This study is a cross-sectional research to investigate that the job embeddedness and job stress are the factors influencing turnover intention for nurses who have been working in the current hospital for more than one year. The questioners of the study were about 277 hospital nurses in three genera...
This study is a cross-sectional research to investigate that the job embeddedness and job stress are the factors influencing turnover intention for nurses who have been working in the current hospital for more than one year. The questioners of the study were about 277 hospital nurses in three general hospitals, Gangwon-do Province, South Korea as full time nurses who are at least over 1 year experience under the hospitals. The questionnaires were composed of demographic characteristics, job embeddedness, job stress, and turnover intention so on.
The period of the data collection was from April 29, 2019 to May 10, 2019, and the collected data was analyzed by using IBM SPSS version 25.0. The demographic characteristics of the subjects were analyzed by frequency and percentage, and means and standard deviation. The main research variables, such as job embeddedness, job stress, and turnover intent were analyzed by means and standard deviation.
The results of this study are as follows.
1. The degree of job embeddedness, job stress, and turnover intent among the subjects showed 3.27±0.57 points for job embeddedness, and the lower region showed 3.41±0.69 points for fit, 3.30±0.64 points for links, and 3.06±0.63 points for sacrifice.
Job stress showed 2.58±0.61 out of 5 points, and the lower region showed 2.42±0.69 points for nursing ability, 2.50±0.82 points for attitude of patient, 2.99±0.72 points for attitude toward nursing, 2.45±0.81 points for communication, and 2.73±0.74 out of 5 points on turnover intention.
2. According to demographic characteristics, the differences in job embeddedness showed significant differences in age (F=14.514, p<.001), marital status(t= -3.714, p<.001), income(F=23.645, p<.001), type of work (t=5.560, p<.001), total clinical experience(F=16.806, p<.001), and current work position (t=-4.966, p<.001), and the post test results showed higher job embeddedness for those in their 50s versus 20s and 30s, full-time workers versus 3-shifts workers, more than 30years versus less than 10 years, 10-20 years, or 20-30 years of total clinical experience, and head nurses versus staffe nurses.
3. The difference in job stress according to the demographic characteristics showed significant differences in income(F=16.209, p<.001), type of work(t =-4.589, p<.001), total clinical experience(F=11.156, p<.001), and current work position (t=3.793, p<.001). The post test results showed higher job stress for those with income of less than 3 million won versus less than 3 to 4 million won, and less than 4 to 5 million won, who work 3-shifts versus full-time, having less than 10years versus less than 10-20 years, less than 20-30 years of total clinical experience, who are staffe nurses versus head nurses.
4. The difference in turnover intent according to the demographic characteristics showed significant differences in age(F=18.747, p<.001), marital status (t=3.841, p<.001), income(F=13.879, p<.001), type of work(t=-4.475, p<.001), total clinical experience(F=16.418, p<.001), and current work position (t=3.549, p<.001). The post test results showed higher turnover intent for those who are in their 20s versus 30s, 40s, 50s and older, unmarried versus married, making income of less than 3 million won versus less than 3 to 4 million won and less than 4 to 5 million won, working 3-shifts versus full-time, with less than 10 years of total clinical experience versus less than 10-20 years, less than 20-30 years and 30 years or more, and who are staffe nurses versus head nurses.
5. The correlation between job embeddedness, job stress and turnover intent of the subjects showed significant negative(-) correlations among the suitability of job embeddedness(r=-.622, p<.01), links(r=-.371, p<.01), and sacrifice(r=-.584, p<.01) and indicated significant positive(+) correlation on job stress(r=.522, p<.01).
6. The demographic characteristics showed that the negative effect on turnover intention among 50’s β=-.347, p=.003 and 10-20 years of the total clinical experience β=-.243, p=.003.
7. The impact on the degree of turnover intent of the subjects was β=-.207, p=.003 for fit, and β=-354, p<.001 for sacrifice, which showed negative effect and job stress had positive influence with β=.263, p<.001, and the explanation of the model showed 51.3%.
The results of above study showed that the factors that affect the turnover intent of nurses are higher with lower fit and sacrifice or with higher job stress during job embeddedness. Therefore, it is believed that this study could reduce the turnover intent of nurses by developing and applying an intervention program that increases job embeddedness and reduces job stress of nurses in hospitals. In addition, it is expected to provide basic data that will be used as a strategy for policy establishment and effective nursing personnel management to prevent and reduce future job turnover.
