Purpose
This study investigates the mediating effect of job embeddedness in the relationship between nursing professionalism and turnover intention among clinical nurses. Methods: A nationwide online survey was conducted using a structured questionnaire. Participants included 204 clinical nurses from tertiary hospitals in South Korea. Data on general characteristics, nursing professionalism, job embeddedness, and turnover intention were collected through self-reported questionnaires from March 19 to March 22, 2024. The analysis involved descriptive statistics, independent t-tests, one-way analysis of variance, Scheffé test, Pearson's correlation coefficients, multiple linear regression analysis, and bootstrapping, using SPSS/WIN version 29.0 and the SPSS PROCESS macro 4.2 version programs. Results: The mean score of nursing professionalism was 3.48±0.45 out of 5, job embeddedness was 3.13±0.52 out of 5, and turnover intention was 2.80±1.00 out of 5. Nursing professionalism did not directly impact turnover intention (B=-0.07, p=.649). Job embeddedness acted as a mediating factor in the relationship between nursing professionalism and turnover intention (B=-0.46, p<.05). Conclusion: These findings suggest that increasing job embeddedness can reduce nurses' turnover intention. Therefore, to decrease nurses' turnover intention, it is essential to enhance nursing professionalism while simultaneously promoting job embeddedness.

Purpose
This study explored how Generation Z characteristics—specifically work–life balance, growth needs, and individualism—along with work environment, emotional labor, and interpersonal skills, affect job embeddedness among newly graduated nurses. It also examined whether job embeddedness mediates the relationship between these factors and turnover intention. Methods: A correlational descriptive study was conducted by analyzing survey data collected from 131 clinical nurses born between 1995 and 2000, who had less than three years of nursing work experience in South Korea. Hierarchical multiple regression analysis was employed to identify the independent effects of Generation Z characteristics on job embeddedness, over and above the effects of work environment, emotional labor, and interpersonal skills. Path analysis using bootstrapping method was conducted to examine the mediating role of job embeddedness in turnover intention. Results: Needs for growth and work environment were significant predictors of job embeddedness among newly graduated nurses. Furthermore, the effects of needs for growth and work environment on turnover intention were significantly mediated by job embeddedness. Conclusion: Understanding the characteristics of Generation Z, particularly their needs for growth, along with the work environment, is essential for enhancing job embeddedness among newly graduated nurses. Strengthening job embeddedness can effectively reduce their turnover intention.

Purpose
This study investigated the effects of newly graduated nurses’ perceived readiness for nursing practice, resilience, and preceptors’ teaching behaviors on turnover intention.
Methods
A survey was conducted among 168 newly graduated nurses between August 7 and 31, 2023. The data were analyzed using descriptive statistics, t-tests, one-way ANOVA, Pearson's correlation, and hierarchical multiple regression analysis.
Results
The factors that significantly affected turnover intention included preceptors' teaching behavior (β=-.29, p=.001) and resilience (β=-.21, p=.026). This model explained 32.0% of the variance.
Conclusion
Newly graduated nurses’ resilience and their initial training environment are key factors influencing turnover intention. Therefore, nursing managers should develop strategies to enhance the resilience of newly graduated nurses and improve training systems. Additionally, efforts should be made to promote positive teaching behaviors among the educators responsible for training newly graduated nurses.

Citations

• Perceptions on Fixed Night Shift System and Turnover Intention of General Hospital Nurses
  Mi-Aie Lee, Hye-Jin Cho, Sung-Hee Ahn, Hyo-Ju Kim
  Journal of Korean Academy of Nursing Administration.2015; 21(5): 519.     CrossRef

Purpose
This study aimed to investigate the relationship between socio-cognitive mindfulness, job stress, social support, and turnover intention among general hospital nurses and identify the factors influencing nurses’ turnover intention.
Methods
A descriptive survey was conducted among 218 nurses from five general hospitals located in G metropolitan city. The participants completed a questionnaire measuring the study variables, and the data were analyzed using t-tests, ANOVA, Pearson’s correlation coefficient, and hierarchical multiple regression analysis in SPSS/WIN 28.0.
Results
Significant differences were found in turnover intention by gender (t=-2.12, p=.036), family type (t=-3.09, p=.002), work department (F=7.01, p<.001), and work type (t=2.55, p=.011). Socio-cognitive mindfulness was positively related to social support (r=.331, p<.001), and turnover intention was positively related to job stress (r=.347, p<.001). The factors influencing nurses’ turnover intention included job stress (β=.317, p<.001), work department (artificial kidney room: β=-.287, p=.004; emergency room: β=-.219, p=.015), social support (β=-.183, p=.005), and work type (shift work: β=.170, p=.036), respectively. These factors explained 23.4% of the variance.
Conclusion
The findings indicate the need to develop programs to effectively cope with job stress and implement mentoring systems or psychological support programs to reduce turnover intention among nurses at the organizational level.

Purpose
This study aimed to examine the moderating effect of calling on the relationship between post-traumatic stress and turnover intention among nurses caring for COVID-19 patients.
Methods
Data were collected from 151 nurses caring for COVID-19 patients at three university hospitals located in D City. Participants completed selfreported online surveys on post-traumatic stress (IES-R-K), calling (CVQ-R), and turnover intention. Descriptive statistics, t-tests, one-way ANOVA, Scheffé test, Pearson's correlation coefficients, and hierarchical multiple regression were performed using SPSS 25.0.
Results
The mean scores of post-traumatic stress, calling, and turnover intention were 0.83±0.70, 1.51±0.71, and 2.89±1.10, respectively. Post-traumatic stress had positive correlations with calling (r=.20, p=.011) and turnover intention (r=.29, p=.001), whereas calling had a negative correlation with calling and turnover intention (r=-.17, p=.029). Calling had a moderating effect in the relationship between post-traumatic stress and turnover intention (β=-.16, p=.032).
Conclusion
Calling has a moderating effect on the relationship between post-traumatic stress and turnover intention. Therefore, developing and implementing a program is necessary to strengthen nurses' perceptions of calling to prevent nurses with post-traumatic stress from leaving their jobs.

Purpose
This study examined the impact of professional Quality of life (QoL) on turnover intention among general hospital nurses using linear and nonlinear analytical techniques.
Methods
Data were collected from 159 general hospital nurses and analyzed using SPSS, t-test, ANOVA, Pearson's correlation coefficients, multiple linear regression, and nonlinear machine learning models (Bootstrap Forest and Boosted Tree).
Results
Significant correlations were observed between turnover intention and both compassion satisfaction (r=-.26, p<.001) and burnout (r=.27, p=.001). Compassion satisfaction, burnout, and compassion fatigue were identified as the key variables influencing turnover intention. The explanatory power of multiple linear regression analysis was 6.9%, whereas the nonlinear machine learning models demonstrated an explanatory power of 50.5% for Bootstrap Forest and 45.1% for Boosted Tree.
Conclusion
Continuous investment in human resource management, within nursing organizations, is essential to promote the long-term retention of general hospital nurses. This investment should focus on enhancing compassion satisfaction and reducing burnout and compassion fatigue by fostering a sense of vocation and positive job satisfaction.

Purpose
This descriptive correlation study sought to evaluate the mediating effect of nursing work environment on the relationship between work-family conflict and turnover intention among married female nurses.
Methods
This study enrolled 149 married female nurses employed at a university hospital in G. province J City. For data analysis, the SPSS/WIN 25.0 program and SPSS PROCESS Macro version 4.2 was used.
Results
The mean score of work-family conflict among married female nurses was 2.99±72 out of 5 points, nursing work environment was 2.50±39 out of 4 points, and turnover intention was 3.96±69 out of 5 points. Turnover intention was positively correlated with work-family conflict (r=.34, p<.001), and negatively correlated with nursing work environment (r=-.34, p<.001). The nursing work environment had a parial mediating effect (β=.32, p<.001) on the relationship between work-family conflict and turnover intention.
Conclusion
Work-family conflict and turnover intention among married female nurses influenced each other, with the nursing work environment having a partial mediating effect. This study can serve as basis for addressing work-family conflict, improving the nursing work environment and reducing turnover among married female nurses.

Citations

• The mediating effects of nurses’ professional values on the relationship between work environment and organizational commitment among long-term care hospital nurses
  Won Hee Jun
  BMC Nursing.2025;[Epub]     CrossRef
• A Grounded Theory Approach to Understanding Retention among Career Nurses in Clinical Practice
  Su Mi Choi, Ji Won Kim
  The Korean Journal of Health Service Management.2025; 19(2): 57.     CrossRef

Purpose
This study aimed to identify the effects of resilience and nursing managers’ empowering leadership on turnover intention among new nurses, as well as the mediating role of transition shock.
Methods
This was a descriptive, cross-sectional study. Data were collected from 167 new nurses working in tertiary hospitals in Korea between July 1st and July 13, 2022. The relationships among the variables were analyzed using Pearson’s correlation coefficients, and the factors affecting turnover intention were identified using PROCESS macro analysis.
Results
Resilience (direct effect=-0.02, p=.781) and nursing managers’ empowering leadership (direct effect=-0.00, p=.992) did not directly affect new nurses’ turnover intention. Transition shock had mediating role in the relationship between resilience and turnover intention (indirect effect=-0.12, 95% Boot confidence interval=-0.23~-0.04) and between nursing managers’ empowering leadership and turnover intention (indirect effect=-0.14, 95% Boot confidence interval=-0.23~-0.06).
Conclusion
Resilience and nursing managers’ empowering leadership indirectly influence turnover intention through transition shock among new nurses. To reduce turnover intention among new nurses, programs for preventing or mitigating their transition shock should be provided. In addition, improving the resilience of new nurses and nursing managers’ empowering leadership may contribute to reducing turnover intention among new nurses by mitigating their transition shock.

Purpose
This study aimed to identify the effects of the nursing practice environment and reciprocity among hospital nurses on their intent to leave, and to investigate the mediating effect of reciprocity in this process.
Methods
This study was conducted with 218 full-time nurses working for more than 6 months at four general hospitals located in two cities in South Korea. Data were collected using questionnaires from July 26 to August 12, 2022, and analyzed using IBM SPSS/WIN 23.0 and SPSS Process Macro.
Results
The nursing practice environment (r=-.38, p<.001) and reciprocity (r=-.33, p<.001) were negatively related to the intention to leave. The nursing practice environment and reciprocity affected intent to leave, reciprocity had a partial mediating effect between the nursing practice environment and intent to leave.
Conclusion
Nursing managers should strengthen the nursing work environment and reciprocity levels to reduce nurses’ intention to leave. Additionally, nursing managers need to effectively manage the organizational culture so that nursing services can be provided in a friendly medical culture that values fair and equal cooperation.

Purpose
This study used a structural model to identify organizational characteristics, such as work environment, nursing organizational culture, and manager leadership of general hospital nurses, and to examine the effect of organizational characteristics on turnover intention through organizational silence.
Methods
Data were collected from July 1, 2017 to August 30, 2017, using structured questionnaires. Participants were nurses in general hospitals with more than 250 beds and less than 500 beds in Busan City and Gyeongsangnam Province. The collected data were analyzed using IBM SPSS 23.0 and AMOS 23.0.
Results
The nursing work environment, external employment opportunities, relationship-oriented culture, and acquiescent and defensive silence directly impacted turnover intention. Additionally, the nursing work environment and external employment opportunities indirectly affected turnover intention through acquiescent silence.
Conclusion
To lower general hospital nurses’ turnover intention, the external environment should be reviewed and continuously compared to provide a better internal nursing work environment. In addition, it is necessary to find a way to lower the acquiescent silence, which can negatively affect the organization, by creating a relationship-oriented culture that emphasizes the relationship between members.

Purpose
This study aimed to determine the mediating effect of leader-member exchange (LMX) on the relationship between nursing unit managers’ethical leadership and nurses’turnover intentions.
Methods
A cross-sectional nationwide survey was performed using structured questionnaires. A total of 225 clinical nurses working in general tertiary hospitals were recruited through proportional quota sampling; the quota used represented the location of working hospitals in South Korea. Data were collected through an online survey and snowball sampling from June to September 2022 and analyzed using the SPSS 25.0 program. A mediation analysis was performed using a simple mediation model applying the PROCESS macro with 95% bias-corrected bootstrap confidence interval.
Results
In bootstrapping, the indirect effect (X→M→Y) was statistically significant (B=-0.77, 95% CI:-1.02 to -0.50). LMX showed a mediating effect on the relationship between nursing unit managers’ethical leadership and clinical nurses’ turnover intention. In this model, the total effect was B=-0.93 (p<.001).
Conclusion
These findings suggest that LMX must be considered when making a strategy for nursing retention in the hospital setting. Nursing unit managers with ethical leadership could decrease nurses’ turnover intention by improving the LMX.

