Health problems, turnover intention, and actual turnover of shift work nurses: A prospective longitudinal study

Jison Ki,Smi Choi-Kwon 한국간호과학회 2021 한국간호과학회 학술대회 Vol.2021 No.10

Aims: Turnover intention has been used as a proxy variable for turnover. However, the relationship between turnover intention and turnover was inconsistent. Hence, this study aimed to examine the association between turnover intention and actual turnover by using prospective longitudinal data with a time lag of 12 months. We also explored the association between health problems (sleep disturbance, fatigue, and depression) and turnover intention and turnover, and the mediating role of turnover intention. Methods: This study was a secondary data analysis study using Shift Work Nurses" Health and Turnover (SWNHT) project data, a prospective longitudinal cohort study targeting shift work nurses. We analyzed health problems, turnover intentions, and actual turnover within 12 months. Descriptive statistics, Pearson"s chi-squared test, independent t-test, univariable logistic regression, multiple logistic regression, and causal mediation analysis were performed. Results: The participants were 491 female nurses working shifts. One hundred twelve (22.8%) nurses had a turnover intention, and thirty-eight (7.7%) nurses actually left their job within 12 months. Among the 112 nurses who had the turnover intention, 22 nurses left their job (OR 5.54. 95% CI 2.79-10.99). In logistic regression analysis, sleep disturbance and fatigue were associated with both turnover intention and actual turnover, but depression was only associated with turnover intention. In causal mediation analysis, turnover intention mediated sleep disturbance, fatigue, and depression (sleep disturbance OR 1.31, 95%CI=1.02-1.60; fatigue OR 2.11, 95%CI=1.50-2.68; depression OR 1.34, 95%CI=1.02-1.72), and natural direct effect of sleep disturbance was also significant (OR 2.66, 95%CI=2.07-3.21). Conclusion: We found that turnover intention was a strong predictor of actual turnover. Sleep disturbance, however, might cause turnover even if the nurse had no turnover intention. Therefore, early interventions for preventing and alleviating sleep disturbance of shift work nurses are urgently needed.

IT 부서 종사자의 정서고갈, 직무만족 및 이직의도의 관계

정대율(Dae Yul Jeong),노미진(Mi Jin Noh),장형유(Hyeon Gyu Jang) 한국경영학회 2014 經營學硏究 Vol.43 No.1

Most excellent IT engineers in the organization sometimes gave up halfway because of weak employment condition and emotional exhaustion. The turnover of high achievement manpower would affects to the performance of organization as well as motivation of fellow workers. Nowadays, IT is strategic weapon in the organizations confronted with a keen competition. The personnel management of IT department is the key to the success in the strategic management. The more the organization emphasize the role of IT department, the more IT workers will get job performance pressure. That`s why most IT workers are feel emotional exhaustion and not satisfied with their job. There are many factors that affect to the decision of turnover and leaving the organization. The intention to turnover is a good predictor of actual turnover. We assumed that emotional exhaustion and job satisfaction will affect on turnover intention. Researches have linked emotional exhaustion to a plethora of ailments and a general breakdown in feelings of community. However, a growing body of research has begun to demonstrate that emotional exhaustion can have deleterious consequences for organizations as well. And then, job satisfaction can also be seen within the broader context of the range of issues which affect an individual`s experience of work, or their quality of working life. Job satisfaction can be understood in terms of its relationships with other key factors, such as general well-being, stress at work, control at work, home-work interface, and working conditions. To test empirically what factors affect on the intention to turnover of workers in the IT department, we developed a compound structural model. In the model, we considered the organizational justice as an important independent variable and social supports by his supervisors and colleagues as an moderating variable. Many researches have been proved that the two mediating variables are crucial influencing factors to turnover intention. We assumed that the organizational justice will affect on two mediating variables, job satisfaction and emotional exhaustion, and the social support will moderate between two mediating variables and turnover intention. We classified the organizational justice as three types, i.e. distribution, interaction, and procedure justice. The results of the hypothesis test were some inspirable and model fitness was good enough. We could find that the three organizational justice sub-factors have influence on job satisfaction and emotional exhaustion, except for procedure justice on job satisfaction. The moderation effect analysis gave us some important implications. Both social supports by supervisors and colleagues have moderation effects between job satisfaction and turnover intention. But the only social support by colleagues has moderation effects between emotional exhaustion and turnover intention. We could conclude that the more the IT worker is supported by his department members, the more he is satisfied and does not think of turnover. Also, the social support by his colleagues is somewhat effective to alleviate his emotional exhaustion. The test results suggest that if an IT personnel manager would cope with the frequent turnover problem he should develop comprehensive social support program.

