Purpose This study aimed to assess the influence of job embeddedness, professional self-concept, and work-life balance on clinical nurses’ workplace retention intention. Methods A descriptive cross-sectional survey was conducted from July 27 to August 2, 2022, involving 296 nurses at a university hospital in Seoul. The questionnaire-based data collected were analyzed using t-tests, one-way ANOVA, Pearson's correlation coefficients, and multiple regression. Results The mean score for intention to stay is 4.92±1.05 out of 8. The mean scores for job embeddedness, professional self-concept, and work-life balance were 2.91±0.48 out of 5, 2.61±0.28 out of 4, and 3.10±0.71 out of 5, respectively. Job embeddedness (β=.17, p=.002) and professional self-concept (β=.42, p<.001) were significantly associated with clinical nurses’ intention to stay in their workplace. Specifically, the “community suitability” subfactor of job embeddedness (β=.16, p=.003) and the “satisfaction” subfactor of professional self-concept (β=.58, p<.001) were significantly related to nurses’ intention to stay. No significant relationship was found between work-life balance and intention to stay. Conclusion Nurses’ job embeddedness and professional self-concept significantly affected their intention to stay. Therefore, fostering community bonding outside the organization and increasing professional satisfaction are suggested to increase clinical nurses’ intentions to stay.
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Purpose This study examined the effects of work environment, job engagement, and positive psychological capital on hospital nurses’ job embeddedness. Methods Participants were 118 hospital nurses. Data were analyzed using descriptive statistics, independent t-test, One-way ANOVA, Pearson correlation coefficients, and multiple regression analysis using SPSS/Win 25.0. Results Mean work environment was 2.70±0.14, mean job engagement was 3.03±0.42, positive psychological capital was 4.05±0.27, and job embeddedness was 3.24±0.31. There were significant differences in job embeddedness by turnover experience and current working hospital type. The factors influencing the job embeddedness of the hospital nurses were turnover experience, current working hospital type, and nurse manager ability, leadership, and nueses’ support in the work environment. It was found that 23% could explain job embeddedness. Conclusion Implementing a nurse support program related to turnover experience and type of hospital is necessary to enhance job embeddedness. The results indicate a need to develop a coaching program for cultivating leadership and supporting nurses to improve job embeddedness.
Purpose The purpose of this study was to identify the relationship between job stress and turnover intention and the mediating effect of job embeddedness on the relationship among hospital nurses in rural areas.
Methods: This is a descriptive study. A total of 277 registered nurses were enrolled in the study from three hospitals in rural areas of South Korea from April 29 to May 10, 2019. The participants completed self-reporting questionnaires, which measured job stress, turnover intention, and job embeddedness, and collected demographic information. The data were analyzed using IBM SPSS Statistics 25.0, for multiple regression, and a simple mediation model applying the Hayes PROCESS macro with a 95% bias-corrected bootstrap confidence interval (5,000 bootstrap resampling).
Results: Job stress had a direct effect (c’=0.35, p<.001) on turnover intention. It was also demonstrated that job embeddedness partially mediated the relationship between job stress and turnover intention among the hospital nurses (a ․ b=-0.40 × -0.58=0.23, 95% Boot C).
Conclusion: The job stress and turnover intention of nurses in rural areas are not higher than those in large cities. Nevertheless, hospital administrators need to provide a nursing workforce policy to increase job embeddedness and reduce nurses’ turnover intention.
Purpose This study aimed to investigate factors affecting the job embeddedness of clinical nurses.
Methods: Participants were 204 nurses working in four general hospitals. Data were collected from September 3 to October 8, 2020 and analyzed using the SPSS/WIN 25.0 program.
Results: The mean scores for positive psychological capital, organizational justice, and job embeddedness were 3.31±0.38, 3.16±0.46, and 3.17±0.38, respectively. The job embeddedness of the participants had a positive correlation with optimism (r=.57, p<.001), hope (r=.56, p<.001), self-efficacy (r=.44, p<.001), and resilience (r=.38, p<.001) in the sub-factors of positive psychological capital. It also had a positive correlation with procedural (r=.58, p<.001), distributive (r=.52, p<.001), and interactional (r=.35, p<.001) justice in the sub-factors of organizational justice. The factors affecting nurses’ job embeddness were procedural justice, optimism, position, distributive justice, and hope. In addition, the explanatory power of the model was 60% (F=39.11, p<.001).
Conclusion: The results suggest that to improve the job embeddedness, positive psychology-based coaching and counseling programs suitable for individual clinical nurses, organizational management through transparent procedures and objective and systematic distribution are needed. In addition, a position system suitable for the characteristics of a nursing organization is required.
