Turnover Intention In Hospital Nurses Research Articles

임상간호사의 직무착근도와 이직의도의 관계

The purpose of this study was to investigate the mediating effect of quality of nursing work life on the relationship between job embeddedness and turnover intention in hospital nurses. The subjects were 161 nurses who had one or more years of working experiences in hospitals in D city in Korea. The collected data were analyzed using descriptive statistics, Pearsons'correlation coefficient, and a hierarchical multiple regression analysis as suggested by Baron and Kenny(1986). The significance of medication effect was verified by Sobel test. Turnover intention had a significant negative correlation with job embeddedness and quality of nursing work life. The results of this study indicate that quality of nursing work life has a partial mediating effect on the relationship between job embeddedness and turnover intention in hospital nurses. To reduce nurses’ turnover, nursing organizations should focus on enhancing quality of nursing work life as well as job embeddedness.

An Exploratory Study of Psychological Distress, Professional Quality of Life, Effort-Reward Imbalance, and Turnover Intention of Hospital Nurses during the COVID-19 Pandemic.

This exploratory study aimed to identify factors that may influence nurses' turnover intentions during the COVID-19 pandemic. The data were collected during January 2023 from 250 nurses and analyzed using descriptive statistics, t-test, ANOVA, Scheffe, Pearson's correlation, and multiple regression analysis. Among the sociodemographic and clinical characteristics, nursing care and working with personal protective equipment significantly impacted the turnover intention. Among the independent variables, compassion satisfaction, burnout, effort-reward ratio, and psychological distress were significant, with an explanatory power of 43.3%. Among the subjects, 86.4% (216 people) showed a moderate or high burnout level because of the COVID-19 pandemic, and burnout seemed to have a significant impact on turnover intention. Therefore, to lower the turnover intention of nurses, burnout should be prevented, and managers should create an environment where nurses can receive a balanced reward for their efforts.

Relationship between Ethical Climate, Workplace Bullying, and Turnover Intention of Hospital Nurses in Korea

Relationship between Ethical Climate, Workplace Bullying, and Turnover Intention of Hospital Nurses in Korea

Effects of Leadership Styles of Nursing Managers on Turnover Intention of Hospital Nurses: A Systematic Review and Meta-Analysis

This study aimed to examine effect sizes of leadership styles of nursing managers on turnover intention of hospital nurses. A systematic review and meta-analysis were conducted in accordance with the PRISMA and MOOSE guidelines. Participants were nurses working in hospitals. The intervention involved nursing managers' leadership styles; the outcome assessed was nurses' turnover intention. This was an observational study design. Eleven databases were searched to obtain articles published in Korean or English. Of the 14,428 articles reviewed, 21 were included in systematic review and meta-analysis. Comprehensive Meta-Analysis and R software programs were used. The total effect size r (ESr) was -0.25 (95% confidence interval: -0.29 to -0.20). Effect sizes of each leadership style on turnover intention were as follows: ethical leadership (ESr = -0.34), transformational leadership (ESr = -0.28), authentic leadership (ESr = -0.23), transactional leadership (ESr = -0.21), and passive avoidant leadership (ESr = 0.13). Ethical leadership was the most effective style in decreasing turnover intention of hospital nurses. Positive leadership styles of nurse managers effectively decrease turnover intention of hospital nurses, and negative leadership styles of nurse managers effectively increase turnover intention of hospital nurses. The ethical leadership style is the most effective in decreasing turnover intention of hospital nurses; however, it requires careful interpretation as its effects are reported by only two studies. This study contributes to addressing the high turnover rate of hospital nurses and developing positive leadership styles of nurse managers in hospital settings.

Relationship of Job Stress to Turnover Intention in Hospital Nurses of Rural Areas: Job Embeddedness as a Mediator

Relationship of Job Stress to Turnover Intention in Hospital Nurses of Rural Areas: Job Embeddedness as a Mediator

A meta-analysis on predictors of turnover intention of hospital nurses in South Korea (2000-2020).

