| Kyungmi Lee | 2 Articles |
Purpose
Turnover rates among nurses in South Korea are higher than those of other job groups, affecting hospital performance. This study clarified the mediating role of perceived organizational and supervisor support in the relationship between nurses’ organizational citizenship behavior and turnover intention. Methods This study involved a descriptive survey of 160 nurses working in two hospitals in S, South Korea. Data were analyzed using the Hayes PROCESS macro (Model 4) program, version 3.4. Results Organizational citizenship behavior was positively correlated with perceived organizational support and perceived supervisor support but negatively correlated with turnover intention. Perceived organizational support was positively correlated with perceived supervisor support. Additionally, perceived organizational and supervisor support were negatively correlated with turnover intention. The authors verified the mediating role of perceived organizational support in the relationship between organizational citizenship behavior and turnover intention. However, the mediating role of perceived supervisor support was not confirmed. Conclusion The higher a nurse’s organizational citizenship behavior, the higher their perceived organizational support, which reduces turnover intention. High-quality nursing contributes to organizational performance; therefore, the nursing workforce should be carefully preserved. Citations Citations to this article as recorded by
PURPOSE
The purposes of this study were to develop a scale to measure the grit for nurses and to examine the validity and reliability of the scale. METHODS Through a literature review and focus group interviews, 28 preliminary items were selected. After a content validity examination by experts, 35 items were chosen. The questionnaire survey for this study was conducted with 330 nurses from five hospitals in A city in Korea. Among them, 305 met the inclusion criteria for analyses. RESULTS From the exploratory factor analysis to determine validity, three factors were drawn. The variance explanation by the three factors was 56.62%, which means that the scale explained grit in clinical nurses. The three factors were labeled as ‘sustained persistence’ (5 items), ‘consistency of interest as a nursing professional’ (5 items), and ‘Patient oriented intrinsic motivation’ (4 items). The grit for criterion-related validity showed that the correlation coefficient was .53 (p<.001), validating the developed scale. For internal consistency, Cronbach's α coefficient was .91. CONCLUSION Through the development process for the instrument as described above, the clinical nurses' grit was shown to have validity and reliability. Improving the grit of clinical nurses may contribute to prevention of turnover. Citations Citations to this article as recorded by
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