Citations

• Effect of Nursing Professionalism on Turnover Intention among Nurses: The Mediating Effect of Job Embeddedness
  Ja In Kim, Seok Hee Jeong, Hyoung Eun Chang, Sunmi Kim
  Journal of Korean Academy of Nursing Administration.2025; 31(4): 446.     CrossRef

Purpose
Turnover rates among nurses in South Korea are higher than those of other job groups, affecting hospital performance. This study clarified the mediating role of perceived organizational and supervisor support in the relationship between nurses’ organizational citizenship behavior and turnover intention.
Methods
This study involved a descriptive survey of 160 nurses working in two hospitals in S, South Korea. Data were analyzed using the Hayes PROCESS macro (Model 4) program, version 3.4.
Results
Organizational citizenship behavior was positively correlated with perceived organizational support and perceived supervisor support but negatively correlated with turnover intention. Perceived organizational support was positively correlated with perceived supervisor support. Additionally, perceived organizational and supervisor support were negatively correlated with turnover intention. The authors verified the mediating role of perceived organizational support in the relationship between organizational citizenship behavior and turnover intention. However, the mediating role of perceived supervisor support was not confirmed.
Conclusion
The higher a nurse’s organizational citizenship behavior, the higher their perceived organizational support, which reduces turnover intention. High-quality nursing contributes to organizational performance; therefore, the nursing workforce should be carefully preserved.

Citations

• Measured nursing perception of the working environment through authentic leadership with technology support and OCB among Chinese public hospitals
  Abid Hussain, Wang Ruowei, Xu Xia, Shahida Kanwel, Shen Chunhong, Arif Jameel
  BMC Nursing.2025;[Epub]     CrossRef
• Perceived Organisational Support as a Mediator Between Green Organisational Culture and Organisational Commitment: Evidence From Manufacturing Firms in Peru
  Cristian Villar, Ruben Guevara
  SAGE Open.2025;[Epub]     CrossRef
• Nurse Engagement in Professional and Organisational Citizenship Over the Past Decade: An Integrative Review
  Adrianna Watson, Carmel Bond, Rebecca Jarden, Debra Jackson
  Journal of Advanced Nursing.2025;[Epub]     CrossRef

Purpose
This study investigated whether the work environment affects nurses' turnover intention with career motivation and job satisfaction acting as mediating factors.
Methods
Data were collected from January 6-25, 2022, using a cross-sectional design. The participants were 205 nurses who had worked for more than six months at four small-to-medium-sized general hospitals in South Korea. Data analysis consisted of descriptive statistics, Pearson's correlation coefficients, independent t-tests, one-way ANOVAs, Scheffé test, and mediation analysis using Hayes’ PROCESS Macro Model 6.
Results
The nursing work environment had a significant positive association with career motivation and job satisfaction and negative effects on nurses' turnover intention. The single mediating effect of job satisfaction and the serial mediation effects of career motivation and job satisfaction on the relationship between the nursing work environment and turnover intention were significant. Thus, nurses' positive perceptions of the work environment strengthened career motivation, which in turn increased job satisfaction and reduced turnover intention.
Conclusion
Providing a healthy work environment to nurses can help reduce their turnover intention. Therefore, the government and hospitals should implement human resource strategies to improve nursing work environments and take steps to enhance career motivation and job satisfaction to strengthen nurse retention.

Citations

• Association Between Nurse Turnover and Nurses’ Perception of Patient Outcomes in Acute Care Hospitals in South Korea
  Sung-Heui Bae
  Journal of Nursing Care Quality.2025; 40(4): E57.     CrossRef

Purpose
This study examined the effect of missed nursing care on nursing sensitive indicators.
Methods
A nationwide cross-sectional survey was conducted using structured questionnaires. Data of 174 clinical nurses employed in general or tertiary hospitals were collected through proportional quota sampling; the quota used was the location of a working hospital in South Korea. Data were collected through an online survey and snowball sampling from July 16 to July 20, 2022. The collected data were analyzed using IBM SPSS 26.0.
Results
Missed nursing care had statistically significant negative correlations with patient safety management activity and job satisfaction, and significant positive correlation with turnover intention. Significant correlation was not found between missed nursing care and adverse event experiences. Hierarchical multiple regression analysis revealed that missed nursing care explained an additional 21%p of patient safety management activity, 14%p of job satisfaction, and 3%p of turnover intention. Thus, missed nursing care was found to be a statistically significant predictor of patient safety management activity, job satisfaction, and turnover intention.
Conclusion
Missed nursing care significantly affects nursing sensitive indicators. To improve positive outcomes and decrease negative outcomes, nurses and nursing managers must make efforts to minimize missed nursing care.

Citations

• Effect of Nursing Professionalism on Turnover Intention among Nurses: The Mediating Effect of Job Embeddedness
  Ja In Kim, Seok Hee Jeong, Hyoung Eun Chang, Sunmi Kim
  Journal of Korean Academy of Nursing Administration.2025; 31(4): 446.     CrossRef
• Effects of presenteeism on turnover intention in clinical nurses through the serial mediating roles of missed nursing care and job satisfaction: a cross-sectional predictive correlational study
  Hyeonseon Cheon, Seok Hee Jeong, Hyun Kyung Kim, Hyoung Eun Chang
  Journal of Korean Academy of Nursing.2025; 55(4): 584.     CrossRef
• Role of Hi-Tech Call Center Employees’ ESG Activity Recognition in Increasing Corporate Performance via Organizational Identification and Job Satisfaction
  So Ra Park
  Journal of Digital Contents Society.2024; 25(2): 503.     CrossRef
• Impact of Emotional Labor and Positive Psychological Capital on the Turnover Intention of Nurses Caring for Patients with COVID-19: A Descriptive Survey Study
  Mira Kwon, Yeoungsuk Song, Majd T. Mrayyan
  Journal of Nursing Management.2024; 2024: 1.     CrossRef

Purpose
This study aimed to investigate the relationship between' perceived ethical climate, workplace bullying, and turnover intention among hospital nurses.
Methods
This study was conducted with 190 full-time nurses working in hospitals in Korea as participants. Data were collected from online communities using Google Docs from July 22 to July 25, 2022.
Results
Average values were as follows: ethical climate was 3.79±0.60, workplace bullying was 2.31±0.77, and turnover intention was 3.79±0.60. While turnover intention had no correlation with ethical climate, it had a positive relationship with workplace bullying. Workplace bullying was influenced by verbal aggression (β=.48, p=.001), inappropriate task assignment (β=.26, p=.006), monthly salary (β=.18, p=.001), and working department (β=-.13, p=.012). These four variables may explain 60.0% of hospital nurses' turnover intention.
Conclusion
To prevent turnover of hospital nurses, nursing managers should establish nursing career development programs to ensure adequate retention of experienced nurses. The need to provide nurses with communication skills training to prevent verbal attacks and bullying in the workplace has been identified.

Citations

• Effects of Clinical Nurses' Ethical Climate and Ethical Nursing Competence on Moral Distress
  Sun Mi Ha, Yeong Ju Yoon
  Journal of Korean Academy of Nursing Administration.2025; 31(1): 25.     CrossRef

Purpose
This study investigated the effects of nursing unit managers' authentic, transformational, and transactional leadership styles on positive psychological capital and turnover intention in advanced beginner-stage nurses (ABNs).
Methods
The study included 157 nurses with clinical experience ranging form more than one year to less than 3 years in three general hospitals. Data analysis was conducted using the SPSS/WINdows software version 26.0.
Results
Authentic, transformational, and transactional leadership styles of nursing unit managers increased the positive psychological capital of ABNs, thereby lowering their turnover intention. Additionally, the turnover intention of ABNs was negatively correlated with the authentic, transformational, and transactional leadership styles of a nursing unit manager and positive psychological capital. Positive psychological capital showed a mediating effect in the relationship between authentic, transformational, and transactional leadership styles of nursing unit manager and turnover intention of ABNs.
Conclusion
To reduce ABNs turnover, medical institutions and nursing organizations should focus on enhancing nursing unit managers’ transformational and authentic leadership styles. Moreover, as transactional leadership has been found to decrease the turnover intention among ABNs, nursing unit managers should carefully consider their responsibilities and resources allocation to provide conditional compensation support to nurses.

Purpose
This study examined hospital nurses’ perception of work-life balance, nursing work environment, nursing organizational culture, and job satisfaction before turnover, and compared differences in variables between current clinical nurses and non-clinical nurses.
Methods
This descriptive study involved 172 nurses with over six months experience, who changed jobs within the last 5 years in G Province. Data were collected from September 5th-22nd, 2022, and analyzed through independent t-test, one-way ANOVA, and Pearson correlation coefficient using SPSS/WIN 25.0 program.
Results
Total work-life balance (t=3.85, p<.001), work-family balance (t=4.79, p<.001), work-leisure balance (t=2.96, p=.004), work-growth balance (t=3.01, p=.003), and overall work-life balance (t=2.95, p=.004) in work-life balance, the role of professionalism (r=2.05, p=.042) and interpersonal relationships (t=2.59, p=.011) in job satisfaction, the relationship-oriented nursing organizational culture (t=2.68, p=.008), and the nurse-doctor relationship within the nursing work environment (t=2.51, p=.013) were all significantly higher among current clinical nurses than non-clinical nurses.
Conclusion
Hospital-level interventions should be established and implemented to improve work-life balance, the relationship-oriented nursing organizational culture, and job satisfaction through interprofessional relationships to retain hospital nurses.

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.

Citations

• 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
• The Effect of Work Value, Psychological Ownership and Nursing Working Environment on Intention of Retention in Hospital Nurses
  Ji Hey Kim, Yoon Ju Cho, So Eun Jang
  Journal of Korean Critical Care Nursing.2023; 16(3): 62.     CrossRef

Purpose
This study aimed to examine the influence of nurses’ general and job-related characteristics, nursing practice environment, and grit on the intent to stay of operating room nurses.
Methods
This descriptive study focused on 198 operating room nurses employed in university hospitals at Busan metropolitan city and Kyungnam district, with a minimum of six months of experience in the operating room. Data were collected between February 16, 2022 and May 25, 2022, using self-report questionnaires and analyzed using SPSS 21.0.
Results
The average of operating room nurses' intent to stay was 5.01, indicating a high intent to stay. Positive correlations were found between grit(r=.58, p<.001) and nursing practice environment(r=.36, p<.001) with intent to stay. Grit(β=.52, p<.001) and nursing practice environment(β=.13, p=.035) significantly influenced the intent to stay and explained 35% of the variance in the intent to stay.
Conclusion
The findings of this study suggest that strengthening nurses’ grit and providing a healthy practice environment may help increase their intent to stay. Developing a grit-enhancing program, especially one that fosters enthusiasm and perseverance toward long-term goals, can improve operating room nurses’ psychological resources and enhance their willingness to stay.

Citations

• The Influences of Teamwork and Grit on Job Adaptation and Intention to Remain among Advanced Beginner Nurses
  Seon Kyeong Jeong, Kyoung Ja Kim, Eun Ji Choi
  Journal of Korean Academy of Nursing Administration.2024; 30(4): 379.     CrossRef

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

• 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
• The impact of nurses’ career crafting and career satisfaction on career commitment
  Sujeong Han
  The Journal of Korean Academic Society of Nursing Education.2025; 31(3): 337.     CrossRef
• Effects of Person-Environment Fit, Career Commitment, and Organizational Silence on Turnover Intention among Shift-Working Nurses
  Gyeong-Hee Bae, Ji-Won Kim
  The Korean Journal of Health Service Management.2025; 19(3): 43.     CrossRef
• Effects of presenteeism on turnover intention in clinical nurses through the serial mediating roles of missed nursing care and job satisfaction: a cross-sectional predictive correlational study
  Hyeonseon Cheon, Seok Hee Jeong, Hyun Kyung Kim, Hyoung Eun Chang
  Journal of Korean Academy of Nursing.2025; 55(4): 584.     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

Purpose
The purpose of this study was to explore the experiences through which nurses overcame turnover intention when first joining the field. Methods: Study subjects included 10 nurses, each of whom had four to six years of work experience at a general hospital. The experiences of overcoming turnover intentions were analyzed from the perspectives of beginner and experienced nurses, using qualitative contents analysis as a method of deduction. Results: The subjects’ turnover intention was low, with an average score of 2.25±0.35. Five themes and 15 sub-themes were extracted from their experiences. The five themes included: “gaining an understanding of the nursing scene”, “experiencing a support system”, “being satisfied with my job”, “developing into a skilled nurse”, and “overcoming and growing”. Conclusion: Subjects maintained low levels of turnover intention, and they were able handle difficulty and grow into their careers as nurses. These findings may inform the development of programs to overcome turnover intention, specifically in terms of factors affecting norvice nurses’ positive achievement factor.

