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
The purpose of this study was to identify effects of moving from a functional method of nursing care delivery to a modified team nursing delivery system.
METHODS
A structured self-report questionnaire was used to measure satisfaction with the nursing delivery system, self-efficacy, job stress and nursing performance. Participants were 72 nurses working at a university hospital and data were collected three times; before, one month and three months after the modification to a modified team nursing delivery system. Data were analyzed using repeated measure ANOVA.
RESULTS
Satisfaction with the nursing delivery system increased significantly after the change to the modified team nursing method. There were no significant differences in self-efficacy, job stress, or nursing performance. However, satisfaction with the nursing delivery system and nursing performance increased and job stress decreased significantly in new nurses with less than 1 year experience.
CONCLUSION
Results indicate that a modified team nursing method has positive results on nurses' satisfaction, self-efficacy, job stress, and nursing performance compared to the functional method. Effect of changing the nursing delivery system in the hospital suggests possibilities and directions for a modified nursing delivery system that would be useful in hospitals presently using the functional method.

Citations

• Effects of Patient Safety Management System, Leadership, and Communication Types on Nurse’ Patient Safety Management Activities
  Eunji Lee, Haejung Lee
  Journal of Korean Academy of Nursing Administration.2024; 30(4): 367.     CrossRef
• A comparative analysis of nurses' reported number of patients and perceived appropriate number of patients in integrated nursing care services
  Hyunjeong Kwon, Jinhyun Kim
  Nursing & Health Sciences.2024;[Epub]     CrossRef