AimsTo identify the predictors of Registered Nurses’ turnover intention and analyse the effect sizes.DesignA systematic review and meta‐analysis of previous research, conducted to comprehensively identify the predictors of turnover intention.MethodsIn total, 417 studies from 1 January 2000 to 30 April 2020 that investigated predictors of turnover intention of South Korean nurses were reviewed. The data were analysed using the R statistical package. Network graphs were used to analyse the relationships among turnover predictors, and meta‐analysis was performed to determine the effect sizes of the correlations.ResultsThis review analysed common predictors identified in previous studies. Burnout (0.541), emotional exhaustion (0.511), job stress (0.390) and career plateau (0.386) showed positive effect sizes, while organizational commitment (−0.540), person−organizational fit (−0.521), career commitment (−0.508), work engagement (−0.503), job satisfaction (−0.491) and job embeddedness (−0.483) showed negative effect sizes.

Relationships among Nursing Practice Environment and Turnover Intention of Hospital Nurses: The Mediating Effect of The Work-Life Balance

Relationships among Nursing Practice Environment and Turnover Intention of Hospital Nurses: The Mediating Effect of The Work-Life Balance

The factors affecting on Turnover Intention of Nurses

Background/Objectives: Many medical institutions are struggling with nurse turnover rate which is increasing. Therefore, in this study, factors that affect the turnover intention of nurses was attempted to identify.Method/Statistical Analysis: The study was conducted to 250 nurses working at general hospitals with more than 500 sickbeds located in Seoul from Feb 1 to Feb 28, 2019. The general characteristics of the subjects and the reasons for turnover were calculated by frequency and percentage, and the factors affecting turnover were acquired from the mean and standard deviation. A logistic regression analysis was conducted to identify the factors affecting turnover.Findings: In terms of the number of turnovers, 58.1% was 1 time, 29.0% was 2 times, 9.7% was 3 times, and 3.2% was 4 times. For the question of whether there is a turnover intention, 42.9% answered ‘yes’ and 57.1% answered ‘no’, and the side with the answer ‘no’ was higher. Reasons for turnover by logistic regression analysis showed a significant difference in the 20s, single, 4-6 years of career nurses, adequacy of pay, and shift work. This shows a desire that nurses who are free from family members, who have a basic career and can easily access despite turnover into any hospital organization, and can build their careers, hope to receive proper pay they expect, and hope to work in the day time on weekdays free of physical physiological difficulties caused by shift work.Improvements/Applications: The factors affecting the turnover intention of hospital nurses need to be made at the level of the hospital organization as well as the efforts of the nursing department.

Nursing stress factors affecting turnover intention among hospital nurses.

This study aimed to identify the nursing stress factors, which affect turnover intention in hospital nurses. Nursing stress is known to be an important predictor of turnover intention in nurses. Although nurses experience various sources of stress across work environments, cultures, and generations, little is known about the stress factors affecting turnover intention in nurses. A descriptive cross-sectional design was employed. A total of 329 nurses were recruited through convenience sampling from 27 hospitals in South Korea. Data were collected from May to November 2018 using a questionnaire. Among the stress factors, stress from patients and their families, workload stress, stress from conflicts with supervisors, and stress from conflicts with peers were associated with turnover intention in hospital nurses. These variables explained 40.0% of the variance in turnover intention among hospital nurses. Stress from interpersonal relationships with patients and their families, supervisors, and peers may have a considerable impact on turnover intention. To reduce nursing turnover intention, coping strategies to reduce stress from patients and their families should be established. It is necessary to provide programmes that foster interpersonal relationship skills in the workplace. Nurse managers may encourage communication among nurses to establish positive relationships.