Citations

• Influential factors of moral distress and job satisfaction on turnover intention of long-term care hospital nurses: A cross-sectional descriptive study
  Ningjie Liu, Sun Mi Ha
  Journal of Korean Gerontological Nursing.2025; 27(2): 216.     CrossRef
• The Experience of turnover to long-term care hospital nurse: A phenomenological qualitative research
  Inhee Choo, Milim Cho, Eunha Kim
  Journal of Korean Gerontological Nursing.2024; 26(4): 392.     CrossRef
• Influences of Organizational Culture, Nursing Workplace Spirituality, and Nurses’ Perceived Health Status on Quality of Nursing Work Life according to Nursing Clinical Ladder
  Hyun Sook Lee, Ju Hyun Jin, Ju Ri Lee, Hye Jin Kim, Yeon Jae Jung
  Journal of Korean Academy of Nursing Administration.2024; 30(1): 31.     CrossRef
• Experiences of Career Nurses Balancing Clinical Nursing with Ongoing Studies
  Yunhyung Kim, Yeonsook Joo, Eun Hee Kang, Jeong Hye Kim
  Journal of Korean Association for Qualitative Research.2024; 9(3): 215.     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
• Examining the experiences of mid-career nurses in hospitals: a phenomenological study
  Yukyung Ko, Soyoung Yu, Bohyun Park
  Contemporary Nurse.2024; 60(4): 333.     CrossRef

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.

Citations

• Effects of Role Conflict, Work Environment, and Meaning of Work on Job Embeddedness among Physician Assistants
  Kwang Hoon Seo, Tae Yeong Yang, Nam Gyu Park, Jung Eun Park
  Journal of Korean Academy of Nursing Administration.2025; 31(3): 249.     CrossRef
• Moderating Effect of Job Satisfaction in the Relationship Between Nursing Work Environment and Turnover Intention: A Perspective From Magnet Hospitals in South Korea
  Wonji Lee, Soyoung Yu
  SAGE Open.2025;[Epub]     CrossRef
• Effect of Nursing Professionalism on Turnover Intention among Nurses: The Mediating Effect of Job Embeddedness
  Ja In Kim, Seok Hee Jeong, Hyoung Eun Chang, Sunmi Kim
  Journal of Korean Academy of Nursing Administration.2025; 31(4): 446.     CrossRef

Purpose
This descriptive correlation study explored the moderating effect of social support and coping in the correlation between experiences of verbal violence and turnover intention among operating room nurses. Methods: The data collection for this study was conducted from July 22 to August 2, 2019, covering 213 operating room nurses working at six general hospitals. Data were analyzed using descriptive statistics, independent t-test, one-way analysis of variance, Pearson’s correlation coefficient, and multiple regression with the SPSS/WIN 25.0 program. Results: The mean scores on the experiences of verbal violence by doctors and nurses, social support, coping and turnover intention were 2.52, 2.33, 3.42, 2.61 and 3.90, respectively. Experiences of verbal violence by doctors (r=.21, p=.002) and nurses (r=.25, p<.001) showed a statistically significant positive correlation with turnover intention. In the relationship between the experiences of verbal violence and turnover intention, social support from coworkers (β=.80, p=.018) and coping (β=-.87, p=.005) had a moderating effect. Conclusion: The experience of verbal violence among operating room nurses affects turnover intention; therefore, there is a need to reduce verbal violence at medical sites, support programs to encourage social support from coworkers, and an effective system to cope with verbal violence.

Citations

• Effects of Verbal Abuse Experience and Communication Competence on Burnout among Operating Room Nurses
  Yesol Byon, Yoon Goo Noh
  Journal of Health Informatics and Statistics.2024; 49(2): 117.     CrossRef

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 explore the effect of meaning of work, job embeddedness, and workplace bullying on turnover intention in university hospital nurses. Methods: Data were collected from 126 nurses in a university hospital with more than 500 beds in C-city. Data analysis was performed using multiple linear regression with the SPSS 25.0 program. Results: Significant factors influencing the turnover intention of hospital nurses were meaning of work, job embeddedness and workplace bullying. Conclusion: Negative significant factors influencing the turnover intention of university hospital nurses were meaning of work and job embeddedness. Workplace bullying was the only positive significant factor influencing turnover intention of university hospital nurses. In order to reduce turnover intention, it is necessary to find an alternative that strengthens the meaning of work and job embeddedness and prevents the workplace bullying.

Citations

• The effects of communication competence, meaning of work, and work-life balance on turnover intention in Generation Z nurses in South Korea: A cross-sectional study
  Kyu-Yeon Jeong, MiRa Yun, Eun-Hi Choi
  Applied Nursing Research.2025; 83: 151952.     CrossRef
• Effects of Role Conflict, Work Environment, and Meaning of Work on Job Embeddedness among Physician Assistants
  Kwang Hoon Seo, Tae Yeong Yang, Nam Gyu Park, Jung Eun Park
  Journal of Korean Academy of Nursing Administration.2025; 31(3): 249.     CrossRef
• Nurses’ job embeddedness and turnover intention: A systematic review and meta-analysis
  Xin Wang, Ming Liu, Angela Y.M. Leung, Xiaoyan Jin, Hongxia Dai, Shaomei Shang
  International Journal of Nursing Sciences.2024; 11(5): 563.     CrossRef
• Development of a Nurse Turnover Prediction Model in Korea Using Machine Learning
  Seong-Kwang Kim, Eun-Joo Kim, Hye-Kyeong Kim, Sung-Sook Song, Bit-Na Park, Kyoung-Won Jo
  Healthcare.2023; 11(11): 1583.     CrossRef
• Impact of workplace bullying and resilience on new nurses' turnover intention in tertiary hospitals
  Gyu Li Baek, EunJu Lee
  Nursing & Health Sciences.2022; 24(4): 801.     CrossRef

Purpose
The purpose of this study was to identify the factors influencing of job stress and positive psychological capital on turnover intention among novice nurses. Methods: A descriptive correlational study design was used. Participants were 161 novice nurses with less than 12 months of work at one of two university hospitals in D city. Collected data were analyzed using descriptive statistics, t-test, ANOVA, Scheffé test, Pearson’s correlation, and multiple regression analysis with the SPSS statistics 23.0 program. Results: Factors Influencing turnover intention were satisfaction with salary (β=.18, t=2.47, p=.015), length of work (β=.20, t=2.91, p=.004), satisfaction with relationships with (β=.17, t=2.52, p=.013), job stress (β=.18, t=2.52, p=.012) and positive psychological capital (β=-.27, t=-3.90, p<.001). These variables accounted for 25.0% of novice nurses’ turnover intention. Conclusion: To prevent novice nurse turnover and a stable workforce management, it is necessary, in considering work periods, to develop an appropriate compensation system, apply programs to improve interpersonal relations, develop and provide programs to reduce job stress and improve positive psychological capital.

Citations

• The Moderating Effect of Calling in the Relationship between Post-Traumatic Stress and Turnover Intention of Nurses Who Cared for COVID-19 Patients
  Min Ju Woo, Bu Kyung Park
  Journal of Korean Academy of Nursing Administration.2025; 31(1): 75.     CrossRef
• Factors influencing the reality shock of new dental hygienists
  Hee-Hong Min, Hye-Jin Lee
  Journal of Korean Society of Dental Hygiene.2025; 25(1): 79.     CrossRef
• Psychological Capital and Turnover Intention: The Mediating Role of Burnout among Healthcare Professionals
  Laura Zambrano-Chumo, Ruben Guevara
  International Journal of Environmental Research and Public Health.2024; 21(2): 185.     CrossRef
• Factors Affecting the Field Adaptation of Early-Stage Nurses in South Korea
  Eunhee Hwang, Miyeong Kim, Yunkyeong Lee
  Healthcare.2024; 12(14): 1447.     CrossRef
• A Survey on Situation-related Communication Educational Needs for Novice Intensive Care Unit Nurses
  Wonjung Hwang, Jeongmin Ha, Dahye Park
  Journal of Korean Critical Care Nursing.2024; 17(1): 17.     CrossRef
• Trajectories of Wok Adjustment and Influencing Factors Among Newly Registered Nurses
  Sunghee Park, Jin-Hee Park, Ju-Eun Song, Sun Hyoung Bae, Kyoungja Kim, Youngjin Lee
  Asian Nursing Research.2024; 18(1): 36.     CrossRef
• Effect of Nurses’ Person-Environment Fit on Positive Psychological Capital, Career Commitment, and Turnover Intention
  Hyeon Ju Kim, Myun Sook Jung, Eun Ju Heo
  Journal of Korean Academy of Nursing Administration.2023; 29(2): 169.     CrossRef
• The Influence of Grit and Resilience on the Retention Intention of New Nurses
  Jee Eun Kim, Jun Ok You, Geun-Hee Kim, Soon-Young Nam, Kyungok Park, Moonhyang Kim
  Journal of Korean Academy of psychiatric and Mental Health Nursing.2023; 32(3): 315.     CrossRef
• Impact of workplace bullying and resilience on new nurses' turnover intention in tertiary hospitals
  Gyu Li Baek, EunJu Lee
  Nursing & Health Sciences.2022; 24(4): 801.     CrossRef
• Occupational Stress in Korean Hospital Nurses: Secondary Data Analysis of the Development of a Korean Nurses’ Occupational Stress Scale
  MiRa Yun, Heechong Baek, In A Kim, Jung-Min Sung
  Journal of Korean Academy of Nursing Administration.2022; 28(4): 393.     CrossRef
• A Phenomenological Study of the Lived Experience of Nurses Caring for Patients with COVID-19 in Korea
  Hee Oh, Na Kyoung Lee
  Journal of Korean Academy of Nursing.2021; 51(5): 561.     CrossRef

Purpose
This study was done using quantile regression to identify the factors affecting nurses’ turnover intention. Methods: A sample of 163 nurses, who had worked in hospitals for more than 6 months, was recruited from two online nursing communities. Data were collected through self-report questionnaires, which included turnover intention, workplace bullying, empowerment, and sociodemographic and job characteristics. Collected data were analyzed using ANOVA, Kruskal-Wallis test, Mann-Whitney U test, Spearman correlation coefficients, and quantile regression. Results: The factors affecting turnover intentions by quantile were partially different, but the predicting factors over 50% quantile were workplace bullying (Q50, b=0.15, p=.002; Q75, b=0.10, p=.025; Q90, b=0.12, p=.012), structural empowerment (Q50, b=-0.64, p<.001; Q75, b=-0.55, p=.005) and experience in current unit (Q75, b=-0.04, p=.013; Q90: b=-0.05, p=.002). Conclusion: Different factors have an influence on nurses’ turnover intention level. Nursing organizations need to develop customized management strategies to address nurses' turnover intention levels based on policies that reduce workplace bullying and strengthen structural empowerment.

Citations

• The Impact of Nursing Organizational Culture and Workplace Bullying on Nursing Performance
  Naeyoung LEE
  THE JOURNAL OF FISHERIES AND MARINE SCIENCES EDUCATION.2025; 37(5): 1272.     CrossRef
• Relationship between Ethical Climate, Workplace Bullying, and Turnover Intention of Hospital Nurses in Korea
  Mi-Aie Lee, Hyun Ju Park, Bonghwa Kim
  Journal of Korean Academy of Nursing Administration.2023; 29(4): 457.     CrossRef
• Relationship between a University Hospital Nurses’ Structural Empowerment and Quality of Nursing Work Life: Mediating Effect of Psychological Empowerment
  Eun Bee Baek, Sun Hyoung Bae
  Journal of Health Informatics and Statistics.2022; 47(2): 159.     CrossRef

Purpose
The purpose of this study was to identify the effects of organizational justice, organizational culture and emotional intelligence on intention to stay in reemployed nurses. Methods: Data were collected from 154 reemployed nurses working in the two university hospitals located in G Province. Data were analyzed using t-test, ANOVA, Pearson’s Correlation Coefficient and Multiple Regression Analysis with SPSS/WIN 25.0. Results: Factors influencing intention to stay in the participants were period willing to stay (β=.36, p<.001), emotional intelligence (β=.35, p<.001), career break (β=.16, p=.015), organizational justice (β=.14, p=.046). The total explanatory power was 31%. Conclusion: In this study, organizational justice, emotional intelligence, career interruption, period willing to stay were found to be influential factors affecting intention to stay in reemployed nurses. A systematic intervention program for emotional intelligence is needed to increase the intention of retention in reemployed nurses. Further, human resource managers and specialists should consider organizational justice when designing the talent retention strategies.

