Purpose
This study aimed to construct and test a hypothetical model of turnover intention for clinical nurses based on affective events theory. Methods: Data were collected from 375 clinical nurses working in an advanced general hospital. The exogenous variable of the hypothetical model was emotional labor, and the endogenous variables were negative emotional events, emotional intelligence, positive affect, organizational commitment, and turnover intention. Data were analyzed using the SPSS/WIN 23.0, and AMOS 22.0. Results: The final modified model demonstrated a good fit. This model explained 70.6% of the variance in the turnover intention of clinical nurses. The statistically significant explanatory factors for turnover intention were emotional labor, negative emotional events and organizational commitment. As for the significant pathway affecting nurses’ turnover intention, emotional labor showed a decreasing effect on turnover intention and was mediated by emotional intelligence, positive affect, and organizational commitment (B=-.33, p=.002). Emotional labor showed a decreasing effect on turnover intention through organizational commitment (B=-.40, p=.006). Conclusion: Various opportunities for education and multiple-approach institutional support must be provided to nurses to increase their vocation about the profession, emotional intelligence, positive affect, and organizational commitment.

PURPOSE
This study was conducted to identify the mediating effect of affective commitment on the relationship between ethical leadership and job satisfaction.
METHODS
Participants were 216 nurses drawn from three general hospitals in C city. Data were analyzed using descriptive analysis, t-test, ANOVA, Pearson correlation coefficient, and multiple regression.
RESULTS
The findings from multiple regression were as follows. First, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on affective commitment. Second, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on job satisfaction. Finally, when ethical leadership factors and affective commitment were entered into the regression model at the same time, ethical leadership factors showed no significant effects on job satisfaction, however, affective commitment showed a significant effect and so affective commitment had a mediating effect between ethical leadership and job satisfaction.
CONCLUSION
Results of this study indicate that affective commitment with an effect on the relationship between ethical leadership and job satisfaction plays a full mediating role. Thus, developing ethical leadership training programs for head nurses would likely increase the affective commitment and job satisfaction of staff nurses.

Citations

• Effect of Head Nurses' Authentic Leadership on Nurses' Job Satisfaction and Nursing Performance: Focusing on the Mediating Effects of Empowerment
  Mi-Jeong Kim, Ji-Young Han
  Journal of Korean Academy of Nursing Administration.2019; 25(1): 25.     CrossRef
• Impact of Superior's Ethical Leadership as Perceived by Nurses on Nursing Performance: Mediating Effect of Faith in Supervisor
  Miyoung Kim, Hyung-Eun Seo, Eun-Young Doo, Won-Jin Ju
  Journal of Korean Academy of Nursing Administration.2017; 23(5): 483.     CrossRef

PURPOSE
The purpose of this study was to identify the effects of bullying, negative affectivity and burnout in the nurses.
METHODS
The sample consisted of 389 nurses. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Scheffe, Pearson Correlation Analysis and Hierarchical Multiple Regression.
RESULTS
The control variables of age, marital status, education level, current position, health status and work unit explained 30.2%(F=28.9, p<.001) of variance in burnout. The control variables, bullying and negative affectivity collectively explained 49.7% of variance in burnout.
CONCLUSION
The results indicate that the demographic factors influencing burnout are age, education level, health status, work unit, while bullying and negative affectivity in the work places are factors that influence burnout. These findings can be utilized to develop strategies to reduce bullying and negative affectivity.

