Abstract
The purpose of this study is to identify factors affecting the retention intention of nurses in small- and medium-sized hospitals and to perform a structural equation model study. Survey data of 348 nurses from 6 small and medium hospitals were analyzed. The collected data were analyzed using the SPSS 25.0 and the AMOS 25.0 programs. As a result of the study, it was confirmed that the endogenous variables influencing job satisfaction were calling, resilience, workplace bullying and nursing work environment, while resilience was the strongest variable as a factor influencing the nursing work environment. It was confirmed that the endogenous variables influencing intention to stay were calling, resilience, workplace bullying and job satisfaction, while job satisfaction was the strongest variable influencing intention to stay. To increase the retention intention of nurses in small and medium hospitals, it is necessary to provide measures to increase the value and meaning of work, and to increase resilience to overcome adversity and adapt to the circumstances. In addition, it is necessary to secure and maintain the resources of nurses in small- and medium-sized hospitals with a strategy to reduce workplace bullying and enhance job satisfaction by improving the organizational culture.
Highlights
With the increase in demand for nursing services caused by the diversification of healthcare policies, acquiring a sufficient nursing labor force is a key factor that increases patient satisfaction and allows quality nursing services [1]
As a result of this study, calling, resilience, work satisfaction and workplace bullying were identified as factors affecting the intention to stay for small- to mid-sized hospital nurses
Work satisfaction, which has the greatest impact on the intention to stay, was largely affected by the motivators calling and resilience
Summary
With the increase in demand for nursing services caused by the diversification of healthcare policies, acquiring a sufficient nursing labor force is a key factor that increases patient satisfaction and allows quality nursing services [1]. Shortages in the nursing labor force continue to occur in medical care facilities, and this is serious in small- to mid-sized hospitals and local regions [3]. The nursing labor force shortage lowers the quality of nursing services and patient satisfaction while increasing the workload of other nurses, resulting in a vicious cycle of nurse turnover [5] as well as negative effects such as patient safety accidents, including medication errors, bedsores, falling accidents, etc. Identifying the factors that affect a nurse’s satisfaction with the current organization and their intention to stay is very meaningful from a nursing labor force management perspective. Promotion and work environment are important factors for turnover intention [5], whereas individual motivation is the factor that largely affects the intention to stay [9]
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