| Eun Gyung Kim | 2 Articles |
Purpose
This study aimed to construct and test a hypothetical model of turnover intention for clinical nurses based on affective events theory. Methods: Data were collected from 375 clinical nurses working in an advanced general hospital. The exogenous variable of the hypothetical model was emotional labor, and the endogenous variables were negative emotional events, emotional intelligence, positive affect, organizational commitment, and turnover intention. Data were analyzed using the SPSS/WIN 23.0, and AMOS 22.0. Results: The final modified model demonstrated a good fit. This model explained 70.6% of the variance in the turnover intention of clinical nurses. The statistically significant explanatory factors for turnover intention were emotional labor, negative emotional events and organizational commitment. As for the significant pathway affecting nurses’ turnover intention, emotional labor showed a decreasing effect on turnover intention and was mediated by emotional intelligence, positive affect, and organizational commitment (B=-.33, p=.002). Emotional labor showed a decreasing effect on turnover intention through organizational commitment (B=-.40, p=.006). Conclusion: Various opportunities for education and multiple-approach institutional support must be provided to nurses to increase their vocation about the profession, emotional intelligence, positive affect, and organizational commitment.
PURPOSE
The purpose of this study was to investigate relationships among intention of retention, nursing organizational culture, empowering leadership and organizational socialization of new graduate nurses, and identify factors affecting intent to stay. METHODS Data were collected from 184 new nurses who were graduated in 2017 and are now working in three tertiary hospitals. The relationship among the variables was analyzed with Pearson coefficient correlations and factors affecting intention of retention were identified by using multiple linear regression analysis. RESULTS The mean score for intention of retention was 5.23±1.25 (out of 8). Intent to stay had positive relationships with innovation-oriented culture, relation-oriented culture, task-oriented culture, empowerment leadership, organizational socialization. Factors influencing intent to stay were ‘motivation for selection of nursing (β=.19, p<.001)’, ‘organizational commitment (β=.45, p<.001)’, ‘job identity (β=.18, p=.005)’, and ‘interpersonal relationship of personal characteristics (β=.16, p=.005)’ in organizational socialization, and ‘coaching (β=.29, p=.001)’, and ‘showing concerning (β=−.19, p=.036)’ by empowering leadership. These factors explained 53.0% of the variance in intention of retention (F=35.96, p<.001). CONCLUSION Focusing on the factors of influence derived from this study, relevant institutions and nursing organizations require the creation of a work environment and leadership to increase the retention of new graduate nurses. Citations Citations to this article as recorded by
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