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Purpose This study aimed to assess the effect of a job crafting intervention program for hospital nurses to confirm the effect on the organizational commitment of clinical nurses, and their embeddedness and organizational well-being in the workplace. Methods: The study used a non-equivalent control group pre-test and post-test design, which included 68 nurses working at a general hospital. The job crafting intervention program was held for a total of 5 weeks from May 27 to June 27, 2019, and the program lasted for 2 weeks including 2 h each. The program effectiveness was assessed through a self-reporting survey of program participants 2 weeks prior to application, 2 weeks after application, and 6 weeks after application. Data were analyzed using the Kolmogorov-Smirnov test, chi-squared test, independent t-test, and repeated measures multivariate analysis of variance using the SPSS 26.0 for Windows. Results: Significant differences were observed between the experimental and control groups regarding job crafting (F=6.20, p=.003), task crafting (F=8.37, p<.001), cognitive crafting (F=6.29, p=.003), embeddedness (F=8.49, p<.001), and organizational well-being (F=4.90, p=.009). Conclusion: The job crafting intervention program can be actively utilized to induce efficient nursing staff management in hospitals, expanding it into hospital nurse's work area and developing nurse's job crafting further.
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Purpose The purpose of this study was to identify the mediating effect of the nursing work environment in the relationship between job embeddedness and turnover intention of nurses working in long term care hospital.
Methods: The study was conducted with 183 nurses working in long term care hospitals.
Results: There were significant negative relationships between job embeddedness and turnover intentions. There were significant positive relationships between job embeddedness and nursing work environment. Nursing work environment had a partial mediation effect in job embeddedness and turnover intentions.
Conclusion: In this study, the nursing work environment had a partial mediated effect in the relationship between job embeddedness and turnover. In order to reduce turnover intention of nurses working in long term care hospital, it is necessary to improve job embeddedness and the nursing work environment.
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PURPOSE The purpose of this study was to identify the effect of resilience and job placement on general hospital nurse's intention to relocate, prepare a practical transfer management plan, and provide basic data on effective personnel management. METHODS Data were collected from 333 nurses in 2 general hospitals with more than 500 beds in P-city. Data analysis was performed using hierarchical regression with the SPSS/WIN 25.0 program. RESULTS The significant factors influencing turnover intention of hospital nurses were sacrifice, fit, link, interpersonal relationship, followed by experience of turnover. Explanatory power was 42% in the regression model. CONCLUSION Resilience and job embeddedness have a positive effect on turnover intention in general hospital nurses. Therefore, efforts to improve resilience, job embeddedness, and organizational support are required to decrease turnover intention.
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PURPOSE This study was performed to investigate the effects of job embeddedness and nursing professionalism on intent to stay in hospital nurses. METHODS The study was a cross-sectional survey. Participants were 242 nurses working at four general hospitals in P city of Gyeongbuk Province, Korea. Data were collected from August 29 to September 10, 2016. Structured questionnaires were used and analyzed with the SPSS/PC program. RESULTS The scores were, for job embeddedness, 3.19 (out of 5.0), nursing professionalism, 3.50 (out of 5.0), and intent to stay, 5.30 (out of 8.0). The three variables were all different according to participants' general characteristics. Factors influencing intent to stay were organization fitness (one of 4 sub-factors of job embeddedness), social recognition (one of 5 sub-factors of nursing professionalism) and age (one of participants' general characteristics). These three variables explained 34% of intent to stay. CONCLUSION To increase competent career nurses' intent to stay, nursing and hospital managers must develop and implement programs that help improve nurses' organization fitness to adjust well in their organization and healthcare institutions and nursing organizations must continue efforts to raise social recognition of nurses and to improve nurses' working conditions.
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PURPOSE The purpose of this study was to investigate the relationship among nursing work environment, job embeddedness, and turnover intention in order to provide basic data for efficient management of human resources in nursing organizations. METHODS A cross-sectional, descriptive study design was conducted with 177 nurses who had worked for more than 6 months in five general hospitals on Jeju Island. A self-report questionnaire was used for data collection. RESULTS About 88% of the participants reported that they were considering a turnover plan because of overload in their jobs and poor salaries. Nursing work environment was significantly related to job embeddedness and turnover intention. Job embeddedness was significantly related to turnover intention. Hierarchical multiple regression analysis showed that factors affecting turnover intention were the organizational embeddedness factors of organization fit and organization sacrifice. CONCLUSION The results indicate that nurses' turnover intention is associated with nursing work environment and job embeddedness. To reduce nurses' turnover intention and improve nurses' retention, nurse managers should improve the nursing work environment and consider job embeddedness, particularly in relation to the organization fit and sacrifice.
