| Seung-Hee Lee | 2 Articles |
Purpose
The purpose of this study was to establish a structural model explaining the factors affecting advanced beginner-stage nurses' intention to continue employment. This model was designed to provide basic data for improving the intention to continue employment among advanced beginner-stage nurses and to efficiently manage nurses as human resources. Methods In order to construct a hypothetical model, latent factors affecting nurses' intention to continue employment were identified through systematic review and meta-analysis. As a result of systematic review, hypothetical model was constructed with nursing professionalism, calling, work environment, positive psychological capital, and job satisfaction. Structural equation modeling was then conducted through SPSS 25.0, AMOS 22.0, and Mplus 6.12 statistics programs. Results First, none of the pathways affected by nursing professionalism were statistically significant. Second, the final structural model showed fit very well based on the fit indices RMSEA=.062, SRMR=.052, RMR=.048, CFI=0.95, and TLI=0.94. Conclusion This study’s results identified that job satisfaction, calling, work environment, and positive psychological capital affected advanced beginner-stage nurses' intention to continue employment. Among these, job satisfaction was the most powerful variable influencing the decision to continue employment for advanced beginner-stage nurses. Citations Citations to this article as recorded by
Purpose
The purpose of this study was to identify the effects of self-efficacy, resilience, and nursing work environment on intent to stay among newly graduated nurses. Methods: The participants were 204 newly graduated nurses working in one of three general hospitals in U city, South Korea. Data were collected from August 1 to 31 2018. A self-report questionnaire was used. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients and multiple regression analysis. Results: Factors significantly affecting intent to stay included nurse manager ability, leadership, support of nurses (β=.18, p=.016), nursing foundations for quality of care (β=.18, p=.032), and unwanted department assignment (β=-.194,p.001), and these variables explained 38.4% of intent to stay (F=12.49, p<.001). Conclusion: To increase the retention of newly graduated nurses, hospital and nurse leaders should improve the work environment for nurses, particularly in relation to nurse manager ability, leadership, and support of nurses, and nursing foundations for quality of care. Additionally, nurse leaders can facilitate intent to stay by placing nurses in the department of their choice. Citations Citations to this article as recorded by
|
|
