신규간호사의 이직의도와 영향요인 = New Nurse Turnover Intention and Influencing Factors

다국어 초록 (Multilingual Abstract)

Purpose: The study was done to identify turnover intention in new nurses according to characteristics of the nurses
and other factors affecting turnover and to provide data to set up a strategy to reduce the turnover. Methods: Data were
collected from 1,077 new nurses who had less than 12 months employment experience and worked in one of 188 hospitals.
Eight research instruments were used. Data analysis was done using SPSS WIN 15.0 program. Results: Several
factors influence new nurse turnover intention. The average score for turnover intention was 2.12. The scores for subscales
were self efficacy, 3.76, nursing performance, 3.90, job satisfaction, 2.09, organization commitment, 1.28, stress,
1.32, burnout, 2.82 and nursing organizational culture, 3.29. Turnover intention was related to self efficacy, nursing performance,
job satisfaction, organization commitment, stress, burnout, nursing organizational culture, duration of in-class
training, duration of on the job training, number of hospital beds, length of employment and duration of employment in
current workplace. The predicting factors for turnover intention were burnout, stress, duration of employment in the current
workplace, self efficacy and nursing performance. Those factors explained 51.6% of turnover intention. Conclusion:
New nurse turnover intention can be reduced by mitigating the factors affecting this intention.

다국어 초록 (Multilingual Abstract)

Purpose: The study was done to identify turnover intention in new nurses according to characteristics of the nurses
and other factors affecting turnover and to provide data to set up a strategy to reduce the turnover. Methods: Data were
collected from 1,077 new nurses who had less than 12 months employment experience and worked in one of 188 hospitals.
Eight research instruments were used. Data analysis was done using SPSS WIN 15.0 program. Results: Several
factors influence new nurse turnover intention. The average score for turnover intention was 2.12. The scores for subscales
were self efficacy, 3.76, nursing performance, 3.90, job satisfaction, 2.09, organization commitment, 1.28, stress,
1.32, burnout, 2.82 and nursing organizational culture, 3.29. Turnover intention was related to self efficacy, nursing performance,
job satisfaction, organization commitment, stress, burnout, nursing organizational culture, duration of in-class
training, duration of on the job training, number of hospital beds, length of employment and duration of employment in
current workplace. The predicting factors for turnover intention were burnout, stress, duration of employment in the current
workplace, self efficacy and nursing performance. Those factors explained 51.6% of turnover intention. Conclusion:
New nurse turnover intention can be reduced by mitigating the factors affecting this intention.

참고문헌 (Reference)

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