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Abstract

Factors Influencing Turnover Intention of among Nurses Participating in Integrated Nursing Care Service

In Sung, Kang

Department of Nursing, The Graduate School, Pukyong National University Directed by Professor Yun Hee, Kim, PhD

Abstract

Purpose This descriptive study was to examine factors influencing turnover intention of nurses participating in integrated nursing care service. This study further aimed to provide basic data for establishing an nursing intervention program to reduse the turnover intention of nurses.

Method The participants were 194 nurses who worked at 7 small-medium sized hospital and 2 tertiary general hospitals in integrated nursing care service units located in Busan. We surveyed with a structured self-report questionnaire form July 3 to July 31, 2017. A turnover intention measuring tool developed by Mobley and Becker (1982) and later modified and supplemented by Kim (2007), a psychological capital measuring tool developed by Luthans, Avolio, Avey and Norman (2007) and later modified and supplemented by Lee and Choi (2010), professionalism measuring tool developed by Hall (1968) and later modified and supplemented by Baek, Kim and Yeoun (2007), a job embeddedness measuring tool developed by Mitchell, Holtom, Lee, Sablynski and Erez (2001) and later modified and supplemented by Kim and Lee (2014). The collected data were analyzed by frequency, percentage, mean and standard deviation; t-test, Pearson’s correlation coefficients, and multiple regression via SPSS/WIN 23.0 program.

Result 1. The average for psychological capital was 3.18 on a scale of 5. When sub-categories were examined, optimism was 3.28, resilience was 3.22, hope was 3.16, self-efficacy was 3.07. The average score of professionalism was 3.16 on a scale of 5. For the sub-categories; self-regulation was 3.50, sense of calling was 3.27, public service was 3.25, autonomy was 3.12 and professional organization was 2.64. The average score of job embeddedness was 2.98 on a scale of 5. For the sub-categories; link was 3.21, fit was 3.05 and sacrifice was 2.72. The average score for turnover intention was 3.22 on a scale of 5. 2. Regarding the general sample characteristics, turnover intention showed significant differences according to working style(t=-2.05, p=.041), work load(t=2.13, p=.035). pay(t=2.98, p=.003). 3. Characteristics turnover intention was found to have negative correlations with psychological capital(r=-.142, p<.048), and job embeddedness(r=-.441, p<.001). professionalism didn’t correlations with turnover intention(r=-.098, p=.172). 4. It was found that factors influencing the turnover intention of characteristics were as follows: job embeddedness(β=-.52, p<.001), pay (β=.20, p=.006), and work load(β=.15, p=.019). The explanatoty power was 24.1%.

Conclusion As for factors influencing of turnover intention, job embeddedness, pay, and work load were found to be significant. In order to decrease the level of turnover intention of nurses participating in integrated nursing care service, various efforts are needed, including the development of a program designed to enhance job embeddedness, pay and reduce work load.

Key words: Integrated Nursing Care Service, Nurse, Turnover Intention, Psychological Capital, Professionalism, Job Embeddedness.

Factors Influencing Turnover Intention of among Nurses Participating in Integrated Nursing Care Service

In Sung, Kang

Department of Nursing, The Graduate School, Pukyong National University Directed by Professor Yun Hee, Kim, PhD

Abstract

Purpose This descriptive study was to examine factors influencing turnover intention of nurses participating in integrated nursing care service. This study further aimed to provide basic data for establishing an nursing intervention program to reduse the turnover intention of nurses.

Method The participants were 194 nurses who worked at 7 small-medium sized hospital and 2 tertiary general hospitals in integrated nursing care service units located in Busan. We surveyed with a structured self-report questionnaire form July 3 to July 31, 2017. A turnover intention measuring tool developed by Mobley and Becker (1982) and later modified and supplemented by Kim (2007), a psychological capital measuring tool developed by Luthans, Avolio, Avey and Norman (2007) and later modified and supplemented by Lee and Choi (2010), professionalism measuring tool developed by Hall (1968) and later modified and supplemented by Baek, Kim and Yeoun (2007), a job embeddedness measuring tool developed by Mitchell, Holtom, Lee, Sablynski and Erez (2001) and later modified and supplemented by Kim and Lee (2014). The collected data were analyzed by frequency, percentage, mean and standard deviation; t-test, Pearson’s correlation coefficients, and multiple regression via SPSS/WIN 23.0 program.

Result 1. The average for psychological capital was 3.18 on a scale of 5. When sub-categories were examined, optimism was 3.28, resilience was 3.22, hope was 3.16, self-efficacy was 3.07. The average score of professionalism was 3.16 on a scale of 5. For the sub-categories; self-regulation was 3.50, sense of calling was 3.27, public service was 3.25, autonomy was 3.12 and professional organization was 2.64. The average score of job embeddedness was 2.98 on a scale of 5. For the sub-categories; link was 3.21, fit was 3.05 and sacrifice was 2.72. The average score for turnover intention was 3.22 on a scale of 5. 2. Regarding the general sample characteristics, turnover intention showed significant differences according to working style(t=-2.05, p=.041), work load(t=2.13, p=.035). pay(t=2.98, p=.003). 3. Characteristics turnover intention was found to have negative correlations with psychological capital(r=-.142, p<.048), and job embeddedness(r=-.441, p<.001). professionalism didn’t correlations with turnover intention(r=-.098, p=.172). 4. It was found that factors influencing the turnover intention of characteristics were as follows: job embeddedness(β=-.52, p<.001), pay (β=.20, p=.006), and work load(β=.15, p=.019). The explanatoty power was 24.1%.

Conclusion As for factors influencing of turnover intention, job embeddedness, pay, and work load were found to be significant. In order to decrease the level of turnover intention of nurses participating in integrated nursing care service, various efforts are needed, including the development of a program designed to enhance job embeddedness, pay and reduce work load.

Key words: Integrated Nursing Care Service, Nurse, Turnover Intention, Psychological Capital, Professionalism, Job Embeddedness.