• Journal of Korean Academy of Nursing Administration
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• v.15 no.3
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• pp.434-443
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• 2009

Purpose: This study was performed to measure nurses' perception of reward, organizational commitment, turnover intention, and to examine the effect of the first two variables on turnover intention. Methods: This study was cross-sectional survey. Data were collected from 400 nurses working at 8 general hospitals in 6 cities from May 28 to July 18, 2008. Result: Nurses perceived that reward was 'important', and organizational commitment and turnover intention were 'middle'. Being under 30 years old the unmarried staff nurses' organizational commitment was significantly low in statistics and their turnover intention was high. The only financial reward had a positive relationship with turnover intention, and organizational commitment had a negative relationship. The influence variables on turnover intention were affective commitment, period of expected work, financial reward, age, normative commitment, and the explanation power of them was 57.2%. Conclusion: It is concluded that the manager working at a small-middle sized general hospitals in Korean provinces should develop and apply the strategies that can improve nurses' organizational commitment. And they also have to make their organizational reward system keep appropriately.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.2
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• pp.189-198
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• 2016

Purpose: The aim of this study was to investigate the relationships between the hemodialysis unit nurses' experience of verbal abuse, job stress, burnout, and turnover intention, and to identify the explained variances for turnover intention. Methods: The research design was a descriptive survey using a probability sampling. The data were measured using self-report questionnaires from 231 hemodialysis unit nurses in seven cities in Korea and were analyzed with SPSS 20.0. Results: The mean scores were $2.45{\pm}0.62$ (out of 5) for experience of verbal abuse, $2.40{\pm}0.26$ (out of 4) for job stress, $2.31{\pm}0.48$ (out of 4) for burnout, and $3.16{\pm}0.05$ (out of 5) for turnover intention. There were significant correlations among the experience of verbal abuse, job stress, burnout, and turnover intention within the hemodialysis unit nurses. Factors influencing turnover intention were 'burnout' (${\beta}=.42$, p<.001) and 'job stress' (${\beta}=.17$, p=.015)which explained 42% of the variance (F=15.98, p<.001). Conclusion: Results suggest that in order to reduce nurses' turnover intention, nurse managers should explore strategies to reduce nurses' burnout and job stress in nurses in hemodialysis units.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.3
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• pp.414-426
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• 2013

Purpose: The purpose of this study was to identify the process of overcoming the intention toward turnover experienced by career nurses. Methods: Data were collected from 10 career nurses though in-depth interviews about their experiences. The main question was "How do you describe your experience of the process of overcoming intention to turnover as a career nurse?" Qualitative data from field and transcribed notes were analyzed using Strauss & Corbin's grounded theory methodology. Results: From the participants' statement, 127 concepts, 34 subcategories and 13 categories were extracted through the open coding process. The core category was discovered to be 'back to the original place'. Phenomenon was identified as 'reached the threshold that cannot be withstood' and this series of process was categorized as having four stages: 'conflict', 'meditation', 'discovery' and 'conquest'. There were three types of overcoming turnover intention in career nurses, 'adjustment', 'compromise', 'self-led'. Conclusion: The results of this study produced useful information about the needs of career nurses during the process of overcoming turnover intention based on their stage and overcoming types of turnover intension. Ultimately this study may help decrease the turnover intention of career nurses.

• The Journal of the Korea Contents Association
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• v.15 no.3
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• pp.241-251
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• 2015

Purpose: The purpose of this study was to grasp the effects of role conflicts and burnout on turnover intention and provide intervention methods to decrease turnover intention in nurses of Oriental medicine hospitals. Method: The Subjects were 103 workimg Oriental Medicine Nurses. The data were analyzed by SPSS 18.0. Result: As a result, the mean scores of turnover intention, role conflicts, and burnout were 3.31, 3.53, and 3.44, respectively. Role conflicts had no significant difference in general characteristics, while burnout showed a difference in age, marriage, a working department, a night shift, and a salary, turnover intention showed a difference only in a night shift. Turnover intention was positively correlated with role conflicts(r=.310, p<.002) and burnout(r=.326, p<.001). Role conflicts and burnout explained 20.9% of turnover intention. Conclusion: Therefore, it is necessary to specify specialized and systematical nurses of roles to decrease turnover, make efforts to reduce burnout, and provide methods to decrease turnover intention in nurses of Oriental medicine hospitals.

• Journal of Korean Academy of Nursing
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• v.49 no.3
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• pp.286-297
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• 2019

Purpose: To investigate the effect of nurses' emotional labor on their turnover intention that was mediated by burnout and to examine the moderated mediation effect of authentic leadership. Methods: A total of 227 nurses working at two general hospitals in Seoul were recruited from March 21 to May 6 in 2016. Emotional labor including surface acting and deep acting; burnout factors such as emotional exhaustion and personal accomplishment; and turnover intention were assessed. The data were analyzed using SPSS 22.0 and SPSS PROCESS macro. Results: Surface acting significantly increased emotional exhaustion and reduced personal accomplishment. Deep acting significantly increased personal accomplishment. Emotional exhaustion significantly increased turnover intention. Conversely, personal accomplishment significantly reduced turnover intention. Surface acting had an indirect effect on turnover intention that was mediated by emotional exhaustion. Deep acting had an indirect effect on turnover intention that was mediated by personal accomplishment. Authentic leadership had a moderated mediation effect on the relationship between surface acting and turnover intention that was mediated by emotional exhaustion. Conclusion: The findings of this study indicate that the establishment of strong authentic leadership by head nurses would help nurses reduce their burnout and turnover intention. Conducting intervention studies would be also important to promote better work environments that would enable nurses to fortify the positive aspect of emotional labor and to reduce their burnout levels.