Relationship of Workplace Violence to Turnover Intention in Hospital Nurses: Resilience as a Mediator

This study aimed to identify the relationship between workplace violence and turnover intention, and the mediation effect of resilience on the relationship in hospital nurses. This was a cross-sectional study. A total of 237 registered nurses were recruited from three hospitals in South Korea from April to May 2019. Participants were invited to complete self-reported questionnaires that measure workplace violence, turnover intention, resilience, and demographic information. The data obtained were analyzed using multiple regression and a simple mediation model applying the PROCESS macro with 95% bias-corrected bootstrap confidence interval (5,000 bootstrap resampling). After controlling demographic covariates, workplace violence significantly accounted for the variance of turnover intention. It was also demonstrated that resilience partially mediated the relationship between workplace violence and turnover intention in hospital nurses. A 73.8% of nurses had experienced workplace violence (such as attack on personality, attack on professional status, isolation from work, or direct attack). Workplace violence directly influences turnover intention of nurses and indirectly influences it through resilience. Therefore, hospital administrators need to develop and provide a workplace violence preventive program and resilience enhancement program to decrease nurses' turnover intention, and leaving.

The Effects of Job Stress, Resilience and Empowerment on Turnover Intention of Hospital Nurses

The Effects of Job Stress, Resilience and Empowerment on Turnover Intention of Hospital Nurses

The Effect of Work-Life Balance on Job Satisfaction and Turnover Intention of Hospital Nurses: Compared to Female Wage Workers

The Effect of Work-Life Balance on Job Satisfaction and Turnover Intention of Hospital Nurses: Compared to Female Wage Workers

Influences of Occupational Stress, Ethical Dilemma, and Burnout on Turnover Intention in Hospital Nurses

Influences of Occupational Stress, Ethical Dilemma, and Burnout on Turnover Intention in Hospital Nurses

Influence of Resilience and Job Embeddedness on Turnover Intention in General Hospital Nurses

Purpose: The purpose of this study was to identify the effect of resilience and job placement on general hospital nurse’s intention to relocate, prepare a practical transfer management plan, and provide basic data on effective personnel management. Methods: Data were collected from 333 nurses in 2 general hospitals with more than 500 beds in P-city. Data analysis was performed using hierarchical regression with the SPSS/WIN 25.0 program. Results: The significant factors influencing turnover intention of hospital nurses were sacrifice, fit, link, interpersonal relationship, followed by experience of turnover. Explanatory power was 42% in the regression model. Conclusion: Resilience and job embeddedness have a positive effect on turnover intention in general hospital nurses. Therefore, efforts to improve resilience, job embeddedness, and organizational support are required to decrease turnover intention.

병원간호사의 소명의식과 정서적 소진 및 이직의도

병원간호사의 소명의식과 정서적 소진 및 이직의도

RETRACTED: The Mediating Effect of Social Capital on the Relationship Between Public Health Managers' Transformational Leadership and Public Health Nurses' Organizational Empowerment in Korea Public Health