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PURPOSE This study was designed to construct a structural equation model and identify the effects and relationships of self-efficacy, career plateau, job embeddedness, organizational commitment and intent to turnover for nurses. Also, an attempt was made to derive a hypothetical model from these factors and to verify whether the model has validity as a means of explaining and anticipating turnover intention of nurses. METHODS Data were collected from six randomly selected hospitals: a university hospital located in J city, Kyungnam and five general hospitals located in two cities (cities B and C), each having 400 to 720 beds. Also, 318 nurses were surveyed. Data were analyzed using SPSS 21.0 and AMOS 18.0 program. RESULTS Job embeddedness and organizational commitment were identified as the most likely paths to turn over intention. Also, organizational commitment had the highest direct effect on turnover intention followed by job embeddedness and then self-efficacy, but career plateau had an indirectly effected turnover intention. CONCLUSION As turnover intention was found to be greatly affected by organizational commitment and job embeddedness, methods to improve organizational commitment and job embeddedness should be actively developed to reduce turnover intention among nurses.
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PURPOSE The purpose of this study was to identify the relationship of nurses' job performance with job embeddedness, self-leadership and social support and the role of self-leadership and social support in the relation between job embeddedness and job performance among general hospital nurses. METHODS The participants for this study were 244 nurses from 3 general hospitals in Seoul and Gyunggi Province. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Scheffe test, Pearson correlation and Hierarchical Multiple Regression. RESULTS Job performance showed positive correlations with job embeddedness (r=.56, p<.001), self-leadership(r=.68, p<.001), organizational support (r=.30, p<.001), supervisors' support (r=.31, p<.001) and colleagues' support (r=.31, p<.001). Job embeddedness and self-leadership had significant influence on nurses' job performance. However self-leadership and social support did not show moderating effects of job embeddedness on nurses' job performance. CONCLUSION These findings indicate that job embeddednes and self-leadership are important factors to enhance nurses' job performance. Therefore, promoting activities for job embeddedness and self-leadership might be a way to increase nurses' job performance. As there was no moderating effects of self-leadership and social support on job embeddedness and job performance, further studies are necessary to refine these findings in different environments.
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PURPOSE This study was done to elicit basic data for effective human resource management by identifying the relationships among job embeddedness, emotional intelligence, social support, and the turnover intention of Nurses. METHODS Research design was to build a hypothetical causal model between variables and to verify its fitness. The sample for this study was 283 nurses with careers of more than 6 months in one hospital of more than 800 beds located in Seoul. They agreed in writing and this study was approved by the Institutional Review Board. Data were analyzed using SPSS 18.0 and AMOS 18.0 program. RESULTS Differences in general characteristics for the variables were significant for age, marital status, education, work experience, job title, income, and department. Job embeddedness, emotional intelligence and social support were significantly correlated to turnover intention. Job embeddedness to emotional intelligence and social support showed positive effects and a negative effect to turnover intention. Emotional intelligence to turnover intention showed a positive effect, but social support was not significant. CONCLUSION Organizations should provide ways to minimize voluntary turnover of a competent workforce and demonstrate their competency. Also it should develop training and management programs to effectively utilize emotional intelligence.
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PURPOSE The aim of this study was to investigate and identify work environment, job embeddedness, and burnout among general hospital nurses in Korea. METHODS The participants were 563 clinical nurses working in 13 general hospitals across the country. Data were analyzed using SPSS and Microsoft Excel programs. RESULTS Mean scores were 2.62 for nurses' work environment, 2.97 for job embeddedness, and 3.61 for burnout. Nurses' work environment showed a positive correlation with job embeddedness (r=.70, p<.001), but a negative correlation with burnout (r=-.49, p<.001). Subcategories of nurses' work environment that predicted job embeddedness included satisfaction and happiness, hospital support for the work environment, patient care environment, satisfaction with work schedule, manager leadership, supportive environment for nurses' work, and computer problems. Subcategories of nurses' work environment that predicted burnout included satisfaction and happiness, violence within ward, hospital support for work environment, and patient care environment. CONCLUSION Findings from this study indicate the need to evaluate and improve the work environment for nurses to increase job embeddedness and control burnout. Future studies should explore ways in which turnover intention can be decreased by changing nurses' work environment.
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