Citations

• Influence of Nurses' Moral Distress and Ethical Nursing Competence on Retention Intention
  Ji-Hyun Choi, Mi-Jin Byun, Thi Ninh Do
  Journal of Korean Academy of Nursing Administration.2025; 31(1): 36.     CrossRef
• Effect of emotional intelligence and organizational culture on clinical reasoning competence among oncology nurses
  Mijeong Gu, Yoonjung Kim, Hyeji Shin
  European Journal of Oncology Nursing.2025; 79: 103038.     CrossRef
• Effects of Professional Self-concept and Nursing Organizational Culture on Intention of Retention of Middle-aged Nurses
  Jinju Kim, Yeongmi Ha
  Journal of Korean Academy of Nursing Administration.2024; 30(2): 130.     CrossRef
• The Influence of Transformational Leadership and Organizational Justice on Intention to Stay with Mediated Work Engagement
  Gregorius Deri Saputra, Giriati, Hasanudin, Ahmad Shalahuddin
  Ilomata International Journal of Management.2024; 6(2): 539.     CrossRef
• Exploring research trends in nursing organizational culture using topic modeling
  Eun-Jun Park, Chan Sook Park
  The Journal of Korean Academic Society of Nursing Education.2024; 30(4): 371.     CrossRef
• Factors Influencing Clinical Nurses’ Perception of Structural and Content Career Plateau
  Ji Hye Kim, Ji Yun Lee
  Journal of Korean Academy of Nursing.2024; 54(4): 534.     CrossRef
• The Effect of Work Value, Psychological Ownership and Nursing Working Environment on Intention of Retention in Hospital Nurses
  Ji Hey Kim, Yoon Ju Cho, So Eun Jang
  Journal of Korean Critical Care Nursing.2023; 16(3): 62.     CrossRef
• The impact of organizational justice on intention to stay: The mediating role of organizational commitment
  Shatha Mahfouz, Mutia Sobihah Abd Halim, Ayu Suriawaty Bahkia, Noryati Alias
  Corporate Governance and Organizational Behavior Review.2022; 6(1): 139.     CrossRef
• Workplace spirituality and organizational justice in turnover intention of mental health professionals at small‐sized centres
  Eunmi Hwang, Yeojin Yi
  Journal of Nursing Management.2022; 30(1): 328.     CrossRef
• The Factors That Affect Turnover Intention According to Clinical Experience: A Focus on Organizational Justice and Nursing Core Competency
  Hanna Choi, Sujin Shin
  International Journal of Environmental Research and Public Health.2022; 19(6): 3515.     CrossRef

Purpose
This study was done to identify the effect of adversity quotient and reality shock on the turnover intention among new nurses in general hospitals. Methods: Participants were 158 new nurses in general hospitals. A survey was used and data were collected in April 2019. Data were analyzed using the IBM SPSS/WIN 22.0 program. Results:The significant predictors for the turnover intention of new nurses were training status (β=.38), age (β=.19) and reality shock (β=.51). These variables explained 46.3% of the variance in turnover intention of nurses. Also, reality shock had a total mediating effect on the relationship between adversity quotient and turnover intention.
Conclusion
Findings indicate that adversity quotient and reality shock are important factors for turnover intention of new nurses in general hospitals.

Citations

• Learners' Experiences With First-Person Perspective Video Debriefing Using Smart Glasses in Nursing Simulation Education
  Jiyoung Kim, Mingyo Seo, Hyunjung Shin
  Clinical Simulation in Nursing.2024; 94: 101590.     CrossRef
• Influence of Nursing Practice Readiness and Social Support from Clinical Nurse Educators on Reality Shock among Newly Graduated Nurses
  Kyoung Hee Youn, Eun Hee Jang
  Journal of Korean Academy of Nursing Administration.2024; 30(5): 494.     CrossRef
• Effects of Resilience, Nursing Managers’ Empowering Leadership on Turnover Intention among New Nurses: Mediating role of Transition Shock
  Hyun Jin Jung, Hyun Kyung Kim, Seok Hee Jeong
  Journal of Korean Academy of Nursing Administration.2024; 30(3): 212.     CrossRef

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.

Citations

• Influential factors of moral distress and job satisfaction on turnover intention of long-term care hospital nurses: A cross-sectional descriptive study
  Ningjie Liu, Sun Mi Ha
  Journal of Korean Gerontological Nursing.2025; 27(2): 216.     CrossRef
• Clinical Nurses’ Job Embeddedness and Its Relationship to Professional Identity, Organizational Climate, and Compassion Fatigue: A Structural Equation Model
  Shuqi Zhai, Congcong Dai, Qinqin Liu, Yifan Lu, Chaoran Chen, Haibo Xu
  Journal of Nursing Management.2025;[Epub]     CrossRef
• Nurses’ job embeddedness and turnover intention: A systematic review and meta-analysis
  Xin Wang, Ming Liu, Angela Y.M. Leung, Xiaoyan Jin, Hongxia Dai, Shaomei Shang
  International Journal of Nursing Sciences.2024; 11(5): 563.     CrossRef
• The impact of perceived organizational justice on young nurses’ job performance: a chain mediating role of organizational climate and job embeddedness
  Jiamei Song, Xindi Shi, Xiaojia Zheng, Guangli Lu, Chaoran Chen
  BMC Nursing.2024;[Epub]     CrossRef
• Factors Influencing Job Embeddedness in Emergency Room Nurses: Focus on Positive Psychological Capital, Gratitude, and Anger Expression
  Sa Rang Joo, Mi-Jung Kang
  Journal of Korean Academy of psychiatric and Mental Health Nursing.2024; 33(4): 383.     CrossRef
• Structure equation modeling of job embeddedness in general hospital nurses
  Kyoung Mi Kim, So Yeun Jun, Hyeon Jeong Ju, Youn Hyang Lee, Kyung Mi Woo
  The Journal of Korean Academic Society of Nursing Education.2022; 28(2): 204.     CrossRef

Purpose
The purpose of this study was to investigate the effects of head nurses’ authentic leadership, job satisfaction and organizational commitment as perceived by newly licensed nurses and to identify related factors influencing turnover intention.
Methods
A descriptive survey study was conducted with survey data collected between September 9 and 27, 2019 from 190 newly licensed nurses. The data was analyzed using statistical methods including descriptive statistics, frequency analysis, independent t-test, Pearson correlation coefficients, and multiple linear regression employing SPSS 24.0.
Results
The analysis results show that the turnover intention had positive correlations with the total work experience and work experience with a head nurse, while negative correlations were found with job satisfaction and organizational commitment. The factors affecting the dependent variable of turnover intention were analyzed as the total work experience (β=23, p=.014) and organizational commitment (β=-.68, p<.001). In addition, the explanation ability of turnover intention of newly licensed nurses was 48% (F=36.06, p<.001).
Conclusion
The results show that even after their preceptee period, there is a need for systematic long-term job-training programs to enhance the work adaptability and organizational commitment of newly licensed nurses.

Citations

• The Effect of Metacognition on Retention Intention in New Nurses: The Double Mediation Effect of Job Satisfaction and Organizational Commitment
  Solmi Min, Miyoung Kim
  Journal of Korean Academy of Nursing Administration.2025; 31(3): 322.     CrossRef
• Relationships between Preferred Leadership Styles, Generational Conflict, and Organizational Commitment among Millennial and Generation Z Nurses
  So Yeon Kim, Soo-Hyun Nam, JungMin Lee
  The Korean Journal of Health Service Management.2025; 19(2): 79.     CrossRef
• The mediating effect of job embeddedness on the nursing work environment and transition shock among new nurses: A cross-sectional study
  Siqi Zhou, Jun Ma, Sisi Fan, Honghong Wang, Wenhong An, Lu Li, Tao Xiao
  Nurse Education in Practice.2024; 78: 104034.     CrossRef
• Relationships among basic psychological needs, organizational commitment, perceived authentic leadership and turnover intention in Korean nurses: A cross‐sectional study
  Jina Hwang, Eun Kyeung Song, Sangjin Ko
  Journal of Nursing Management.2022; 30(7): 2176.     CrossRef

Purpose
The aim of this research was to identify, appraise and synthesize available evidence exploring new nurses' experiences of turnover.
Methods
The qualitative meta-synthesis method suggested by Thomas and Harden was used. Qualitative research articles considered for inclusion in the review were identified through an extensive search of relevant literature in scientific databases. Data were extracted from the aforementioned articles, and qualitative research findings were pooled according to Thomas and Harden's review process. This process involved the categorization of findings according to similarity of meaning and aggregation of these sub-themes to produce a comprehensive set of synthesized themes.
Results
A total of 4 research articles met the inclusion criteria and were included in the review. The review process resulted in 30 sub-themes that were aggregated into 10 themes: ineffective education; overwhelming work; personal maltreatment by doctors, career nurses, patients and caregivers; lack of professional vision; suffering; fear; loss of confidence; isolation; cynical reaction to turnover; new beginning and growth.
Conclusion
These findings illuminated the necessity of educational, organizational, emotional and social support for new nurses to help them accomplish their developmental tasks during their transition, as well as the need for this support to continue even after the turnover.

Citations

• Factors influencing perceived preceptor empathy and nursing practice readiness on field adaptation of new nurses in South Korea: a cross-sectional descriptive study
  Kyeungyeun Jang, Hanna Choi
  Journal of Korean Biological Nursing Science.2025; 27(1): 94.     CrossRef
• Leadership of Novice and Advanced Beginner Nurses: A Systematic Review and Meta-Analysis
  Sunmi Kim, Myoung Hee Seo, Seok Hee Jeong
  Journal of Korean Academy of Nursing Administration.2025; 31(4): 371.     CrossRef
• The Experience of turnover to long-term care hospital nurse: A phenomenological qualitative research
  Inhee Choo, Milim Cho, Eunha Kim
  Journal of Korean Gerontological Nursing.2024; 26(4): 392.     CrossRef
• Health and medical experience of migrant workers: qualitative meta-synthesis
  Hyun-Jin Cho, Kyoungrim Kang, Kyo-Yeon Park
  Archives of Public Health.2024;[Epub]     CrossRef
• Development of a Patient Safety Simulation Program for New Nurses in the Intensive Care Unit
  Su Jin Jung, Jin-Hee Park
  Journal of Korean Academy of Fundamentals of Nursing.2024; 31(1): 100.     CrossRef
• Experiences of Recording Electronic Nursing Notes among Ward Nurses in Two Hospitals
  Hyunmi Hwang, Geun-Hee Kim, Yeoungsuk Song
  Journal of Korean Academy of Fundamentals of Nursing.2024; 31(4): 396.     CrossRef
• The Experiences of Overcoming Turnover Intention among Experienced Nurses
  Min Jeong Kwon, Kyung Mi Sung
  Journal of Korean Academy of Nursing Administration.2023; 29(1): 32.     CrossRef
• Development of a Nurse Turnover Prediction Model in Korea Using Machine Learning
  Seong-Kwang Kim, Eun-Joo Kim, Hye-Kyeong Kim, Sung-Sook Song, Bit-Na Park, Kyoung-Won Jo
  Healthcare.2023; 11(11): 1583.     CrossRef
• Quality of clinical nursing education for new graduate nurses: A concept analysis with a hybrid model
  Heehwa Choi, Sujin Shin
  The Journal of Korean Academic Society of Nursing Education.2023; 29(1): 27.     CrossRef
• Impact of workplace bullying and resilience on new nurses' turnover intention in tertiary hospitals
  Gyu Li Baek, EunJu Lee
  Nursing & Health Sciences.2022; 24(4): 801.     CrossRef
• Re-employment Hospital Types of Early Career Nurses and Changes in Work-Life Balance
  Eun-Young Kim, Yun-Kyung Oh
  STRESS.2022; 30(3): 163.     CrossRef
• Verbal violence and turnover intention among new nurses in Korea: A time‐lagged survey
  Ae Kyung Chang, Ah Young Kim
  Journal of Nursing Management.2022; 30(6): 1823.     CrossRef
• Factors Influencing Re-Employment of Newly Graduated Nurses: Longitudinal Study
  Yun Kyung Oh, Eun-Young Kim
  Journal of Korean Academy of Nursing.2021; 51(2): 162.     CrossRef

Purpose
The purpose of this study was to identify the effects of nursing organizational culture, organizational health, and job crafting on intent to stay among registered nurses. Methods: A cross sectional study design was used in this study. The participants were 210 nurses working at three hospitals in B city, South Korea. Data were collected from March 2 to 31 2018. A self-report questionnaire was used. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients, and multiple regression analyses with the IBM/SPSS 25.0 for Window Program.
Results
Factors affecting intent to stay among registered nurses included relation oriented culture of nursing organization (β=.17, p=.029), organizational health (β=.16, p=.043), job crafting (β=.17, p=.031), and age(β= .25,p<.001), and these variables explained 25.0% of intent to stay (F=17.37, p<.001).
Conclusion
These findings show that there is a correlation between relation oriented culture of nursing organizational culture, organizational health, job crafting, and intent to stay among registered nurses. In order to increase nurses’ retention, it is important to establish a relation oriented culture in the nursing organization and to improve organizational health. Also, more attention should be paid to create positive job crafting to increase nurses’ intent to stay.

