PURPOSE The study was undertaken to investigate influence of nurses' work environment, organizational commitment, and nursing professionalism on turnover intention of nurses working in long term care hospitals. METHODS The study was cross-sectional study. Participants were 199 nurses working in one of 7 long term care hospitals. Data were collected from May 1 to June 30, 2016 and analysed using two stage hierarchial regression analysis with SPSS 22.0. RESULTS There was a statistically significant difference in turnover intention according to age (F=6.23, p < .001), present work career (t=−2.11, p=.036), frequency of night duty (t=−3.53, p=.001), and present position (t=−4.07, p < .001). The significant predictors of turnover intention were attachment (β=−0.29, p=.005), nursing professionalism (β=−.21, p=.030), identification (β=−.21, p=.014), continuance (β=−.19, p=.008), collegial nurse-physician relations (β=−.16, p=.039), and originality of nursing (β=.16, p=.014). These factors explained 50.4% of the variance. CONCLUSION The results suggest that several points need to be considered in order to reduce turnover intention in long term care hospital nurses. These points include building work environments to improve collegial nurse-physician relations, promoting recognition of nurses' organizational commitment, nursing professionalism and the political efforts of organizations supporting nursing originality.
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