| Souk Young Kim | 2 Articles |
PURPOSE
The purposes of this study were to understand correlation of parenting stress and turnover intention of nurses, and to provide basic data for effective nursing management. METHODS Subjects included 287 nurses who had children and worked in hospitals. Data were collected through organized questionnaires from September 1st to 30th 2010. Collected data was analyzed with descriptive statistics, t-test, ANOVA, correlation analysis using PASW statistics 18 program. RESULTS The average score for parenting stress of the participants was 3.12 out of 5. Nurture stress was statistically different depending on age, job position, shift work, night duty and stages of family development. The average score for turnover intention of the participants was 3.34 out of 5. Turnover intention was statistically different depending on age, number of children and stages of family development. As a result of correlation analysis of parenting stress and turnover intention, turnover intention showed positive correlation with daily stress, stress caused from taking parent role and average parenting stress. CONCLUSION This study indicates that parenting stress is related with turnover intention, nursing managers should make efforts to decrease parenting stress in order to reduce turnover intention of nurses. Citations Citations to this article as recorded by
PURPOSE
The purposes of this study were to understand the general hospital nurses' work stress, burn out and turnover intention and to identify the factors that influence on turnover intention. METHODS This study was conducted through a survey of 283 nurses having at least 6 months of work experience of 4 general hospitals in Seoul. Data were collected from September to October 2009. The data were analyzed using descriptive statistics, ANOVA, and stepwise multiple regression test with SPSS WIN 14.0. RESULTS The score for turnover intention was 3.57 out of 5. Turnover intention was significantly correlated with work stress, burn out, and working position. The factors influencing turnover intention were organizational system, depersonalization, physical environment, work position, and occupational climate. The predict variables accounted for 27.9% of turnover intention. CONCLUSION The results of this study show that factors influencing turnover intention are organizational system, depersonalization, physical environment, work position, and organizational climate. Therefore, nursing managers should understand the organization's climate and establish a reasonable organization system to decrease turnover intention. Citations Citations to this article as recorded by
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