Citations

• Impact of Professional Quality of Life on Turnover Intention among General Hospital Nurses: A Comparative Study Using Linear and Nonlinear Analysis Methods
  Mi-Jin Park, Il-Ok Kim
  Journal of Korean Academy of Nursing Administration.2025; 31(1): 132.     CrossRef
• Influence of Nurses' Moral Distress and Ethical Nursing Competence on Retention Intention
  Ji-Hyun Choi, Mi-Jin Byun, Thi Ninh Do
  Journal of Korean Academy of Nursing Administration.2025; 31(1): 36.     CrossRef
• Factors Affecting Retention Intention Among Married Nurses With Preschool-Aged Children
  Hyeseon Shin, Minjeong Jo
  Advances in Nursing Science.2025; 48(2): 177.     CrossRef
• Intentions to leave the job and nursing profession among nurses in Kenya’s referral hospitals: exploring the effects of organizational culture, work-related stress and job satisfaction
  Evans Kasmai Kiptulon, Miklós Zrínyi, Adrienn Ujváriné Siket
  BMC Nursing.2025;[Epub]     CrossRef
• Development and Validation of the Clinical Nurses' Job Crafting Scale
  Eunha Jeong, Sujeong Han
  Journal of Korean Academy of Nursing Administration.2025; 31(3): 333.     CrossRef
• The Impact of Nursing Organizational Culture and Workplace Bullying on Nursing Performance
  Naeyoung LEE
  THE JOURNAL OF FISHERIES AND MARINE SCIENCES EDUCATION.2025; 37(5): 1272.     CrossRef
• Exploring research trends in nursing organizational culture using topic modeling
  Eun-Jun Park, Chan Sook Park
  The Journal of Korean Academic Society of Nursing Education.2024; 30(4): 371.     CrossRef
• Effects of Professional Self-concept and Nursing Organizational Culture on Intention of Retention of Middle-aged Nurses
  Jinju Kim, Yeongmi Ha
  Journal of Korean Academy of Nursing Administration.2024; 30(2): 130.     CrossRef
• Effects of Clinical Nurses’ Job Crafting on Organizational Effectiveness Based on Job Demands-Resource Model
  Eun Young Lee, Eungyung Kim
  Journal of Korean Academy of Nursing.2023; 53(1): 129.     CrossRef
• Development and Evaluation of Passion Continuation Program based on GRIT Theory for Nurses in COVID-19 Pandemic: A Non-Randomized Experimental Study
  Do-Young Lee, Nam-Joo Je, Yoon Jung Kim, Chunseon Jang, Hyun-Ju Kim
  Journal of Korean Academy of Fundamentals of Nursing.2023; 30(3): 357.     CrossRef
• Determining the Role of Employee Engagement in Nurse Retention along with the Mediation of Organizational Culture
  Ridhya Goyal, Gurvinder Kaur
  Healthcare.2023; 11(5): 760.     CrossRef
• Intention to Stay in Specialist Trauma Nurses: Relationship With Role Conflict, Stress, and Organizational Support
  Jeong Eun Yoon, Ok-Hee Cho
  Journal of Trauma Nursing.2022; 29(1): 21.     CrossRef
• Effects of Job Crafting and Job Engagement on Career Management Behavior among Public Institution Nurses: Mediating Effect of Job Engagement
  Seohyun Kwon, Taewha Lee
  Journal of Korean Academy of Nursing Administration.2022; 28(3): 261.     CrossRef
• Concept Analysis of Nurses’ Job Crafting
  Sujeong Han, Eunha Jeong
  Journal of Korean Academy of Fundamentals of Nursing.2022; 29(3): 375.     CrossRef
• Effects of Positive Psychological Capital, Job Crafting and Job Satisfaction on Intention of Retention in Hospital Nurses
  Eun-Ah Lee, Yeongmi Ha
  Journal of Korean Academy of Nursing Administration.2022; 28(5): 586.     CrossRef
• The mediating effect of workplace incivility on organization culture in South Korea: A descriptive correlational analysis of the turnover intention of nurses
  Yoon Heui Lee, Jumi Lee, Soo‐Kyoung Lee
  Journal of Nursing Scholarship.2022; 54(3): 367.     CrossRef
• Effect of Self-efficacy, Resilience, and Nursing Work Environment on Intent to Stay among Newly Graduated Nurses in General Hospitals
  Ju Na Jeon, Seung-Hee Lee
  Journal of Korean Academy of Nursing Administration.2021; 27(4): 291.     CrossRef
• Development of Job Crafting Intervention Program for Hospital Nurses: Effects on Organizational Commitment, Embeddedness, and Organizational Well-being
  Mi Suk Hyun
  Journal of Korean Academy of Nursing Administration.2021; 27(5): 366.     CrossRef

Purpose
The purpose of this study was to identify workplace violence experience of new nurses and to investigate effects on organizational variables. Workplace violence experience can lead to new nurses developing negative attitudes towards nursing jobs. A safe organizational culture in which new nurses can work while being protected from workplace violence must be established.
Methods
An online survey was conducted with 180 nurses. Collected data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients, and regression analysis.
Results
The total score for workplace violence experience of new nurses was 1.75±0.55. There was a statistically significant negative correlation between verbal (r=-.32, p <.001), threatening (r=-.26, p <.001), and total (r=-.28, p <.001) workplace violence experience and job satisfaction, and a positive correlation between verbal (r=.18, p =.016), threatening (r=.17, p =.024), total (r=.17, p =.021) and turnover intention, respectively. Verbal violence experience was found to be a significant factor influencing job satisfaction, and the explanatory power of the model was 9.5%.
Conclusion
Based on the results of this study, it is necessary to develop a workplace violence prevention program for new nurses and a procedure and reporting system to cope with workplace violence. Furthermore, there is a need to expand a culture of mutual cooperation and a nonviolent atmosphere.

Citations

• Predicting New Graduate Nurses’ Retention during Transition Using Decision Tree Methods: A Longitudinal Study
  Taewha Lee, Yea Seul Yoon, Yoonjung Ji
  Journal of Nursing Management.2024; 2024: 1.     CrossRef
• Influences of Job Stress and Positive Psychological Capital on Turnover Intention among Novice Nurses
  Soonjeong Kwon, Moonhee Gang
  Journal of Korean Academy of Nursing Administration.2021; 27(3): 159.     CrossRef
• Factors Influencing Re-Employment of Newly Graduated Nurses: Longitudinal Study
  Yun Kyung Oh, Eun-Young Kim
  Journal of Korean Academy of Nursing.2021; 51(2): 162.     CrossRef

PURPOSE
The purpose of this study was to describe differences in turnover intention according to work period for new nurses and to explore factors influencing differences in turnover intention.
METHODS
A longitudinal survey design was used. A structured questionnaire regarding CC (Clinical competence), MNC (Missed Nursing Care), WE (Work Engagement) and turnover intention was administered twice(at 2 months and 5 months of employment) to 98 new nurses working at a tertiary hospital.
RESULTS
The regression model with each of the differences for MNC, WE, and subjective satisfaction with department against differences of turnover intention was statistically significant (F=11.98, p < .001). This model explained 26% of differences in turnover intention (Adj. R²=.26). Especially, differences in WE (β=-.43, p < .001), and differences in MNC (β=.18 p=.044) were identified as factors influencing differences in turnover intention.
CONCLUSION
The turnover intention of new nurses decreased between the first 2 months and 5 months and this difference was influenced by WE and MNC. Therefore, it is necessary to provide social and institutional supports such as effective adaptation programs with sufficient periods of time for newly graduated nurses.

Citations

• The mediating effect of transition shock on the relationship between readiness for practice and turnover intention of new graduate nurses in South Korea: A longitudinal study
  Taewha Lee, Eunkyung Kim, Yoonjung Ji
  Nurse Education Today.2024; 143: 106394.     CrossRef
• Effect of Transition Shock on Intention to Stay in Newly Graduated Nurses : The Mediating Effect of Positive Psychological Capital
  Hyuna Kam, Chanhee Kim, Yeonok Yoon, Heeyoung Shin, Junghwa Lee, Myoungohk Kim
  Journal of Korean Critical Care Nursing.2024; 17(3): 25.     CrossRef
• Trajectories of Wok Adjustment and Influencing Factors Among Newly Registered Nurses
  Sunghee Park, Jin-Hee Park, Ju-Eun Song, Sun Hyoung Bae, Kyoungja Kim, Youngjin Lee
  Asian Nursing Research.2024; 18(1): 36.     CrossRef
• Temporal Exploration of New Nurses’ Field Adaptation Using Text Network Analysis
  Shin Hye Ahn, Hye Won Jeong, Seong Gyeong Yang, Ue Seok Jung, Myoung Lee Choi, Heui Seon Kim
  Journal of Korean Academy of Nursing.2024; 54(3): 358.     CrossRef
• Examining the experiences of mid-career nurses in hospitals: a phenomenological study
  Yukyung Ko, Soyoung Yu, Bohyun Park
  Contemporary Nurse.2024; 60(4): 333.     CrossRef
• South Korean Nurse Residency Program for New Graduates: A Posttest Study
  Jihye Song, Kyunghee Kim, Yunjung Jang
  The Journal of Continuing Education in Nursing.2024; 55(8): 393.     CrossRef
• The Experiences of Overcoming Turnover Intention among Experienced Nurses
  Min Jeong Kwon, Kyung Mi Sung
  Journal of Korean Academy of Nursing Administration.2023; 29(1): 32.     CrossRef
• Reliability and Validity Analysis of the Korean Version of the Affinity for Technology Interaction Scale
  Taehui Kim, Seyeon Park, Miri Jeong
  Healthcare.2023; 11(13): 1951.     CrossRef
• A survival analysis approach to determine factors associated with non-retention of newly hired health workers in Iran
  Vahid Ghavami, Seyed Saeed Tabatabaee
  BMC Health Services Research.2023;[Epub]     CrossRef
• Health-Related Factors Influencing Nurse Turnover by Clinical Career: A Secondary Data Analysis of Clinical Nurses in South Korea
  Jiwon Kang, Youngjin Lee
  International Journal of Environmental Research and Public Health.2022; 19(22): 15222.     CrossRef
• Verbal violence and turnover intention among new nurses in Korea: A time‐lagged survey
  Ae Kyung Chang, Ah Young Kim
  Journal of Nursing Management.2022; 30(6): 1823.     CrossRef
• Retention Rates and the Associated Risk Factors of Turnover among Newly Hired Nurses at South Korean Hospitals: A Retrospective Cohort Study
  Yunmi Kim, Hyun-Young Kim
  International Journal of Environmental Research and Public Health.2021; 18(19): 10013.     CrossRef
• Turnover Rates and Factors Influencing Turnover of Korean Acute Care Hospital Nurses: A Retrospective Study Based on Survival Analysis
  Bohyun Park, Yukyung Ko
  Asian Nursing Research.2020; 14(5): 293.     CrossRef

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.

