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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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.
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