feel free to go on maternity or child care leave. also, married nurses commitment to the current work that could lead to the need to develop incentives can promote.