Journal of Korean Academy of Nursing Administration (간호행정학회지)

Korean Academy of Nursing Administration (한국간호행정학회)
권호 표지
DOI QR코드

DOI QR Code

Moderating Effects of Work-family Conflict between Job·Organizational·Career Characteristics and Turnover Intention among Nurses in Small and Medium-sized Hospitals

중소병원 간호사의 직무·조직·경력 특성과 이직의도와의 관계에서 일-가정 갈등의 조절효과

  • Received : 2015.03.12
  • Accepted : 2015.06.03
  • Published : 2015.06.30
Download PDF
⟨ Previous Next ⟩

Abstract

Purpose: The purpose of this study was to identify moderating effects of work-family conflict in the relationship between job, organizational, career characteristics and turnover intention among nurses working in small and medium-sized hospitals. Methods: A self report questionnaire survey was completed by 286 nurses working in five small or medium-sized hospitals in P city. Data were gathered during October, 2014 and analyzed using the SPSS 21.0 program. Results: Work-family conflict had significant moderating effects between job, organizational, career characteristics and turnover intention of nurses working in small or medium-sized hospitals. Career commitment was the biggest factor in reducing turnover intention. Conclusion: The results of the study indicate that work-family conflict and career commitment are important factors in turnover intention among nurses working in small and medium-sized hospitals. Therefore, to understand job and organizational career characteristics of nurses in small and medium hospitals, consideration must be given to the role of conflict in the nurses' workplace and homes. Support from the organization focusing on career development, and provision of an innovative system for the environment of small hospitals are needed.

Keywords

References

  1. Hospital Nurse Association. Survey on hospital nurse staffing. Seoul: Author; 2012.
  2. Korea National Statistics Korea. Hospital nurses staffing state survey. [cited 2009 June 17], Available from: http://Kosis.kr/wnsearch/totalSearch.jsp (accessed Dec. 10, 2013)
  3. Yoon JA, Lee HJ. Internal marketing, job stress, organizational commitment and turnover intention in nursing organization. Journal of Korean Nursing Administration. 2007;13(3):293-301. http://dx.doi.org/10.11111/jkana.2007.13.3.293
  4. Kwon JO, Kim EY. Impact of unit-level nurse practice environment on nurse turnover intention in small and medium sized hospital. Journal of Korean Nursing Administration. 2012;18(4):414-423. http://dx.doi.org/10.11111/jkana.2012.18.4.414
  5. Choi YS. Nursing professionalism, job satisfaction and turnover intention of nurses in small and medium-sized hospitals - focused on "I"city. Journal of the Korea Academia-Industrial Cooperation Society. 2014;15(5):2695-2702. http://dx.doi.org/10.5762/KAIS.2014.15.5.2695
  6. Kim YM, Kang YS. The relationship among career plateau, self-efficacy, job embeddedness and turnover intention of nurses in small and medium sized hospitals. Journal of Korea Academia-Inderstrial Cooperation Society. 2013;14(10):5078- 5090. http://dx.doi.org/10.5762/KAIS.2013.14.10.5078
  7. Hong KO. The effect of workplace-family conflict of hotel employees on career related attitude. Korean Journal of Tourism Research. 2010;25(3):199-216.
  8. Greenhaus JH, Beutell NJ. Sources of conflict between work and family roles. The Academy of Management Review. 1985; 10(1):76-88. http://dx.doi.org/10.2307/258214
  9. Choi HJ. The effect of work family conflict and facilitation on job satisfaction and job performance: An empirical study in the hotel industry [dissertation]. Daejeon: Pai Chai Universty; 2009.
  10. Kim YY. The effects of married women’s work family conflict and job satisfaction on career satisfaction focused on mediating effect of work motive. Journal of Employment and Skills Development. 2007;10(2):143-165.
  11. Blau GJ. Further exploring meaning and measurement of career commitment. Journal of Vocational Behavior. 1988;32(3):284-297. http://dx.doi.org/10.1016/0001-8791(88)90020-6
  12. Mrayyan MT, Al-Faouril I. Nurses' career commitment and job performance: Differences between intensive care units and wards. Journal of Research in Nursing. 2008;13(1):38-51. http://dx.doi.org/10.1177/1744987107079882
  13. Lee MY, Im SB. Structural model of nurses' career commitment. Journal of Korean Clinical Nursing Research. 2012;18(3):341-353. https://doi.org/10.22650/JKCNR.2012.18.3.341
  14. Lee KE. Determinants of career commitment and it's influences on employees' attitudes [dissertation]. Seoul: Sogang University; 2000. p. 54-55.
  15. Choi WS. Effects of job characteristics on career commitment and employees’ attitude in hotel employees - on the moderating effect of the employment type. Journal of Tourism and Leisure Research. 2005;17(3):77-95.
  16. Lee HY, Choi YH, Kim JM. Determinants and turnover intention of career commitment for resort employee. Journal of Tourism and Leisure. 2009;21(4):173-195.
  17. Choi BK. Work overload, job burnout, and turnover intention: The moderating effects of job autonomy and career growth opportunity. Korean Academy of Organization and Management. 2013;37(4):145-170.
  18. Jang JY. The organizational adjustment of R & D professionals: Organizational commitment and professional commitment[ dissertation].Seoul: Seoul University; 1995. p. 21-50.
  19. Breaugh JA. The measurement of work autonomy. Human Relations. 1985;38(6):551-570. http://dx.doi.org/10.1177/001872678503800604
  20. Meyer JP, Allen NJ. Links between work experiences and organizational commitment during the first year of employment: A longitudinal analysis. Journal of Occupational Psychology. 1988;61(3):195-209. http://dx.doi.org/10.1111/j.2044-8325.1988.tb00284.x
  21. Iverson, RD. Employee intent to stay: An empirical test of a revision of the Price and Mueller mode [dissertation]. Ann Arbor: The University of Iowa; 1992. p. 50-65.
  22. Kerr S. Some characteristics and consequences of organizational reward. In Schoorman FD, Schneider B (Ed), Facilitating Work Effectiveness. Lexington Book;1988. p. 43-76.
  23. Lee JG. A structural analysis on child care center teachers perceived rewards perceptions, emotional labor, job stress, job burnout, and organizational commitment[dissertation]. Daegu: Catholic University of Daegu; 2013. p. 89-90.
  24. Greenhaus JH, Parasuraman S, Wormley WM. Effects of race on organizational experience, job performance evaluations, and career outcome. Academy of Management Journal. 1990; 33(1):64-86. http://dx.doi.org/10.2307/256352
  25. Moon IO. The structural model about impact of nurse's career management, career plateau, career satisfaction on career commitment. Journal of Korean Academy of Nursing Administration. 2010;16(2):180-189. https://doi.org/10.11111/jkana.2010.16.2.180
  26. Lawler EE. Satisfaction and behavior. In: Hackman JR, Lawler EE, editors. Perspectives on behavior in organizations. New York: McGraw-Hill; 1983. p. 78-97.
  27. Park HS. Relationship between perceived nursing care role orientation, job characteristics, and turnover among nurses [master's thesis]. Seoul: Yonsei University; 2002.
  28. Netemeyer R, Boles J, McMurrian R. Development and validation of work-family conflict and family-work conflict scales. Journal of Applied Psychology. 1996;81(4):400-410. http://dx.doi.org/10.1037/0021-9010.81.4.400
  29. Son YJ, Park SK, Kong SS. Impact of internal marketing activity, emotional labor and work-family conflict on turn-over of hospital nurses. Journal of Korean Clinical Nursing Research. 2012;18(3):329-340. https://doi.org/10.22650/JKCNR.2012.18.3.329
  30. Lee HY, Hong AJ. Impact of support from spouses and supervisors on career commitment and work-life conflict among married workers. The Journal of Vocational Education Research. 2012;31(2):45-66.

