| Moon Sook Yoo | 2 Articles |
PURPOSE
The purpose of this study was to describe differences in turnover intention according to work period for new nurses and to explore factors influencing differences in turnover intention. METHODS A longitudinal survey design was used. A structured questionnaire regarding CC (Clinical competence), MNC (Missed Nursing Care), WE (Work Engagement) and turnover intention was administered twice(at 2 months and 5 months of employment) to 98 new nurses working at a tertiary hospital. RESULTS The regression model with each of the differences for MNC, WE, and subjective satisfaction with department against differences of turnover intention was statistically significant (F=11.98, p < .001). This model explained 26% of differences in turnover intention (Adj. R²=.26). Especially, differences in WE (β=-.43, p < .001), and differences in MNC (β=.18 p=.044) were identified as factors influencing differences in turnover intention. CONCLUSION The turnover intention of new nurses decreased between the first 2 months and 5 months and this difference was influenced by WE and MNC. Therefore, it is necessary to provide social and institutional supports such as effective adaptation programs with sufficient periods of time for newly graduated nurses. Citations Citations to this article as recorded by
PURPOSE
Communication in hospitals is one of the major factors in patient safety. So, the purpose of this study was to identify the relationship between intra-organizational communication satisfaction and the safety attitude of nurses in hospitals. METHOD A descriptive survey design with convenience sampling was used. Data collection was done using a self-report questionnaire answered by 278 nurses from one university hospital located in Kyeoung-gi Province, Korea. RESULT Intra-organizational communication satisfaction positively correlated with safety attitude (r=.747, p<.01). Among the 6 sub dimensions of safety attitude, perceptions of management (r=.675, p<.01), job satisfaction (r=.640, p<.01) and teamwork climate (r=.600. p<.01) were strongly related to intra-organizational communication satisfaction. Multiple regression analysis was done to identify explanation power of intra-organizational communication satisfaction against safety attitude. The model was significant (F=48.540, p<.01). Intra-organizational communication satisfaction accounted for 60.9% of variance in safety attitude (Adj R2=.609). CONCLUSIONS The results of this study indicate that higher levels of intra-organizational communication satisfaction promote positive safety attitude in hospital nurses and that communication media quality is an important factor in patient safety attitude. Therefore, developing interventions to revitalize intra-organizational communication level based on communication media quality will help in the construction of positive safety attitude in nurses. Citations Citations to this article as recorded by
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