This study is a cross-sectional research to investigate that the job embeddedness and job stress are the factors influencing turnover intention for nurses who have been working in the current hospital for more than one year. The questioners of the study were about 277 hospital nurses in three general hospitals, Gangwon-do Province, South Korea as full time nurses who are at least over 1 year experience under the hospitals. The questionnaires were composed of demographic characteristics, job embeddedness, job stress, and turnover intention so on.
The period of the data collection was from April 29, 2019 to May 10, 2019, and the collected data was analyzed by using IBM SPSS version 25.0. The demographic characteristics of the subjects were analyzed by frequency and percentage, and means and standard deviation. The main research variables, such as job embeddedness, job stress, and turnover intent were analyzed by means and standard deviation.
The results of this study are as follows.
1. The degree of job embeddedness, job stress, and turnover intent among the subjects showed 3.27±0.57 points for job embeddedness, and the lower region showed 3.41±0.69 points for fit, 3.30±0.64 points for links, and 3.06±0.63 points for sacrifice.
Job stress showed 2.58±0.61 out of 5 points, and the lower region showed 2.42±0.69 points for nursing ability, 2.50±0.82 points for attitude of patient, 2.99±0.72 points for attitude toward nursing, 2.45±0.81 points for communication, and 2.73±0.74 out of 5 points on turnover intention.
2. According to demographic characteristics, the differences in job embeddedness showed significant differences in age (F=14.514, p<.001), marital status(t= -3.714, p<.001), income(F=23.645, p<.001), type of work (t=5.560, p<.001), total clinical experience(F=16.806, p<.001), and current work position (t=-4.966, p<.001), and the post test results showed higher job embeddedness for those in their 50s versus 20s and 30s, full-time workers versus 3-shifts workers, more than 30years versus less than 10 years, 10-20 years, or 20-30 years of total clinical experience, and head nurses versus staffe nurses.
3. The difference in job stress according to the demographic characteristics showed significant differences in income(F=16.209, p<.001), type of work(t =-4.589, p<.001), total clinical experience(F=11.156, p<.001), and current work position (t=3.793, p<.001). The post test results showed higher job stress for those with income of less than 3 million won versus less than 3 to 4 million won, and less than 4 to 5 million won, who work 3-shifts versus full-time, having less than 10years versus less than 10-20 years, less than 20-30 years of total clinical experience, who are staffe nurses versus head nurses.
4. The difference in turnover intent according to the demographic characteristics showed significant differences in age(F=18.747, p<.001), marital status (t=3.841, p<.001), income(F=13.879, p<.001), type of work(t=-4.475, p<.001), total clinical experience(F=16.418, p<.001), and current work position (t=3.549, p<.001). The post test results showed higher turnover intent for those who are in their 20s versus 30s, 40s, 50s and older, unmarried versus married, making income of less than 3 million won versus less than 3 to 4 million won and less than 4 to 5 million won, working 3-shifts versus full-time, with less than 10 years of total clinical experience versus less than 10-20 years, less than 20-30 years and 30 years or more, and who are staffe nurses versus head nurses.
5. The correlation between job embeddedness, job stress and turnover intent of the subjects showed significant negative(-) correlations among the suitability of job embeddedness(r=-.622, p<.01), links(r=-.371, p<.01), and sacrifice(r=-.584, p<.01) and indicated significant positive(+) correlation on job stress(r=.522, p<.01).
6. The demographic characteristics showed that the negative effect on turnover intention among 50’s β=-.347, p=.003 and 10-20 years of the total clinical experience β=-.243, p=.003.
7. The impact on the degree of turnover intent of the subjects was β=-.207, p=.003 for fit, and β=-354, p<.001 for sacrifice, which showed negative effect and job stress had positive influence with β=.263, p<.001, and the explanation of the model showed 51.3%.
The results of above study showed that the factors that affect the turnover intent of nurses are higher with lower fit and sacrifice or with higher job stress during job embeddedness. Therefore, it is believed that this study could reduce the turnover intent of nurses by developing and applying an intervention program that increases job embeddedness and reduces job stress of nurses in hospitals. In addition, it is expected to provide basic data that will be used as a strategy for policy establishment and effective nursing personnel management to prevent and reduce future job turnover.
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