• Journal of Korean Clinical Nursing Research
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• v.27 no.3
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• pp.245-256
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• 2021

Purpose: The purpose of this study was to explore professional self-concept, work environment, resilience and intention to stay for nurses in university hospitals, and to identify the relationship between these variables and factors that influence intention to stay. We aimed to provide basic data to develop measures for increasing intention to stay. Methods: This study used a descriptive design, the subjects were nurses who worked for more than 1 year at a university hospital with 744 beds, located in city C. Data were collected using a structured questionnaire from 120 nurses. The data collection period were from September 15 to 30, 2020. The data were analysed using the SPSS/WIN 25.0 program. Results: There was a positive correlation between the subject's intention to stay and the professional self-concept (r=.57, p<.001), the nursing working environment (r=.29, p=.002), and resilience (r=.50, p<.001). Significant factors influencing the subject's intention to stay was the sense of satisfaction (β=.40, p<.001), a sub-factor of professional self-concept, indicating the higher the satisfaction level, the higher the intention to stay. The regression model explained 45.0% of the variance of the outcome variable (F=9.64, p<.001). Conclusion: Sense of satisfaction was identified as a factor impacting the intention to stay. Therefore, it is necessary to develop and to apply intervention programs to improve the satisfaction of the professional self-concept in order to increase the nurses' intention to stay.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.26 no.3
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• pp.265-277
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• 2019

Purpose: This study was performed to explore research trends in the intention to stay of hospital nurses and provide basic data to establish nursing management strategies to increase the intention to stay. Methods: Articles published between 2009 and 2018 were searched. The search terminologies were "intention to stay," "nurse", and "hospital". In the first search, 381 articles were extracted from academic databases. Thirty articles were used in the systematic review, and 29 articles were used in the correlation meta-analysis. Results: Thirty-two variables were explored in relation to the intention to stay. In the correlation analysis, job satisfaction and work environment showed statistically significant positive correlations in many studies. In the correlation meta-analysis, 7 variables including organizational commitment showed statistically significant effect sizes. Conclusion: We suggest that structural equation model analysis to identify causal relations among influencing variables of the intention to stay of hospital nurses may be conducted. This study can be used as a guideline to develop intention-to-stay enhancement programs for hospital nurses.

• Journal of Korean Clinical Nursing Research
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• v.21 no.1
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• pp.1-10
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• 2015

Purpose: This study was done to identify the impact of emotional labor, social support, pay satisfaction and professional concept on burnout and intention to stay for infection control nurses and to identify the relationship between burnout and intention to stay. Methods: Participants were 146 nurses who consented and faithfully responded to the research questions. Data were analyzed using SPSS 18.0 and AMOS 20.0. Results: The variables affecting burnout and intention to stay in infection control nurses were identified. Emotional labor (B=.424) had a positive impact on burnout, social support (B=-.528), professional self-concept (B=-1.056) and pay satisfaction (B=-.072) had negative impacts on burnout, social support (B=.392)and pay satisfaction (B=.136) had positive impacts on intention to stay, and burnout had a negative impact on intention to stay. Conclusion: As a result, in order to reduce burnout in infection control nurses and increase their intention to stay, the infection control nurses themselves must invest in education and self-improvement to become specialists while hospitals and the government should make efforts to develop specialists by holding workshops and seminars. In addition, institutional procedures should be put in place so as to oblige hospitals to hire nurse specialists for infection control work in infection control units.

• Journal of Korean Clinical Nursing Research
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• v.25 no.3
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• pp.285-293
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• 2019

Purpose: This descriptive study aimed to identify the relationships among grit, job satisfaction, and the intention to stay of clinical nurses in Korea. Method: Data collected from a total of 239 experienced nurses in four general hospitals of the Jeolla province. The t-test, ANOVA, and Pearson's Correlation Coefficient were performed using the IBM SPSS/WIN 21. Results: There were positive correlations between the grit and job satisfaction of the nurses (r=.31, p<.001), between their grit and intention to stay (r=.25, p<.001), and between their job satisfaction and intention to stay (r=.49, p<.001). Conclusion: Developing and adapting educational programs to enhance the grit enthusiasm, and patience can contribute to increasing the intention to stay of nurses in hospitals.

• Korean Journal of Occupational Health Nursing
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• v.28 no.2
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• pp.104-113
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• 2019

Purpose: This study aimed to investigate the factors affecting general hospital nurses' intention to stay in their jobs. Methods: A descriptive research design was used with a convenience sample of 286 nurses. Data were collected from March 15 to April 14, 2017using self-reported questionnaires and analyzed by descriptive statistics, t-test, analysis of variance, Pearson's correlation coefficient, and multiple regression analysis using the SPSS/WIN 21.0 program. Results: The mean scores for intention to stay, resilience, and emotional labor were 5.28 out of 8, 57.40 out of 100, and 3.23 out of 5, respectively. Intention to stay was positively correlated with overall career (r=.30), workplace (r=.18), shift work (r=-.20), position (r=.28), salary (r=.13), job satisfaction (r=.51), hospital satisfaction (r=.46), and resilience (r=.41). Factors influencing the intention to stay were job satisfaction and resilience, which explained 28% of the variance. Conclusion: Overall career, job satisfaction, and resilience are critical factors affecting general hospital nurses' intention to stay. Based on the findings of this study, efforts to improve nurses' job satisfaction and resilience should be implemented to mitigate the loss of this expert group among healthcare professionals.