Citations

• The influence of tertiary hospital nurses’ ageism, empathy, and work intensity on the performance of geriatric nursing: A cross-sectional study
  Jang mi Park, Jung Suk Park
  Journal of Korean Gerontological Nursing.2025; 27(1): 74.     CrossRef
• Comparison of Burnout, Accountability, Nursing Competency, and Quality of Nursing Services among Nurses under the Functional Nursing Method and Team Nursing Method
  Sun Kyung Park, Seong-Hi Park
  Journal of Korean Academy of Nursing Administration.2025; 31(4): 385.     CrossRef
• Nurses’ job embeddedness and turnover intention: A systematic review and meta-analysis
  Xin Wang, Ming Liu, Angela Y.M. Leung, Xiaoyan Jin, Hongxia Dai, Shaomei Shang
  International Journal of Nursing Sciences.2024; 11(5): 563.     CrossRef
• The Mediating Effects of Perceived Organizational Support and Perceived Supervisor Support in the Relationship between Clinical Nurses’ Organizational Citizenship Behavior and Turnover Intention
  Kyungmi Lee, Hye Suk Jun
  Journal of Korean Academy of Nursing Administration.2024; 30(1): 11.     CrossRef
• Burnout and Its Influencing Factors among Hospital Nurses: A Cross-Sectional Study
  Kyeoung Ae Lee, Hye-Ja Park
  Journal of Health Informatics and Statistics.2023; 48(2): 157.     CrossRef
• Impact of Job Rotation Stress on Nursing Work Performance among Clinical Nurses: Mediating Effects of Job Embeddedness and Moderated Mediating Effects of Resilience
  Jeong A Jeong, Seok Hee Jeong, Hyun Kyung Kim, Hee Sun Kim
  Journal of Korean Academy of Nursing Administration.2023; 29(5): 503.     CrossRef
• Influence of Nursing Practice Readiness and Resilience on the Nursing Performance among New Nurses
  Hae Ok Kim, Mun Hee Nam, Yo Na Kim
  Journal of Korean Academy of Nursing Administration.2022; 28(4): 352.     CrossRef
• Impact of workplace bullying and resilience on new nurses' turnover intention in tertiary hospitals
  Gyu Li Baek, EunJu Lee
  Nursing & Health Sciences.2022; 24(4): 801.     CrossRef
• Consequences of abusive supervision on Indian service sector professionals: a PLS-SEM-based approach
  Shalini Srivastava, Sajeet Pradhan, Lata Bajpai Singh, Poornima Madan
  International Journal of Conflict Management.2022; 33(4): 613.     CrossRef
• Effects of job embeddedness and nursing working environment on turnover intention among trauma centre nurses: A cross‐sectional study
  Hye Ju Lee, Soo‐Kyoung Lee
  Journal of Nursing Management.2022; 30(7): 2915.     CrossRef
• Effects of Meaning of Work, Job Embeddedness, and Workplace Bullying on Turnover Intention of Nurses in a University Hospital
  Young Suk Sim, Gui Sook Shim, Bong Hi Sim, Joo Hyun Sung
  Journal of Korean Academy of Nursing Administration.2021; 27(4): 227.     CrossRef
• Linking workplace ostracism to turnover intention: A moderated mediation approach
  Lata Bajpai Singh, Shalini Srivastava
  Journal of Hospitality and Tourism Management.2021; 46: 244.     CrossRef
• Influence of Job Embeddedness and Resilience on Turnover Intention in Dental Hygienists
  Ji-Min Hwang, Ji-Hyoung Han
  Journal of Dental Hygiene Science.2020; 20(3): 171.     CrossRef
• Relationship of Workplace Violence to Turnover Intention in Hospital Nurses: Resilience as a Mediator
  Hyun-Jung Kang, Jaeyong Shin, Eun-Hyun Lee
  Journal of Korean Academy of Nursing.2020; 50(5): 728.     CrossRef

PURPOSE
This study was done to analyze the problems and desired work conditions of nursing organizations in small-medium hospitals.
METHODS
Delphi Technique was used. In the first stage, the work conditions of nurses in small-medium hospitals were identified through a literature review. In the second stage, through 3 consultations with 20 nurse advisory groups, feedback was received on the desired work conditions for nurses in small-medium hospitals. In the third stage, 415 nurses and nurse managers were selected to examine the content validity and importance of the desired work conditions identified in the second stage.
RESULTS
Sixty-four items were developed along eight domains of desired work conditions for nurses in small-medium hospitals. The survey on the desired work conditions revealed the following in order of importance: ‘wages’, ‘personnel’, ‘job’, ‘work hours’, ‘welfare’, ‘education’, ‘culture’, and and ‘other incentives’.
CONCLUSION
The results of this study suggest that small-medium hospitals need to recognize the desired work conditions desired by nurses and accordingly change policies through the efforts of hospitals and professional groups.

Citations

• Retention and Associated Factors among Nurses in Small- and Medium-Sized Hospitals across South Korea
  Eun Mi Kim, Su Jung Choi, mi sug Lee, Hyun Jin Park, Jeong Yun Park
  Journal of Korean Critical Care Nursing.2025; 18(3): 16.     CrossRef
• The mediating effect of workplace incivility on organization culture in South Korea: A descriptive correlational analysis of the turnover intention of nurses
  Yoon Heui Lee, Jumi Lee, Soo‐Kyoung Lee
  Journal of Nursing Scholarship.2022; 54(3): 367.     CrossRef
• Nurse allocation in hospital: hybridization of linear regression, fuzzy set and game-theoretic approaches
  REKHA SAHU, SUJIT DAS, SATYA RANJAN DASH
  Sādhanā.2022;[Epub]     CrossRef
• The hopes of nurses who care for people diagnosed with chronic mental illness in closed wards
  Kyung Mi Sung, Sun Ah Park, Jin Hee Ham
  Perspectives in Psychiatric Care.2021; 57(3): 989.     CrossRef
• Nurses’ Night Shift Experience in Small-Medium Sized Psychiatric Hospitals
  Young-Ah Kim, Hee-Jung Kim
  Stress.2020; 28(3): 133.     CrossRef

PURPOSE
The study was undertaken to investigate influence of nurses' work environment, organizational commitment, and nursing professionalism on turnover intention of nurses working in long term care hospitals.
METHODS
The study was cross-sectional study. Participants were 199 nurses working in one of 7 long term care hospitals. Data were collected from May 1 to June 30, 2016 and analysed using two stage hierarchial regression analysis with SPSS 22.0.
RESULTS
There was a statistically significant difference in turnover intention according to age (F=6.23, p < .001), present work career (t=−2.11, p=.036), frequency of night duty (t=−3.53, p=.001), and present position (t=−4.07, p < .001). The significant predictors of turnover intention were attachment (β=−0.29, p=.005), nursing professionalism (β=−.21, p=.030), identification (β=−.21, p=.014), continuance (β=−.19, p=.008), collegial nurse-physician relations (β=−.16, p=.039), and originality of nursing (β=.16, p=.014). These factors explained 50.4% of the variance.
CONCLUSION
The results suggest that several points need to be considered in order to reduce turnover intention in long term care hospital nurses. These points include building work environments to improve collegial nurse-physician relations, promoting recognition of nurses' organizational commitment, nursing professionalism and the political efforts of organizations supporting nursing originality.

Citations

• Influential factors of moral distress and job satisfaction on turnover intention of long-term care hospital nurses: A cross-sectional descriptive study
  Ningjie Liu, Sun Mi Ha
  Journal of Korean Gerontological Nursing.2025; 27(2): 216.     CrossRef
• Effects of Grit and Nursing Work Environment on Work Engagement in Clinical Nurses
  Young Ju Kim, Hye Young Cho
  Journal of Korean Academy of Nursing Administration.2025; 31(3): 312.     CrossRef
• Factors influencing person-centered care among nurses in long-term care hospitals in South Korea: a cross-sectional study
  Suhye Kwon, Hyochol Brian Ahn, Miseon Bang
  Journal of Korean Biological Nursing Science.2025; 27(3): 412.     CrossRef
• The Experience of turnover to long-term care hospital nurse: A phenomenological qualitative research
  Inhee Choo, Milim Cho, Eunha Kim
  Journal of Korean Gerontological Nursing.2024; 26(4): 392.     CrossRef
• Effect of Nursing Practice Environment on Intent to Leave in Hospital Nurses: Focused on the Mediating Effect of Reciprocity
  So Young Lee, Mi-Aie Lee
  Journal of Korean Academy of Nursing Administration.2024; 30(3): 201.     CrossRef
• Factors affecting nurses retention during the COVID‐19 pandemic: a systematic review
  Mansoureh Ashghali Farahani, Shahin Nargesi, Nadia Saniee, Zeinab Dolatshahi, Farshad Heidari Beni, Shabnam Shariatpanahi
  Human Resources for Health.2024;[Epub]     CrossRef
• Impacts of Ethical Dilemma, Job Stress, and Burnout on Turnover Intention of Long-term Care Hospital Nurses
  Geun-Myun Kim, Ok-Kyun Lee, So-Hyeong Sim
  Journal of Korean Academy of psychiatric and Mental Health Nursing.2024; 33(2): 210.     CrossRef
• Effects of perceived spiritual management, work engagement, and organizational commitment on job satisfaction among clinical nurses: the mediating role of perceived spiritual management
  Eun-Hye Lee, Hea-Jin Yu
  BMC Nursing.2023;[Epub]     CrossRef
• Relationships of Self-leadership, Working Environment, and Professionalism among School Health Teachers
  Joohee Kim, Young Ko
  Research in Community and Public Health Nursing.2023; 34: 294.     CrossRef
• Effects of External Employment Opportunities, Nursing Professionalism, and Nursing Work Environments on Korean Hospital Nurses’ Intent to Stay or Leave
  Mi-Aie Lee, So-Hee Lim
  International Journal of Environmental Research and Public Health.2023; 20(5): 4026.     CrossRef
• Comparative Study on Work-Life Balance, Nursing Work Environment, Nursing Organizational Culture, and Job Satisfaction before Turnover among Nurses Leaving Hospital: Current Clinical Nurses versus Non-clinical Nurses
  Yejin Seo, Mi Yu
  Journal of Korean Academy of Nursing Administration.2023; 29(4): 385.     CrossRef
• The effect of nursing work environment on slow nursing among long-term care hospital nurses: A descriptive study
  Hyeon-mi Woo
  Journal of Korean Gerontological Nursing.2023; 25(2): 206.     CrossRef
• The Effect of Professional Autonomy and Nursing Work Environment on Nurses’ Patient Safety Activities: A Perspective on Magnet Hospitals
  Songyi Yuk, Soyoung Yu, Shawn Yong-Shian Goh
  Journal of Nursing Management.2023; 2023: 1.     CrossRef
• Effects of job embeddedness and nursing working environment on turnover intention among trauma centre nurses: A cross‐sectional study
  Hye Ju Lee, Soo‐Kyoung Lee
  Journal of Nursing Management.2022; 30(7): 2915.     CrossRef
• The effects of tertiary hospital nurses' ageism and nursing practice environment on geriatric nursing performance
  Hyemin Kang, Sujin Shin
  Journal of Korean Gerontological Nursing.2022; 24(4): 355.     CrossRef
• Factors Influencing Retention Intention of Nurses at Long-Term Care Hospitals in Korea
  So Young Shin, Joo Hee Kim
  Journal of Gerontological Nursing.2021; 47(10): 44.     CrossRef
• Effect of Job Embeddedness on Turnover Intention of Nurses in Long Term Care Hospitals: The Mediating Effect of Nursing Work Environment
  Sun Mi Ha, Yeong Ju Ko
  Journal of Korean Academy of Nursing Administration.2020; 26(5): 439.     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
• Relationship among Nursing Professionalism, Nursing Work Environment, and Patient Safety Nursing Activities in General Hospital Nurses
  Mi-Aie Lee, Sunjoo Kang, Hye Sun Hyun
  Journal of Korean Academy of Nursing Administration.2019; 25(4): 317.     CrossRef
• Mediating Effect of Nursing Professionalism on the Relationship between Nurses' Character and Organizational Commitment of the Nurse
  Sun Young Jung, Hyun Deuk Lee
  Journal of Korean Academy of Nursing Administration.2019; 25(3): 239.     CrossRef

PURPOSE
This study was a correlational research to examine the relationship between career plateau, career planning, social support and turnover intention experienced by nurses in the clinical nursing field.
METHODS
Participants were 237 nurses working in general hospitals with 100~300 beds located in G Metropolitan City. Data were collected from September 26 to October 6, 2016, and analyzed using the SPSS/WIN 22.0 program. Descriptive statistics, independent t-test, univariate ANOVA, Scheffé test, correlation analysis, and hierarchical multiple regression analysis were conducted.
RESULTS
Participants' turnover intention was positively correlated with career plateau (r=.38, p < .001), structural career plateau (r=.31, p < .001) and content plateau (r=.35, p < .001), but negatively correlated with social support (r=−.38, p < .001), supervisor support (r=−.36, p < .001), peer support (r=−.32, p < .001), and career planning (r=−.15, p=.043). Factors associated with participants' turnover intention were supervisor support (β=−.22, p=.006), structural career plateau (β=.19, p=.012), and content career plateau (β=.14, p=.047).
CONCLUSION
Results suggest that structural career plateau, content career plateau, and supervisor support are related to nurses' turnover intention. To lower nurses' turnover intention, alternative ways must be developed to improve the structure of nursing organizations to address career plateau and establish an organizational culture that can be supported by supervisors.

