[논문]임상간호사의 이직의도에 영향을 미치는 요인: 정서사건, 정서, 직무만족

이윤정; 김현리

doi:10.15207/jkcs.2019.10.10.291

임상간호사의 이직의도에 영향을 미치는 요인: 정서사건, 정서, 직무만족
Factors Influencing Turnover Intention in Clinical Nurses: Affective Events, Affect, and Job Satisfaction 원문보기

한국융합학회논문지 = Journal of the Korea Convergence Society, v.10 no.10, 2019년, pp.291 - 300

초록
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본 연구는 정서사건과 정서, 직무만족이 임상간호사의 이직의도에 미치는 영향을 확인하고 이직의도를 감소시키기 위한 중재 및 전략에 대한 지침을 제공하기 위하여 수행되었다. 정서사건과 정서, 직무만족, 이직의도의 관계는 경로분석을 활용하여 검증하였다. 총 296명의 임상간호사를 대상으로 구조화된 자기보고식 설문지를 통해 수집하였고, 수집된 자료는 SPSS Statistics 24.0과 AMOS 24.0 프로그램을 활용하여 분석하였다. 최종 경로모형은 권장 적합도 수준에 적합하였고, 경로분석 결과, 긍정과 부정사건, 긍정과 부정정서, 직무만족은 이직의도에 통계적으로 유의한 영향을 미쳤으며, 이 변수들의 설명력은 37.0%이었다. 본 연구는 임상간호사의 이직의도에 미치는 영향요인을 확인하였으며, 임상간호사의 이직의도를 감소시키기 위한 전략수립에 기여할 것이다.

Abstract ▼ AI-Helper

This research was conducted to investigate the influence of affective events, affect, and job satisfaction on clinical nurse's turnover intention and to provide guidelines for interventions and strategies to decrease turnover intention. The participants consisted of 296 nurses recruited from three general hospitals in South Korea. Data was collected by a structured self-report questionnaire, and were analyzed using SPSS Statistics 24.0 and AMOS 24.0. The final path model was a good fit for the data based on the model fit indices. In the path analysis, positive events, negative events, positive affect, negative affect, and job satisfaction had statistically significant effects on turnover intention, explaining 37.0% of the variance. This research provided evidence identifying factors influencing turnover intention in clinical nurses. Therefore, findings from this research can be used to design appropriate strategies to decrease the clinical nurse's turnover intention.

주제어

표/그림 (6)

그림 Fig. 1. Hypothetical path model diagram.
표 Table 1. General Characteristics of Subjects
표 Table 2. Descriptive Statistics and Correlation among Measured Variables.
그림 Fig. 2. Modified path model diagram.
표 Table 3. Fit Index of the Hypothetical Model and Modified Path Model
표 Table 4. Standardized Direct, Indirect, and Total Effects for the Modified Path Model

AI 본문요약
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문제 정의

Based on Affective Events Theory[10,11] and previous studies, this research examined the relationship between turnover intention and affective events, affect, and job satisfaction among Korean clinical nurses. We found a mediating effect of positive and negative affect on positive and negative events and job satisfaction.
The greater the job satisfaction, the lower the inclination to leave the current organization[24]. The findings of this research show that efforts to improve job satisfaction among clinical nurses are necessary in order to lower their turnover intention. In addition, this research has also confirmed that positive events, positive affect, negative affect, and negative events all influenced job satisfaction.
This research has verified strong positive correlations between positive events and positive affect and between negative events and negative affect, as supported by the findings of previous studies[15]. Furthermore, job satisfaction was greater with higher positive affect and lower with higher negative affect.

제안 방법

Affective events were measured using the affective events emotions matrix classified by Basch and Fisher[14], modified and validated by Chun[15]. This tool consists of 12 positive event questions and 10 negative event questions measured on a five-point Likert scale.
Bootstrapping was conducted to examine the statistical significance of the modified path model's direct effects, indirect effects, and total effects.
In contrast to previous studies on clinical nurses' turnover intention, this research used a path analytic model in order to verify the relations among affective events, affect, job satisfaction, and turnover intention and to provide a practical and specific data regarding efforts to reduce turnover intention.
In order to evaluate the fitness of the hypothesized and modified path models, χ2, GFI, CFI, NFI, IFI, SRMR, and RMSEA were used.
61; therefore, multicollinearity was not problematic. The data were suitable to testing the hypothetical path model. Table 2.
The purpose of this study was to investigate the relationships among affective events, affect, job satisfaction, and turnover intention of clinical nurses and to provide an explanation about turnover intention among Korean clinical nurses.
The theory proposes positive affect and negative affect: the former refers to one's propensity to experience enthusiastic, active, and responsive states and the latter to one's sensitivity to negative events and inclination to experience negative emotions such as anger, guilt, and fear.
This study employed a cross-sectional design and used path analysis, proposing a hypothesized path model for explaining clinical nurses’ turnover intention.
By finding methods to decrease turnover intention, it may be possible to retain clinical nurses within their workplace. Using Affective Events Theory and a literature review, this study attempts to examine the relations and pathways of action between affective events, affect, and job satisfaction experienced by clinical nurses and turnover intention and to provide basic data for efforts to reduce the turnover rate among nurses.

대상 데이터

Participants had to fulfill the following criteria: at least 6 months of clinical experience, understanding of the study purpose, and consent to participate. 296 clinical nurses were included in this study for the final analysis. A sample of 15 to 20 participants per observed variable, or at least 200 samples per path model, is required for maximum likelihood method.
After receiving IRB approval, the researcher directly contacted the nursing departments of three university hospitals. We sought consent to allow nurses to participate in this study and explained the purpose and procedure of the study to all participating nurses and they could withdraw from the study at any point during their participation without any penalty.
Participants were nurses from three general hospitals located in South Korea. Participants had to fulfill the following criteria: at least 6 months of clinical experience, understanding of the study purpose, and consent to participate.
Data were collected using structured self-report questionnaires between August and September 2017. The final sample consisted of 296 clinical nurses.

데이터처리

Therefore, as expected, the results of skewness and kurtosis met the assumption of a normal distribution. The test for multicollinearity between variables was conducted looking at tolerance, variance inflation factor, and correlation coefficient. All variance inflation factors were less than the absolute value 10 (1.

이론/모형

Job satisfaction was measured using Baek and Jang’s tool[23], which was adapted from Price and Mueller[9].
Turnover intention was measured using the instrument developed by Lawler[24], translated and modified by Park’s tool[25].

성능/효과

Based on the current research, the most significant factor in turnover intention was job satisfaction and it had direct effects. Job satisfaction had a negative impact on turnover intention.
In the descriptive statistics, the mean score of positive events was 3.38±0.50, that of negative events was 2.96±0.54, that of positive affect was 2.69±0.60, that of negative affect was 2.38±0.74, that of job satisfaction was 2.91±0.74, and that of turnover intention was 3.67±0.95.
The general characteristics of the participants included gender, age, marital status, education level, department, clinical experience, work pattern, and type of employment. Most participants were female nurses (97.
When examining direct, indirect, and total effects of variables and statistical significance in the modified path model, positive events, negative events, positive affect, negative affect, and job satisfaction had statistically significant effects on turnover intention. Positive events, negative events, positive affect, and negative affect had indirect and total effects on turnover intention.

후속연구

Based on these findings, this study warrants further research on the development and corroboration of the effect of intervention programs to reduce turnover intention among clinical nurses by using determinants of such intention.

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