Turnover Rates and Factors Influencing Turnover of Korean Acute Care Hospital Nurses: A Retrospective Study Based on Survival Analysis

박보현,고유경 한국간호과학회 2020 Asian Nursing Research Vol.14 No.5

Purpose: This study aimed to explore turnover rates for Korean acute care hospital nurses and identify factors influencing their turnover. Methods: The study was retrospective in nature. Nurse cohort data were obtained from hospital status data from Korea's Health Insurance Review Assessment Service. The observation period was from January 1, 2012 to December 31, 2016, and data for 96,158 nurses were analyzed. Independent variables included nurses' age and sex and hospital setting, type, ownership, and nurse staffing level. KaplaneMeier analysis was performed to estimate survival curves, and factors influencing turnover were analyzed using Cox's proportional hazard regression. Results: The cumulative turnover probability for all nurses was .17, .29, .38, .45, and .50 for the first, second, third, fourth, and fifth years, respectively. The results showed that the longer the career duration, the lower the turnover rates. According to the factors influencing nurse turnover, both nurses' (i.e., sex and career duration) and hospitals' (i.e., hospital setting, type, ownership, and nurse staffing level) characteristics were statistically significant. Conclusion: It should be noted that the turnover rate of nurses with less than three year of career duration and of those with less than one year has been shown to be quite high. Therefore, target populations for acute care hospital nurse turnover should be expanded from new graduate nurses to experienced nurses with less than 3 years of career. Further studies are required to examine the causes of high turnover rates in hospitals that are small and/or have low nurse staffing levels.

해군 간부의 긍정심리자본과 이직의도 : 우울과 조직몰입의 이중매개효과

전소연 ( Jeon So-yeon ),최희승 ( Choi Heeseung ) 국군간호사관학교 군건강정책연구소 2021 군진간호연구 Vol.39 No.2

Purpose: The purpose of this study was to identify the dual mediation effect of depression and organizational commitment in the process of positive psychological capital affecting the turnover intention of navy personnel (commissioned officers/non-commissioned officers). Methods: This participants consisted of 196 navy personnel who served in warships. Data were analyzed using independent t-test, one-way ANOVA, Pearson correlation coefficient, and a bootstrap sampling method. Subjective questions were analyzed using content analysis methods to work out the context of navy personnel's job maintenance. Results: The dual mediation effect of depression and organizational commitment was confirmed in the process of positive psychological capital reaching turnover intention (total effect=-.961, p<.001). Conclusion: Based on the results of this study, it is necessary to develop an intervention program that utilizes internal factors to reduce turnover intention of navy personnel. Through this, it is expected that the internal factors of the navy personnel will be strengthened positively reducing the turnover intention and consequently leading to a decrease in turnover of navy personnel.