Citations

• Factors influencing career plateau in nurses: a protocol for systematic review and meta-analysis
  Xincen Liu, Shuang Hu, Qian Zhang, Xiaochen Yan, Xiaoyu Du, Jiajia Liu, Ruixue Hui, Wendi Guo, Jia Chen, Wenjun Chen
  BMJ Open.2025; 15(6): e089401.     CrossRef
• Effect of Work-Family Conflict on Turnover Intention among Married Female Nurses: The Mediating Effect of Nursing Work Environment
  Min Gyeong Jeong, So Young Choi
  Journal of Korean Academy of Nursing Administration.2024; 30(5): 451.     CrossRef
• Factors Influencing Clinical Nurses’ Perception of Structural and Content Career Plateau
  Ji Hye Kim, Ji Yun Lee
  Journal of Korean Academy of Nursing.2024; 54(4): 534.     CrossRef
• The Effect of Psychological Anxiety Caused by COVID-19 on Job Self-Esteem and Job Satisfaction of Airline Flight Attendants
  Yelin Shin, Jinyoung Olivia Choi, Sunghyup Sean Hyun
  International Journal of Environmental Research and Public Health.2022; 19(7): 4043.     CrossRef
• Effects of Career Management and Organizational Justice on Job Rotation Attitude among Hospital Nurses
  Eunkyung Kim, Taewha Lee
  Journal of Korean Academy of Nursing Administration.2021; 27(5): 390.     CrossRef
• Career adaptability and job outcomes: a moderated mediation model of proactivity and job content plateau in educational sector
  Harleen Kaur, Rajpreet Kaur
  Higher Education, Skills and Work-Based Learning.2021; 11(4): 929.     CrossRef
• A qualitative study on the experiences and attributions for resigned nurses with career plateau
  Hongmei Zhu, Chunjuan Xu, Hua Jiang, Mingzi Li
  International Journal of Nursing Sciences.2021; 8(3): 325.     CrossRef
• Prevalence and associated factors of the career plateau of primary care providers in Heilongjiang, China: a cross-sectional study
  Di Liu, Xu Yang, Qinglin Li, Lei Shi, Qiaoran Tang
  BMC Family Practice.2021;[Epub]     CrossRef
• Why Do They Stay? Intention to Stay among Registered Nurses in Nursing Homes
  Ji Yeon Lee, Juh Hyun Shin
  International Journal of Environmental Research and Public Health.2020; 17(22): 8485.     CrossRef

PURPOSE
The purpose of the study was to explore factors influencing turnover intention of new graduate nurses according to length of services.
METHODS
From May to July, 2017, a survey was conducted among 220 nurses working in four hospitals. Inclusion criteria were new graduate nurses who had careers of less than 16 months. Data were collected on organizational socialization, support in work place, job stress, and turnover intention.
RESULTS
Satisfaction with current work department, job satisfaction, organizational commitment, and job stress were significant factors influencing turnover intention of new nurses with less than six months experience. However, in case of nurses with seven to 15 months experience, only organizational commitment influenced turnover intention.
CONCLUSIONS
These findings indicate that the factors influencing turnover intention are different according to the length of time the new graduate nurses have worked. To reduce the turnover intention of new nurses, it is necessary to differentiate human resource management approaches according to length of employment. The study results could be useful evidence for developing strategies to reduce turnover in new nurses.

Citations

• Factors Influencing Organizational Socialization in New Nurses: A Focus on Job Stress, Resilience, and Nursing Performance
  Kyungok Park, Yeoungsuk Song
  Journal of Korean Academy of Fundamentals of Nursing.2025; 32(1): 118.     CrossRef
• Professional Role Transition in Nursing: Leveraging Transition Theory to Mitigate the Current Human Resource Crises
  Stella Akomeng Aryeequaye, Kathryn Corneau, Judy E. Duchscher
  Healthcare.2025; 13(6): 671.     CrossRef
• Factors affecting the turnover intention of newly graduated Generation Z nurses in Korea: multilevel analysis
  Mee Sun Lee, Sujin Shin
  Human Resources for Health.2025;[Epub]     CrossRef
• A Study on the Perception of Job Satisfaction and Job Turnover Intention of Nurses in Busan
  Hyeon-Kyoo CHOI, Gyun HEO
  THE JOURNAL OF FISHERIES AND MARINE SCIENCES EDUCATION.2025; 37(5): 1146.     CrossRef
• Factors Affecting the Field Adaptation of Early-Stage Nurses in South Korea
  Eunhee Hwang, Miyeong Kim, Yunkyeong Lee
  Healthcare.2024; 12(14): 1447.     CrossRef
• Effect of Nursing Practice Environment on Intent to Leave in Hospital Nurses: Focused on the Mediating Effect of Reciprocity
  So Young Lee, Mi-Aie Lee
  Journal of Korean Academy of Nursing Administration.2024; 30(3): 201.     CrossRef
• South Korean Nurse Residency Program for New Graduates: A Posttest Study
  Jihye Song, Kyunghee Kim, Yunjung Jang
  The Journal of Continuing Education in Nursing.2024; 55(8): 393.     CrossRef
• Temporal Exploration of New Nurses’ Field Adaptation Using Text Network Analysis
  Shin Hye Ahn, Hye Won Jeong, Seong Gyeong Yang, Ue Seok Jung, Myoung Lee Choi, Heui Seon Kim
  Journal of Korean Academy of Nursing.2024; 54(3): 358.     CrossRef
• A survival analysis approach to determine factors associated with non-retention of newly hired health workers in Iran
  Vahid Ghavami, Seyed Saeed Tabatabaee
  BMC Health Services Research.2023;[Epub]     CrossRef
• Development of Competencies for New Nurses and Verification of Content Validity through a Delphi Survey
  Hanna Jung, Yoonjung Lee, Jung Yeon Kim, Minjin Lee, Soo Young Han, Yumie Rhee, Shinki An, Phill Ja Kim
  Korean Medical Education Review.2023; 25(2): 159.     CrossRef
• Adaptation and Validation of the Readiness for Practice Instrument for Senior Undergraduate Nursing Students in China
  Zhenwei Dai, Jia Wang, Weiguang Ma, Majd T. Mrayyan
  Journal of Nursing Management.2023; 2023: 1.     CrossRef
• Content Analysis of Feedback Journals for New Nurses From Preceptor Nurses Using Text Network Analysis
  Shin Hye Ahn, Hye Won Jeong
  CIN: Computers, Informatics, Nursing.2023; 41(10): 780.     CrossRef
• Mediating Influences of the Exchange Relationship with a Preceptor on the Relationship between Burnout and Job Retention Intention among New Nurses in Korea
  Jihyun Kim, Yaki Yang
  Healthcare.2023; 11(18): 2575.     CrossRef
• Factors associated with difficulty in adapting and intent to leave among new graduate nurses in South Korea
  Sun-young Park, Heejung Kim, Chenjuan Ma
  Health Care Management Review.2022; 47(2): 168.     CrossRef
• Validity and Reliability of the Korean Version of the Holistic Nursing Competence Scale
  Kawoun Seo, Taejeong Jang, Taehui Kim
  International Journal of Environmental Research and Public Health.2022; 19(12): 7244.     CrossRef
• Factors Associated with Job Stress among Hospital Nurses: A Meta-Correlation Analysis
  Ji-Young Lim, Geun-Myun Kim, Eun-Joo Kim
  International Journal of Environmental Research and Public Health.2022; 19(10): 5792.     CrossRef
• The Factors That Affect Turnover Intention According to Clinical Experience: A Focus on Organizational Justice and Nursing Core Competency
  Hanna Choi, Sujin Shin
  International Journal of Environmental Research and Public Health.2022; 19(6): 3515.     CrossRef
• The Validity and Reliability of the Korean Version of Readiness for Practice Survey for Nursing Students
  Tae Wha Lee, Yoonjung Ji, Yea Seul Yoon
  Journal of Korean Academy of Nursing.2022; 52(6): 564.     CrossRef
• Factors Influencing Re-Employment of Newly Graduated Nurses: Longitudinal Study
  Yun Kyung Oh, Eun-Young Kim
  Journal of Korean Academy of Nursing.2021; 51(2): 162.     CrossRef
• Influences of Job Stress and Positive Psychological Capital on Turnover Intention among Novice Nurses
  Soonjeong Kwon, Moonhee Gang
  Journal of Korean Academy of Nursing Administration.2021; 27(3): 159.     CrossRef
• Retention Rates and the Associated Risk Factors of Turnover among Newly Hired Nurses at South Korean Hospitals: A Retrospective Cohort Study
  Yunmi Kim, Hyun-Young Kim
  International Journal of Environmental Research and Public Health.2021; 18(19): 10013.     CrossRef
• Development and Evaluation of a Preceptor Education Program Based on the One-Minute Preceptor Model: Participatory Action Research
  Hye Won Jeong, Deok Ju, Myoung Lee Choi, Suhyun Kim
  International Journal of Environmental Research and Public Health.2021; 18(21): 11376.     CrossRef
• Effect of Self-efficacy, Resilience, and Nursing Work Environment on Intent to Stay among Newly Graduated Nurses in General Hospitals
  Ju Na Jeon, Seung-Hee Lee
  Journal of Korean Academy of Nursing Administration.2021; 27(4): 291.     CrossRef
• Exploring barriers and facilitators for successful transition in new graduate nurses: A mixed methods study
  Ju Hee Kim, Hye Sook Shin
  Journal of Professional Nursing.2020; 36(6): 560.     CrossRef
• Factors Affecting New Graduate Nurses' Intention on Retention in Hospitals: Focused on Nursing Organizational Culture, Empowering Leadership and Organizational Socialization
  Eun Gyung Kim, Myun Sook Jung, Jong Kyung Kim, Sun Ju You
  Journal of Korean Academy of Nursing Administration.2020; 26(1): 31.     CrossRef
• Relationship of Workplace Violence to Turnover Intention in Hospital Nurses: Resilience as a Mediator
  Hyun-Jung Kang, Jaeyong Shin, Eun-Hyun Lee
  Journal of Korean Academy of Nursing.2020; 50(5): 728.     CrossRef
• Education Programs for Newly Graduated Nurses in Hospitals: A Scoping Review
  Mijung Kim, Sujin Shin, Inyoung Lee
  Korean Journal of Adult Nursing.2020; 32(5): 440.     CrossRef
• Influence of Secondary Trauma Stress, and Vocation on Turnover Intention of Nurses in Regional Trauma Centers
  Hyun-Gwan Lee, Ji-Soo Kim
  Journal of Korean Academy of Nursing Administration.2020; 26(1): 65.     CrossRef
• Effects of Head Nurses' Authentic Leadership, Job Satisfaction and Organizational Commitment Perceived by Newly Licenced Nurses on Turnover Intention
  Eun Min An, Ju Young Park
  Journal of Korean Academy of Nursing Administration.2020; 26(4): 428.     CrossRef
• Effects of Job Embeddedness, Nursing Work Environment, and Nursing Professionalism on Turnover Intention in Nurses Working at Rehabilitation Hospitals
  Kyung Mi Kim, Sook Young Kim, Hyenam Hwang, Hye Min Hwang, Hyoeun Kim, Eun Sun Lim
  The Korean Journal of Rehabilitation Nursing.2019; 22(2): 134.     CrossRef
• Survey on the Education System for New Graduate Nurses in Hospitals: Focusing on the Preceptorship
  Sujin Shin, Young Woo Park, Mijung Kim, Jeonghyun Kim, Inyoung Lee
  Korean Medical Education Review.2019; 21(2): 112.     CrossRef

PURPOSE
The purpose of this study was to explore the predictors of turnover intention among nurses working in small and medium-sized hospitals in South Korea.
METHODS
Data were obtained from a survey conducted in 2016 on welfare policy and system improvement. The participants were nurses of the Korean Nurses Association who worked in small and medium-sized hospitals. The responses of 2,011 nurses were analyzed using hierarchical multiple regression analysis, which was performed to explore the predictors of nurses' turnover intentions.
RESULTS
The findings of this study showed that the predictors significantly reducing nurses' desire to leave their hospitals were a 40-hour workweek, satisfaction with the salary, and six out of the 40 fringe benefits provided by their hospitals: the provision of uniforms and work shoes, paid menstrual leave, operational costs for the department, job-related educational costs, and in-house nurse training program.
CONCLUSION
These findings suggest that hospitals should provide proper work hours and reasonable rewards for nurses' work in order to reduce turnover intention among their nurses.

