임상간호사의 이직의도 및 이직에 관한연구 : 일개대학 병원을 대상으로 in the case of S University Hospital = A Study on the Turnover Intention and the Turnover Behavior of Nurses
저자
발행기관
학술지명
권호사항
발행연도
1995
작성언어
Korean
주제어
KDC
512.8
자료형태
학술저널
수록면
47-67(21쪽)
제공처
The purpose of this study is, first of all, to identify the factors which influence the turnover intention and /or the turnover behavior through the literature review. Secondly, based on the identified factors, this study is to provide basic data for effective nursing personnel management in the hospital.
Through the literature review, individual characteristics, familial characteristics, organizational structural characteristics, and organizational behavioral characteristics are identified as influencing factors of the turnover intention and/or the turnover behavior of nurses. Individual characteristics included in this study are age, tenure, religion, education level, and marital status. The number of children, the child caregiver, and the responsibility of household economy are variables included in the familial characteristics. The tenure of present job, experience of ward transfer, type of wards, position, night shift, the size of working unit, and number of new nurses are variables included in the organizational structural characteristics. Finally, organizational behavioral characteristics include the organizational commitment, job satisfaction, job characteristics, satisfaction of initial expectancy, and type of superior's leadership.
The subjects of this study are two groups of nurses, the remaining group and the voluntary separation group. The remaining group is consisted of 291 nurses who were working in the S University Hospital in March, 1994. The voluntary separation group is consisted 114 nurses available among those who left S University Hospital form January, 1993 to March 1994. The questionnaire is used for data collection and the data are collected through mail for the voluntary separation group.
According to the result of this study, the turnover intention is highest in the 25-29 age group. The relationship between turnover intention and tenure is similar to that of turnover intention and age, however the turnover intention is highest in the group with 3-5 years of experience group. The turnover intention by education level is not statistically significant, although the junior college group with three years of education shows the highest turnover intention. The turnover intention by religion is not statistically significant. The single group shows significantly higher turnover intention than the married group[(P<0.01).
The turnover intention is lowest when paid housekeeper cares for children(P<0.05). The nurses who have many children show low turnover intention.
The turnover intention by position shows that 4th class is the highest turnover intention group, next being 5th class group. It seems that the higher the position, the lower the turnover intention(P<0.001). The night shift group has a higher turnover intention(P<0.001). Turnover intention by type of wards differs significantly(P<0.05). The tenure of present job, the experience of ward transfer, the size of unit, the number of new nurses show no significant difference in turnover intention.
The organizational behavioral characteristics such as organizational commitment, job characteristics, job satisfaction, satisfaction of initial expectancy, and type of leadership are negatively correlated with turnover intention.
Organizational commitment, job satisfaction, and job characteristics are higher in the voluntary separation group than the remaining group. But when the remaining nurses are divided into the high turnover intention group and the low turnover intention group, the latter shows the highest score in organizational commitment, job satisfaction, job characteristics among all the three groups.
For the purpose of identifying the predicting variables in turnover intention, multiple regression is conducted. The result shows that education level, tenure, number of children, childcaregiver, position(4th class, 5th class), and organizational commitment are the significant variables which we can predict the turnover intention. Among them, organizational commitment is the most powerful variable predicting turnover intention.
Finally, as the result of logistic regression analysis for the purpose of identifying the turnover behavior predicting variables, it is found that the education and the type of leadership are powerful predictors of turnover behavior. Other variables predicting turnover are job tenure at the time of turnover, marital status, job satisfaction, ward, having the children. Therefore it is concluded that higher education level, unsatisfging superior's leadership, more job tenure at the time of turnover, single status, higher job satisfaction, type of wards, and those who have children are the predicting variables of turnover behavior.
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