| Ji Soo Kim | 2 Articles |
PURPOSE
This study was done to examine the influence of secondary trauma stress, and vocation on turnover intention of nurses in regional trauma centers. METHODS For this study a descriptive cross-sectional study using questionnaires was used. Data were collected from 170 nurses working in regional trauma centers in 10 hospitals. Data collection period was March and April, 2019. RESULTS The mean score for secondary trauma stress was 27.66 out of 50, vocation, 36.04 out of 54, and turnover intention, 31.08 out of 45. Secondary trauma stress was positively related to turnover intention (r=.27, p<.001), whereas vocation was negatively related to turnover intention among trauma nurses (r=−.26, p=.001). In multiple regression analysis, vocation was associated with turnover intention among trauma nurses (β=−.22, p=.001), however secondary trauma stress was not related. Among the adjusted confounding variables, job stress (β=.56, p<.001), and in case of selection of trauma center voluntarily (β=−.13, p=.035) was also associated with turnover intention. CONCLUSION The study results suggest that higher vocation was associated lower turnover intention among trauma nurses. To reduce the turnover intention among trauma nurses, it is necessary to encourage trauma nurses' vocation with administrative support. Citations Citations to this article as recorded by
PURPOSE
The purpose of the study was to explore factors influencing turnover intention of new graduate nurses according to length of services. METHODS From May to July, 2017, a survey was conducted among 220 nurses working in four hospitals. Inclusion criteria were new graduate nurses who had careers of less than 16 months. Data were collected on organizational socialization, support in work place, job stress, and turnover intention. RESULTS Satisfaction with current work department, job satisfaction, organizational commitment, and job stress were significant factors influencing turnover intention of new nurses with less than six months experience. However, in case of nurses with seven to 15 months experience, only organizational commitment influenced turnover intention. CONCLUSIONS These findings indicate that the factors influencing turnover intention are different according to the length of time the new graduate nurses have worked. To reduce the turnover intention of new nurses, it is necessary to differentiate human resource management approaches according to length of employment. The study results could be useful evidence for developing strategies to reduce turnover in new nurses. Citations Citations to this article as recorded by
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