일 지역 지방중소병원 간호사의 이직의도에 영향을 미치는 예측요인

유성자,최연희 한국간호과학회 간호행정학회 2009 간호행정학회지 Vol.15 No.1

Purpose: This study was to identify the factors influencing turnover intention of nurses in small and medium-sized hospitals. Method: The participants in this descriptive survey on causal relations were 192 nurses who were working at small and medium-sized hospitals in Daegu city. The data were collected by self-reporting questionnaires and analysed by the SPSS Win 14.0 program using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients and stepwise multiple regression. Result: The mean for job characteristics scores were 2.90, the job satisfaction scores were 3.00, the organizational commitment scores were 3.00, job stress scores were 2.42, the turnover intentions scores were 3.08. Turnover intention according to general features were shown as following; age, marital status, clinical career, work schedule type, frequency of night duty. The relationship between turnover intention and job stress had positive correlation. But the relationship between turnover and other factors that job satisfaction, organizational commitment had negative correlation. The causal factors of turnover intention were organizational commitment, job satisfaction, job stress, and job characteristics, frequency of night duty.R²=.39. The organizational commitment were the highest significant predictors of turnover intention. Conclusions: The findings of study suggest that broad intention program should be provided to prevent problems of turnover.

Factors Determining Turnover Intention of Newly Graduated Nurses during COVID-19 Pandemic

오세미,오진욱 부산대학교 간호과학연구소 2023 글로벌 건강과 간호 Vol.13 No.1

Purpose: The purpose of this study was to explore factors affecting the turnover intention of newly graduated nurses during the COVID-19 pandemic. Methods: This study was conducted as a secondary analysis of data from the 2019 Graduates Occupational Mobility Survey, collected in September 2020. Overall, 240 nurses who graduated from universities in August 2018 or February 2019 were selected for data analysis. Descriptive statistics and logistic analysis of the data were performed using Stata 15.0. Results: The results of logistic regression analysis demonstrated that among individual factors, married individuals and men (relative to single individuals and women, respectively) were more likely to hold turnover intentions. While none of the organizational factors affect turnover intentions of new nurses, both work-related factors, namely job satisfaction and perceptions of human resource management, negatively affect turnover intention (β=-0.67, p=.018, β=-0.59, p=.043, respectively). Conclusion: In response to the call for further studies on nurses' turnover during the pandemic, we provide additional empirical evidence that corroborate with and expand upon the results of previous studies. Moreover, this study offers a nuanced view to understand nurses' turnover by considering the importance of nurses' human resource management perceptions in minimizing turnover intentions, which may help medical institutions understand factors and strategies to reduce turnover.

의료기관인증평가 관련 직무 스트레스가 직군간 이직의도에 미치는 영향

남소희,허연정 한국의료질향상학회 2022 한국의료질향상학회지 Vol.28 No.1

Purpose: This study aims to investigate the factors influencing health personnel's occupational stress on turnover intention regarding healthcare accreditation. Methods: A survey was conducted from May 17 to May 31, 2021, among participants to examine occupational stress and turnover intention among health personnel working at a 188-bed specialized hospital in Seoul that is preparing for healthcare accreditation. Results: Occupational stress regarding healthcare accreditation was found to have a positive correlation with turnover intention (r=.698, <i>p</i> <.001), and influenced turnover intention the most, which explains the variance of 55.8% (F=29.015, <i>p</i> <.001). There were significant differences between occupational groups in job stress (F=13.292, <i>p</i><.001) and turnover intention (F=10.930, <i>p</i> <.001) in the healthcare accreditation. Conclusion: Occupational stress regarding healthcare accreditation is higher in nursing than in other occupations, indicating the need to lower the turnover intention of nurses by preparing a national institutional standard for nursing manpower and also put in place an appropriate compensation system for each hospital seeking accreditation.

지방공무원 전출의 결정요인 분석

남태우(南泰宇),정주용(鄭周溶) 한국지방자치학회 2014 韓國地方自治學會報 Vol.26 No.3

This study, analyzing the data from the questionnaire survey on local government employees in Chungcheongbuk-do, found that key determinants of their turnover intention are public service motivation and private motivators for turnover. Overseas research has limitations to apply its findings to the Korean context. Considering the Korean situation allows us to categorize turnover intention into chiefly five types: urban living, homing, family, promotion, and burnout. The result of the binary logistic regression analysis revealed that stronger commitment to public interests drops turnover intention and all five types of private motivators have a significant influence on turnover intention. Among the motivators, the desire for urban living appears as a stronger determinant for turnover intention. As such, this study proves that both private motivators and public service motivation play a pivotal role to shape turnover intention.