Cited by

  1. 한국 간호사의 일과 삶의 균형에 영향을 미치는 요인 vol.26, pp.2, 2015, https://doi.org/10.5807/kjohn.2017.26.2.114
  2. 기혼여성간호사의 성차별의식, 직장-가정 갈등과 지원 및 이직의도와의 관계 vol.15, pp.7, 2017, https://doi.org/10.14400/jdc.2017.15.7.425
  3. 간호사 경력개발에 관한 국내 연구 동향 분석 vol.19, pp.3, 2015, https://doi.org/10.5762/kais.2018.19.3.325
  4. 간호·간병통합서비스병동 간호사와 일반병동 간호사의 직무만족, 직무스트레스, 직무소진 및 이직의도 vol.19, pp.5, 2015, https://doi.org/10.5762/kais.2018.19.5.459
  5. Trends in Turnover Research on Korean Nurses: Based on 8 Journals Published by Member Societies under the Korean Academy of Nursing Science, 2006-2015 vol.13, pp.None, 2015, https://doi.org/10.2174/1874434601913010092
  6. 병원종사자들의 관계갈등 및 스트레스 요인이 이직의향에 미치는 영향 vol.10, pp.2, 2015, https://doi.org/10.22156/cs4smb.2020.10.02.167
  7. 소규모 중소병원 간호사의 직무착근도에 미치는 영향요인 vol.21, pp.6, 2015, https://doi.org/10.5762/kais.2020.21.6.425
  8. 간호사의 간호근무환경과 이직의도 관계 : 워라벨(일과 삶의 균형)의 매개효과 vol.19, pp.3, 2015, https://doi.org/10.14400/jdc.2021.19.3.263
  9. 간호사의 간호근무환경과 이직의도 관계 : 워라벨(일과 삶의 균형)의 매개효과 vol.19, pp.3, 2015, https://doi.org/10.14400/jdc.2021.19.3.263
  10. The Effects of Work Characteristics Related to Work-Life Imbalance on Presenteeism among Female Workers in the Health and Social Work Sectors: Mediation Analysis of Psychological and Physical Health P vol.18, pp.12, 2015, https://doi.org/10.3390/ijerph18126218
  11. 임상간호사의 일과 삶의 균형과 간호서비스 질의 관계에서 일과 삶의 균형 조직문화가 미치는 매개효과 vol.30, pp.3, 2021, https://doi.org/10.5807/kjohn.2021.30.3.79