• International Commerce and Information Review
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• v.9 no.4
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• pp.289-306
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• 2007

The purpose of this study is to find out the relationship between perceived organizational justice(distributive, procedural, interactional), job satisfaction, organizational commitment, and turnover intention information technology firm. I made the theoretical proposed model to explain these relationships between the constructs, identify the operational definitions and 5 hypotheses(6 sub-hypotheses) was established. The research came to the conclusions as follows: First, perceived justice had the positive effect to the job satisfaction and organizational commitment empirically. Second, I found the relationship between job satisfaction and organizational commitment was positive. Third, job satisfaction had not the positive effect directly, but indirect effect via organizational commitment was identified in turnover intention by empirical test. Finally, perceived organizational justice, job satisfaction, organizational commitment, and turnover intention was significantly related and to decrease the turnover intention, varieties of methods and ways would be developed that raise the perceived organizational justice, job satisfaction, organizational commitment.

• Journal of Information Technology Services
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• v.9 no.1
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• pp.73-90
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• 2010

Up to now, a shortage of SW staff has been a threat to providing satisfactory SW services in Korea. Therefore, it is necessary for us to understand factors that satisfy SW personnel and then retain them not to leave their current job positions. Hereafter, we examine whether SW manpower's job satisfaction fully mediates or partially mediates the relationship between the drivers of turnover intention such as satisfaction on IT education, job fitness, fairness of rewards and organizational moods and turnover intention. Using survey data from 745 SW staffs, we found that all antecedents except for satisfaction on IT education have significant impacts on job satisfaction as well as verified that the job satisfaction partially or fully mediates the relationships between job fitness, fairness of reward and organizational moods and turnover intention. Based on our findings, our results allowed us to provide a deeper understanding of the forces on turnover intention by examining the role of mediating effect on job satisfaction.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.7
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• pp.629-640
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• 2016

This study was conducted to investigate the influence of job stress, fatigue symptoms and job satisfaction on turnover intention among dental hygienists. Overall, 516 dental hygienists who work in dental clinics were surveyed using a standardized self-administered questionnaire from April 1 to June 30, 2015. Mean turnover intention was compared to each independent variable tested by t-tests and ANOVA, correlation among turnover intention, job stress, fatigue symptoms and job satisfaction was calculated by Pearson's correlation coefficient, and covariance structure analysis was used to evaluate whether turnover intention was associated with job stress, fatigue symptoms and job satisfaction. Turnover intention was significantly higher among subjects with higher job stress and fatigue, as well as those with lower job satisfaction. Additionally, turnover intention was significantly positively correlated with job stress and fatigue symptoms, while turnover intention was negatively correlated with job satisfaction. Covariance structure analysis revealed job stress had a greater impact on turnover intention than fatigue and job satisfaction, high job stress and fatigue, the lower the job satisfaction showed that the effect of increasing the turnover intention. Overall, these results indicate that turnover intention of dental hygienists are more heavily influenced by job satisfaction and job stress than fatigue. Therefore, efforts are needed to reduce job stress and fatigue, as well as to improve job satisfaction to reduce the degree of turnover intention among dental hygienists.

• Perspectives in Nursing Science
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• v.11 no.2
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• pp.109-122
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• 2014

Purpose: The purpose of this study was to review research papers on structural equation models for hospital nurses' turnover intentions, and to identify the factors that influence these intentions. Methods: Twenty-four research papers on structural equation models for hospital nurses' turnover intentions were identified for systematic review. Results: All 24 papers assessed nurses' turnover intentions in general hospitals and university hospitals. A total of 36 indicators and 105 items were used to measure turnover intention. Turnover intention was positively related with 10 variables, and negatively with 17 variables. Organizational commitment, job satisfaction, job stress, burnout, organizational culture, and empowerment were found to have significant direct and indirect effects on nurses' turnover intentions. Structural equation models in 23 of the 24 research papers showed high compatibility with the data. The models accounted for 20.1% 68.0% of total variances. Conclusion: The study findings show recent trends in nurses' turnover intentions, and indicate directions for future research.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.5
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• pp.576-586
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• 2014

Purpose: The purpose of this study was to investigate the factors influencing nurse turnover intention in small and medium sized hospitals in the metropolitan area. Methods: A cross-sectional survey design was used. A questionnaire was distributed to the nurses in small and medium sized hospitals. The data of 209 nurses was analyzed using t-test, ANOVA, Pearson correlation coefficient and multiple regression. Results: Organizational commitment and age were identified as factors influencing turnover intention. These factors explained 56.8% of variance of turnover intention. Conclusion: Results suggest that establishment of organizational commitment needs to be discussed and continuously developed. Further study is also necessary to identify the key mechanism in nurse turnover intention.