Purpose This study is a hypothetical model of the effect of the leader-member exchange relationship on psychological ownership, job engagement, and turnover intention. Methods Data collection was conducted for general nurses who have worked for at least 6 months in a university hospital. The collected data were analyzed using the SPSS/WIN 25.0, and AMOS 18.0 program was used to conduct confirmatory factor analysis as well as goodness of fit verification and hypothesis testing for the hypothetical model. Results The leader-member exchange had a significant, static effect on psychological ownership. The leader-member exchange relationship did not have a significant effect on job engagement and psychological ownership had a significant, static effect on job engagement.
The leader-member exchange relationship did not have a significant effect on turnover intention and psychological ownership and job engagement had significant, negative effects on turnover intention. Conclusion Intervention and the development of programs to increase the psychological ownership and job engagement of members are proposed to improve the leader-member exchange relationship through leadership education and training and reduce the turnover intention of nurses.
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Hospital Nurses’ Professional Quality of Life Model: A Cross‐Sectional Study Based on the Expanded Job Demands‐Resources Model Younghee Kim, Mi Yu, Jacopo Fiorini Journal of Nursing Management.2025;[Epub] CrossRef
Mediating Effect of Leader-Member Exchange on the Ethical Leadership of Nursing Unit Managers and Turnover Intention of Clinical Nurses: A Nationwide Survey using Proportional Quota Sampling Jihun Kim, Sunmi Kim, Nara Han, Seok Hee Jeong Journal of Korean Academy of Nursing Administration.2024; 30(1): 42. CrossRef
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Purpose This study aimed to examine the effect of person-environment fit on positive psychological capital, career commitment, and turnover intention among nurses working in university hospitals. Methods A survey was administered to 277 nurses working in a university hospital with more than 800 beds in J city. SPSS 25.0 and AMOS 18.0 were used for analysis. Results Factors that directly explain turnover intention, person-environment fit, career commitment, and psychological capital exhibited a negative effect. However, while person-job fit did not directly affect turnover intention, it exhibited an indirect effect and total effect via positive psychological capital and career commitment. Conclusion Various programs should be developed to enhance nurses’ person-environment fit and person-job fit. Forming a positive attitude and strengthening nurses’ attachment and commitment toward nursing contribute to a lower turnover intention.
Citations
Citations to this article as recorded by
Hospital Nurses’ Professional Quality of Life Model: A Cross‐Sectional Study Based on the Expanded Job Demands‐Resources Model Younghee Kim, Mi Yu, Jacopo Fiorini Journal of Nursing Management.2025;[Epub] CrossRef
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PURPOSE This study was designed to examine existing research on service marketing in nursing and identify the results by analyzing research trends in medical and nursing service marketing over the last 15 years. METHODS Electronic databases were searched, including RISS, Korea Citation Index. The papers were classified by criteria, focusing on research topics, research design and statistical analysis method. RESULTS From 2002 to 2016, 221 research articles on medical or nursing service marketing were published in local academic journals. Most of the articles were about service quality and satisfaction. Generally questionnaire surveys were used. There were 34 papers related to nursing service marketing. Most of them were about satisfaction and had used a questionnaire survey. CONCLUSION Further research needs to be done with nursing service marketing topics including a variety of themes such as personal services and customer behaviors.
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