• Journal of East-West Nursing Research
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• v.24 no.2
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• pp.163-170
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• 2018

Purpose: The purpose of this study was to identify the influences of type D personality, burnout and work environment on nurses' intention to stay at the hospitals among nurses. Methods: A cross-sectional descriptive design was used. Participants were 135 nurses working at general hospitals. Data were collected using self-report questionnaires. Data were analyzed using the SPSS/WIN 23.0 program for descriptive statistics, independent t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson's correlation, and hierarchical multiple regression. Results: The score of nurses' intention to stay was 4.78. 39.3% of participants were classified as type D personality group. The scores of burnout and work environment were 2.92 and 2.39, respectively. Intention to stay was negatively correlated with burnout and positively correlated with nurse participation in hospital affairs, nursing foundations for quality of care, nurse manager ability, leadership, and support of nurses, staffing and resource adequacy. Burnout and manager ability, leadership, and support for nurses explained 46.0% of variance of nurses' intention to stay in the hospitals. Conclusion: The results of the study indicate that nursing intervention programs for increasing intention to stay for nurses should include strategies for decreasing the burnout and increasing manager ability, leadership, and support for nurses.

• Journal of Korean society of Dental Hygiene
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• v.20 no.1
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• pp.95-106
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• 2020

Objectives: This study was conducted to investigate the effects of dental hygienists' job satisfaction on turnover intention and intention to stay. Methods: A survey was conducted targeting 273 dental hygienists in dental clinics. The study data were u analyzed using PASW Statistics 20.0 Results: The level of job satisfaction of dental hygienists was 3.30±0.50, and the highest ranked item in the survey was 'I am satisfied with my relationships with patients' 3.72±0.73. Job satisfaction according to general characteristics showed significant differences in age, marriage, education, career, current work experience, position, and schedule for future turnover. The turnover intention according to general characteristics showed significant difference in age and schedule for future turnover. The intention to stay according to general characteristics showed significant differences in age, marriage, education, career, current work experience, number of dentists, number of dental hygienists, and schedule for future turnover. The factors affecting turnover intention were schedule for future turnover, income, co-worker relation and professional time, while those affecting intention to stay were overall professional satisfaction, co-worker relation, schedule for future turnover, professional time, income, number of dental hygienists, patient relations and current work experience. Conclusions: Job satisfaction factors that had a common effect on turnover intention and intention to stay were schedule for future turnover, income, co-worker relation and professional time. To reduce turnover and encourage longevity, adequate pay and positive interpersonal relationships are necessary.

• Culinary science and hospitality research
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• v.20 no.1
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• pp.238-252
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• 2014

This study aimed to provide a practical suggestion to temple stay tourism by identifying the value of Korean temple food among temple stay tourists. Interviewing method was adopted for the survey carried out from March to June, 2013. Out of 500 distributed survey sheets, 477 were responded, and among them, 5 were excluded due to severe tendency of bias or inconsistency for analysis. For remaining 472 responses, SPSS 18.0 program and AMOS 18.0 version were applied for factor analysis and reliability verification. Then, covariance analysis was carried out to verify the hypothesis of the study. Summary of the results are as follows; 1. Temple stay tourism has a positive effect on experience motivation. 2. Temple stay experience has a positive effect on satisfaction level, intention to recommend and revisit. 3. Satisfaction with temple food experience has a meaningful positive effect on intention to recommend and revisit. Intention to recommend also has a positive effect on intention to revisit.

• Journal of the Korea Convergence Society
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• v.12 no.11
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• pp.511-519
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• 2021

This study aimed to identify the effect of job embeddedness and organization attachment on the intention to stay of hospital nurses in the convergence society. The participants were 211 general hospital nurses; data were analyzed using t-test, ANOVA, Pearson correlation, Multiple regression. This study found that: hospital nurses showed higher score at job embeddedness, higher organization attachment, higher scores for intention to stay. The main factors influencing intention to stay were job embeddedness and organization attachment. They explained about 45% of the intention to stay. Thus, it is necessary to allocate tasks and evaluate appropriate to the nurse's ability and support individual and organizational activities that can enhance organizational attachment.

• Journal of Korean Academy of Nursing
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• v.53 no.6
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• pp.622-634
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• 2023

Purpose: This study aimed to identify the mediating effects of career motivation and job-esteem and the effect of the nursing work environment on intention to stay among hospital nurses. Methods: Data were collected from 289 nurses working at an advanced general hospital. The research model design was based on the PROCESS macro proposed by Hayes and analyzed using SPSS 24.0 program. Results: The results showed a positive correlation between intention to stay and nursing work environment (r = .19, p = .001), career motivation (r = .34, p < .001), and job-esteem (r = .37, p < .001). Nursing work environment (B = 0.34 [.09~.59]) and job-esteem (B = 0.27 [.04~.49]) had a direct effect on intention to stay. There was a two-mediator sereal mediation effect of career motivation and job-esteem. The nursing work environment showed a significant effect on the intention to stay among hospital nurses through career motivation and job-esteem. Conclusion: In order to increase the retention rate of hospital nurses, it is suggested that government and medical institutions provide multifaceted support that can increase nurses' motivation for career development and recognition of the nursing profession through improvement of the nursing work environment.