Citations

• The Influencing Factors of Burnout in Nurses in the COVID-19 Pandemic Disaster
  Jeong Yee Bae, Eun-kyung Lee, Bi-Joo Kim, Eun Ju Lee
  Korean Journal of Stress Research.2021; 29(2): 80.     CrossRef
• The Association between Korean Clinical Nurses’ Workplace Bullying, Positive Psychological Capital, and Social Support on Burnout
  Seong-Ryeol Bae, Hyon-Joo Hong, Jin-Joo Chang, Sung-Hee Shin
  International Journal of Environmental Research and Public Health.2021; 18(21): 11583.     CrossRef
• The effects of workplace bullying on turnover intention in hospital nurses
  Hyun-Jung Kim, Dahye Park
  Journal of Digital Convergence.2016; 14(1): 241.     CrossRef
• A Study on the Mediating Effect of Emotional Intelligence between Perfectionism and Burnout in Advanced Practice Nurses (APN)
  Gie Ok Noh, Kyung Sook Park, Young Soon Im
  Journal of Korean Academy of Nursing Administration.2016; 22(2): 109.     CrossRef
• A Research of Workplace Bullying and Burnout on Turnover Intention in Hospital Nurses
  Young-Ran Yeun
  Journal of the Korea Academia-Industrial cooperation Society.2015; 16(12): 8343.     CrossRef
• A Meta analysis of variables related to Burnout of nurse in korea
  Sin-Hayng Kim, Yoon-Seo Yang
  Journal of Digital Convergence.2015; 13(8): 387.     CrossRef
• A Phenomenological Study on the Turnover Experience of Novice Nurses Working in General Hospital
  Bo-Mi Im, Jong-Min Park, Mi-Jin Kim, Su-Yeon Kim, Jeong-Ho Maeng, Lu-Li Lee, Kyung-Ah Kang
  Korean Journal of Occupational Health Nursing.2015; 24(4): 313.     CrossRef
• Influence of Workplace Bullying and Leader-Member Exchange on Turnover Intention among Nurses
  Mi Ra Han, Jeung Ah Gu, Il Young Yoo
  Journal of Korean Academy of Nursing Administration.2014; 20(4): 383.     CrossRef

PURPOSE
The purpose of this study was to investigate the effects of organizational justice and dispositional affectivity on job satisfaction and intent to leave among nurses.
METHODS
The sample of this study consisted of 274 nurses from 2 general hospitals located in Incheon. Data were collected with self-administered questionnaires and were analyzed by hierarchical multiple regression.
RESULTS
Distributive and interactional justices had positive impacts on nurses' job satisfaction. Distributive, procedural and interactional justices had negative impacts on nurses' intent to leave. It was found out that positive affectivity significantly moderated the effect of interactional justice on job satisfaction while dispositional affectivity did not significantly moderate the effect of organizational justice on the intent to leave.
CONCLUSION
The results imply that hospital administrators should pay attention to the dispositional affectivity of nurses to increase their job satisfaction. Further, hospital needs to maintain organizational justice to reduce nurses' turnover.

Citations

• Effects of Organizational Silence and Organizational Justice on Bullying among Hospital Nurses at Work
  Mi-Aei Lee, Bi-Joo Kim
  Journal of Korean Academy of Nursing Administration.2023; 29(1): 1.     CrossRef
• Effects of recognition of flexible work systems, organizational commitment, and quality of life on turnover intentions of healthcare nurses
  Myoungjin Kwon, Jungsoo Han
  Technology and Health Care.2019; 27(5): 499.     CrossRef
• A Structural Model of Hospital Nurses' Turnover Intention: Focusing on Organizational Characteristics, Job Satisfaction, and Job Embeddedness
  Mi Ja Yoo, Jong Kyung Kim
  Journal of Korean Academy of Nursing Administration.2016; 22(3): 292.     CrossRef
• The Relationship among Practice Environment, Organizational Justice, and Job Satisfaction of Male Nurses
  Mi-Kyoung Cho, Chul-Gyu Kim
  Korean Journal of Occupational Health Nursing.2016; 25(3): 177.     CrossRef
• The Effect Organizational Justice on Organizational Citizenship Behavior focus on Nurses in Secondary Hospitals
  Kyung-Wha Chang
  Journal of the Korea Academia-Industrial cooperation Society.2015; 16(11): 7648.     CrossRef
• The Mediating Effects of Perceived Value of Work and Psychological Ownership for Effects of Procedural Justice and Job Significance on the Employees' Job Satisfaction: Focused on Hospital Nurses
  Jung-Su Song
  Journal of the Korea Safety Management and Science.2014; 16(3): 399.     CrossRef
• Relationship Between Job Stress and Turnover Intention Among Nurses in University Hospitals
  Hyun-Ran Shin, Young-Chae Cho
  Journal of the Korea Academia-Industrial cooperation Society.2013; 14(8): 3958.     CrossRef