신규간호사 이직의 영향요인에 관한 융합연구

정정희,최미향,김은경,김영혜 한국융합학회 2018 한국융합학회논문지 Vol.9 No.2

본 연구의 목적은 신규간호사의 이직에 영향을 미치는 요인을 검토하기 위함이다. 대상자는 B광역시와 Y시의 15개 병원에서 12개월 미만에 이직한 신규간호사와 12개월 미만으로 근무하고 있는 신규간호사 227명이다. 자료는 인구사회학적 특성과 이직관련 요인을 조사하기 위해 구조화된 설문지로 수집되었다. 자료분석은 SPSS win version 18.0 프로그램을 이 용하여 x2-test, Fisher’s exact test, independent sample t-test, logistic regression으로 분석하였다. 본 연구결과 이직에 영 향을 주는 유의한 요인은 26세 이상 나이(OR=4.00, CI=2.02-7.91), 결혼상태(OR=6.30, CI=1.21-32.79)였다. 반면 멘토링 (OR=0.96, CI=0.94-0.99)은 이직의 가능성을 낮추는 조절요인이었다. 그러므로 간호관리자들은 신규간호사의 이직을 낮추기 위해서 26세 이상, 기혼자와 같은 대상자의 개인적인 특성에 주의 깊은 관심을 가져야 할 것이며, 이를 고려한 개별적인 지지를 제공할 필요가 있다. 또한 신규간호사의 이직을 예방하기 위해 개별화된 멘토링 프로그램 개발이 도움이 되리라 생각한다. The purpose of this study was to determine factors affecting new nurses turnover in Korea. The participants in this study were 227 new nurses who has been working or turnover less than 12 months in fifteen hospitals in B and Y city. Data were collected with structured questionnaires to investigate the socio-demographics characteristics and turnover-related factors, and analyzed using x2-test, Fisher’s exact test, independent sample t-test, logistic regression with the SPSS win version 18.0 program. The significant factors affecting turnover were age over 26 years(OR=4.00, CI=2.02-7.91), married(OR=6.30, CI=1.21-32.79). On the other hand, mentoring(OR=0.96, CI=0.94-0.99) lowered the probability of turnover. To reduce turnover of new nurses, we need to give special consideration for age of over 26 years and married nurses. Also, there is a need to develop an individualized mentor program.

신규간호사의 이직경험: 질적 메타합성

김기경(Kim, Ki Kyong),김기연(Kim, Gi Yon),김보경(Kim, Bo Kyoung) 한국간호행정학회 2020 간호행정학회지 Vol.26 No.2

Purpose: The aim of this research was to identify, appraise and synthesize available evidence exploring new nurses" experiences of turnover. Methods: The qualitative meta-synthesis method suggested by Thomas and Harden was used. Qualitative research articles considered for inclusion in the review were identified through an extensive search of relevant literature in scientific databases. Data were extracted from the aforementioned articles, and qualitative research findings were pooled according to Thomas and Harden"s review process. This process involved the categorization of findings according to similarity of meaning and aggregation of these sub-themes to produce a comprehensive set of synthesized themes. Results: A total of 4 research articles met the inclusion criteria and were included in the review. The review process resulted in 30 sub-themes that were aggregated into 10 themes: ineffective education; overwhelming work; personal maltreatment by doctors, career nurses, patients and caregivers; lack of professional vision; suffering; fear; loss of confidence; isolation; cynical reaction to turnover; new beginning and growth. Conclusion: These findings illuminated the necessity of educational, organizational, emotional and social support for new nurses to help them accomplish their developmental tasks during their transition, as well as the need for this support to continue even after the turnover.