This article has been retracted: please see Elsevier Policy on Article Withdrawal (https://www.elsevier.com/about/our-business/policies/article-withdrawal). The Editor-in-Chief and ANR editorial board have decided to retract this article because the scientific integrity of the content cannot be guaranteed. The article shows evidence of redundant publication and falsification of instruments. This article was a duplicate of a paper that had already been published in Journal of the Korean Data & Information Science Society Vol 29, No. 3, May 2017. doi 10.7465/jkdi.2017.28.3.585) The identical data collection period, study sample, variables, and instruments between these two papers show strong evidence of plagiarism. One of the conditions of submission of a paper for publication is that authors declare explicitly that their work is original and has not appeared in a publication elsewhere. Re-use of any data should be appropriately cited. This article is published based on a master’s thesis (Kim YE. The effects of the transformational leadership of managers perceived by public health nurses and their social capital on empowerment [master’s thesis]. Dague (Korea): Kyungpook National University; 2016. p. 1-57.) and the author of this dissertation is deleted. Inappropriate use of master’s thesis without appropriate disclosure and/or citation was made. The instruments [Multifactor leadership questionnaire (Kim DW. The relationship between transformational leadership and quality of nurses' care Service with nurses' organization citizenship behavior as a moderator. Health Soc Welf Rev. 2011;31(2):206e36. Korean), social capital (Han JW, Woo HY, Ju ES, Lim SH, Han SS. Effects of nurses' social capital on turnover intention: focused on the mediating effects organizational commitment and organizational cynicism. J Korean Acad Nurs. 2013;43(4):517e25. https://doi.org/10.4040/jkan.2013.43.4.517. Korean), and Organizational empowerment (Oh EH, Chung BY. The effect of empowerment on nursing performance, job satisfaction, organizational commitment, and turnover intention in hospital nurses. J Korean Acad Nurs Admin. 2011;17(4):391e401. https://doi.org/10.11111/jkana.2011.17.4.391. Korean.)] used in this article were manipulated. The author admitted scientific misconduct and breach of publication ethics. As such this article represents a severe abuse of the scientific publishing system. The scientific community takes a very strong view on this matter and apologies are offered to readers of the journal that this was not detected during the submission process.

병원간호사의 경력정체가 직무만족과 이직의도에 미치는 영향

병원간호사의 경력정체가 직무만족과 이직의도에 미치는 영향

Pengaruh Employee Engagement terhadap Kepuasan Kerja dan Turnover Intention Perawat (Studi pada Rumah Sakit Wava Husada Kepanjen Malang)

Abstract: Human resources is essential to prevent turnover intention of hospital nurses. Nurses engagement is expected to produce nurses satisfaction and finally lower turnover intention. This study aims to examine the effect of employee engagement on job satisfaction and turnover intention of nurses at Wava Husada Hospital Kepanjen-Malang. The research was a cross sectional research. Sample of the study were 102 nurses who work at inpatient and outpatient unit of Wava Husada Hospital. Questionnaire with 5 point Likert scale was used to measure employee engagement, job satisfaction, turnover intention. Path analysis was used to test the direct and indirect direct effect of the variables. The results showed that employee engagement has direct effect on job satisfaction and turnover intention. On the other hand, job satisfaction has direct effect on turnover intention of nurses in hospitals Wava Husada Kepanjen. The results also indicate that there was an indirect effect of employee engagement on turnover intention through job satisfaction

일 지역 대학병원 간호사의 소명의식과 직업가치, 조직몰입이 이직의도에 미치는 영향

Objectives : This study was to test the influencing effects of calling, work value, and organizational commitment on turnover intention in hospital nurses. Methods : Two-hundred sixty hospital nurses were recruited in B city, South Korea. They were asked to complete a questionnaire, and 251 data sets were included in the multiple regression analysis. Results : Subjects had more extrinsic work value rather than intrinsic and a low calling level. There were significant correlations among transcendent summons, purpose/meaningfulness, pro-social intentions, intrinsic work value, and organizational commitment. Influencing factors of turnover intention were purpose/meaningfulness (t

간호사의 직장 내 괴롭힘이 이직의도에 미치는 효과

The purpose of the study is to investigate the effects of workplace bullying of turnover intention in hospital nurses. The subjects were 500 nurses in general hospitals. Data were collected by self-administered questionnaires which were gathered March 1 to 20 in 2014. and analyzed by hierarchical multiple regression. In conclusion, turnover intention shows the positive correlation with workplace bullying while indicating the negative correlation with nurses` work environment, emotional intelligence and job satisfaction. Also, the workplace bullying had a significantly positive effect on turnover intention. The nurses` work environment, emotional intelligence and job satisfaction had negative effects on turnover intention. The job satisfaction was the mediating effect on the workplace bullying in turnover intention. The results of the study showed the importance of workplace bullying, nurses` work environment, emotional intelligence and job satisfaction in explaining turnover intention of nurses. The convergence programs to prevent workplace bullying should be developed and implemented to the nursing organization.