Citations

• The effect of organizational communication and grit on turnover intention of rehabilitation hospital nurses: A cross-sectional correlation study
  Inji Ha, Heeok Park, Ji Hun Joung
  Journal of Korean Gerontological Nursing.2025; 27(1): 35.     CrossRef
• Factors Affecting Nonresponse Among Female Participants in the Korea Nurses’ Health Study: Longitudinal Cohort Survey Study
  Young Taek Kim, Chiyoung Cha, Gumhee Baek, Bohye Kim, Bo Mi Song, Joong-Yeon Lim, Hyun-Young Park, Juh Hyun Shin
  JMIR Public Health and Surveillance.2025; 11: e68038.     CrossRef
• Differences in Commuting Modes and Residential Locations as Factors of Turnover Intention of Healthcare Workers of Ambulatory Clinics
  Bolajoko I. Malomo
  Journal of Health Management.2023; 25(2): 162.     CrossRef
• Relationship of Job Stress to Turnover Intention in Hospital Nurses of Rural Areas: Job Embeddedness as a Mediator
  Eun Hee Kang, Im Sun Seo
  Journal of Korean Academy of Nursing Administration.2022; 28(5): 534.     CrossRef
• Relationship between Career Identity, Major Satisfaction, and Nursing Professionalism among Nursing Students who Experienced the COVID-19 Pandemic
  Sun A Whang
  The Korean Journal of Rehabilitation Nursing.2022; 25(1): 32.     CrossRef
• The Effects of Nursing Students' Perception of Emerging Infectious Diseases, Ethical Awareness, and Nurse Image on Career Identity in a Pandemic Situation
  Sang-Mee Koo, Young Mi Jang, Moon Hee Kang
  Journal of Korean Academy of Nursing Administration.2022; 28(4): 371.     CrossRef
• Nurses’ Night Shift Experience in Small-Medium Sized Psychiatric Hospitals
  Young-Ah Kim, Hee-Jung Kim
  Stress.2020; 28(3): 133.     CrossRef
• Turnover Intention and Its Related Factors of Employed Doctors in Korea
  Suhyun Oh, Hyeongsu Kim
  International Journal of Environmental Research and Public Health.2019; 16(14): 2509.     CrossRef
• The Effect of Work-Life Balance on Job Satisfaction and Turnover Intention of Hospital Nurses: Compared to Female Wage Workers
  Dong Min Son, Young-Il Jung
  Stress.2019; 27(3): 268.     CrossRef

PURPOSE
The purpose of this study was to identify the relationship between gender role conflict for men in nursing, job satisfaction, and turnover intention.
METHODS
The study data were collected between August 1 and September 1, 2015 from 225 men in nursing currently working in 36 Korean general hospitals, each with ≥100 beds. Frequency and percentages were analyzed, and Pearson correlation coefficient, t-test, ANOVA, and Duncan's test were used.
RESULTS
There was no significant difference in gender role conflict based on the general characteristics of the men. In contrast, significant differences in gender role conflict were found in association with the following job-related characteristics: work experience at the present hospital, work department, work unit, and type of work. A significant negative correlation was detected between male gender role conflict and job satisfaction, a positive correlation was found between male gender role conflict and turnover intention.
CONCLUSION
In order to increase job satisfaction and decrease the turnover intention of men in nursing, measures to reduce gender role conflict are needed.

Citations

• A Diversity, Equity, and Inclusion (DEI) Framework for Addressing Gender Disparities in the Nursing Profession
  Khina Sharma, Vikas Chaudhary, Jyoti Kathwal, Anoop Sharma, Shivani Bhardwaj
  Cureus.2025;[Epub]     CrossRef
• Gender Role Conflict and Male Nursing Students' Academic and Program Success
  Peter Kellett, Chad Ellis O'Lynn, Liliana L. Herakova, Tom O'Connor
  Journal of Nursing Education.2023; 62(1): 42.     CrossRef
• Factors influencing intention to stay of male nurses: A descriptive predictive study
  Xiaochen Lyu, Thitinut Akkadechanunt, Pratum Soivong, Phanida Juntasopeepun
  Nursing & Health Sciences.2022; 24(1): 322.     CrossRef
• Role stressors and turnover intention among doctors in Malaysian public hospitals: work–family conflict and work engagement as mediators
  Ifrah Harun, Rosli Mahmood, Hishamuddin Md. Som
  PSU Research Review.2022; 6(1): 1.     CrossRef
• Analysis of Male and Female Nurses’ Attitudes toward Nurse Uniforms in South Korea: The Functional, Expressive, and Aesthetic (FEA) Framework
  Seon Mi Jang, Sae Eun Lee, Jeong-Ju Yoo
  International Journal of Costume and Fashion.2021; 21(1): 25.     CrossRef
• Factors Influencing Turnover Intention among Male Nurses in Korea
  Su Ol Kim, Sun-Hee Moon
  International Journal of Environmental Research and Public Health.2021; 18(18): 9862.     CrossRef
• Do Gender Role Stereotypes and Patriarchal Culture Affect Nursing Students’ Major Satisfaction?
  Sunhee Cho, Sun Joo Jang
  International Journal of Environmental Research and Public Health.2021; 18(5): 2607.     CrossRef
• Male Nurses’ Experiences of Workplace Gender Discrimination and Sexual Harassment in South Korea: A Qualitative Study
  Hyoung Eun Chang, Suyong Jeong
  Asian Nursing Research.2021; 15(5): 303.     CrossRef
• Men's Decision-Making to Become Nurses
  Chad E. O'Lynn, Tom O'Connor, Liliana L. Herakova, Peter Kellett
  Advances in Nursing Science.2020; 43(3): 251.     CrossRef
• Relationship among Perceived Male Friendliness Nursing Programs, Gender Role Stereotype, and Major Satisfaction in Korean Male Nursing Students
  Sunhee Cho, So-Hi Kwon, In Suk Rho
  Stress.2020; 28(4): 213.     CrossRef

PURPOSE
This study was done to construct and verify a model of turnover intention in clinical nurses, considering the effects of compassion fatigue, coping, social support, and job satisfaction.
METHODS
For this study a cross-sectional correlational design was used. Participants were 283 clinical nurses in four general hospitals. Data were collected using a questionnaire and were analyzed with descriptive statistics, Pearson correlation coefficient and path analysis.
RESULTS
The modified model of turnover intention had a good fit in this study. Turnover intention was influenced by job satisfaction, and job satisfaction was affected by workload, problem-focused coping, peer support, family-friend support and compassion fatigue. Compassion fatigue was associated with occupational trauma events, problem-focused coping and emotional-focused coping. Job satisfaction was the most important factors controlling nurse's turnover intention.
CONCLUSION
Findings show that job satisfaction, compassion fatigue, and traumatic events are important factors influencing turnover intention. Nurse managers try to manage job satisfaction, compassion fatigue, support, and coping for nurses, it could be expected making proper nursing circumstance.

Citations

• Balancing the Costs of Caring: A study on Compassion Fatigue Among Mental Health Professionals
  Malini Roy, Rekha Wagani, Abdul Raffie Naik
  Journal of Psychosocial Rehabilitation and Mental Health.2025; 12(3): 429.     CrossRef
• Development and psychometric properties of the Compassion Fatigue Assessment Scale for Indian nurses
  Shifali Sharma, Bharat Pareek, Harpreet Kaur, Priya Baby, Ramya Kundayi Ravi
  BMC Nursing.2025;[Epub]     CrossRef
• The effect of thanatophobia and professional commitment on compassion fatigue in nurses in Türkiye: Cross sectional study
  Gönül Gökçay, Yeliz Akkuş
  HEALTH SCIENCES QUARTERLY.2024; 4(1): 41.     CrossRef
• Mental health variables associated with job satisfaction among nurses: A systematic review and meta-analysis
  Mohammed Al Maqbali, Ciara Hughes, Eileen Hacker, Geoffrey Dickens
  International Journal of Healthcare Management.2024; : 1.     CrossRef
• A Qualitative Study on Lived Experiences of Psychotherapists Working with Trauma
  Tanmayee Baruah, Soma Pramanik, Deepshikha Ray
  Indian Journal of Psychological Medicine.2024;[Epub]     CrossRef
• A Demographic Research on Compassion Fatigue and Job Satisfaction Levels of Aviation Employees
  Hanifi SEVER
  Journal of Aviation.2023; 7(1): 29.     CrossRef
• Factors influencing job satisfaction and anticipated turnover among intensive care nurses in Saudi Arabia
  Mohammed I Al Bazroun, Faiza Aljarameez, Roqaya Alhamza, Gasmelseed Y Ahmed, Fatimah Alhybah, Abbas Al Mutair
  British Journal of Healthcare Management.2023; 29(6): 1.     CrossRef
• The Race to Retain Healthcare Workers: A Systematic Review on Factors that Impact Retention of Nurses and Physicians in Hospitals
  Neeltje de Vries, Anke Boone, Lode Godderis, José Bouman, Szymon Szemik, Domenica Matranga, Peter de Winter
  INQUIRY: The Journal of Health Care Organization, Provision, and Financing.2023;[Epub]     CrossRef
• Impact of Teachers’ Post-Traumatic Stress Due to Violence Victimization: Moderated Mediation Effect of Living a Calling
  Yiran Li, Jeehyon Ahn, Sein Ko, Inchi Hwang, Youngseok Seo
  Behavioral Sciences.2023; 13(2): 139.     CrossRef
• Job insecurity and psychological distress during the COVID-19 outbreak: The moderating role of perceived supervisor support among hotel employees in Malaysia
  Jeya Santhini Appannan, Logeswary Maheswaran, Nuraishah Raimee, Wan Leng Lim, Faridah Hanum Amran
  Work.2022; 73(4): 1135.     CrossRef
• Compassion fatigue as bruises in the soul: A qualitative study on nurses
  Tove Gustafsson, Jessica Hemberg
  Nursing Ethics.2022; 29(1): 157.     CrossRef
• Factors Influencing Nurse Intent to Leave Acute Care Hospitals
  Debi Skillman, Robin Toms
  JONA: The Journal of Nursing Administration.2022; 52(12): 640.     CrossRef
• Effect of the COVID-19 Pandemic on Medical Student Career Perceptions: Perspectives from Medical Students in China
  Carla Zi Cai, Yulan Lin, Haridah Alias, Zhijian Hu, Li Ping Wong
  International Journal of Environmental Research and Public Health.2021; 18(10): 5071.     CrossRef
• The Impact of the Coronavirus Disease (COVID-19) Pandemic on Nurses’ Turnover Intention: An Integrative Review
  Rawaih Falatah
  Nursing Reports.2021; 11(4): 787.     CrossRef
• Linking nurses’ job security to job satisfaction and turnover intention during reform and privatization: A cross‐sectional survey
  Rawaih Falatah, Jamilah Almuqati, Hala Almuqati, Khaleda Altunbakti
  Journal of Nursing Management.2021; 29(6): 1578.     CrossRef
• Work-Family Conflict of Emergency Nurses and Its Related Factors: A National Cross-Sectional Survey in China
  Yafei Wu, Xuan Zhou, Yanhong Gong, Nan Jiang, Mengge Tian, Jiali Zhang, Xiaoxv Yin, Chuanzhu Lv
  Frontiers in Public Health.2021;[Epub]     CrossRef
• Becoming a good nurse – Socialisation of newly employed nurses into the oncological clinic
  Alexandra Pettersson, Stinne Glasdam
  Journal of Clinical Nursing.2020; 29(13-14): 2495.     CrossRef
• Nurses’ experiences of patient safety incidents in Korea: a cross-sectional study
  Eun Young Choi, Jeehee Pyo, Won Lee, Seung Gyeong Jang, Young-Kwon Park, Minsu Ock, Sang-Il Lee
  BMJ Open.2020; 10(10): e037741.     CrossRef
• Assessing the Presence of Post-Traumatic Stress and Turnover Intention Among Nurses Post–Middle East Respiratory Syndrome Outbreak: The Importance of Supervisor Support
  Heeja Jung, Sun Young Jung, Mi Hyang Lee, Mi Sun Kim
  Workplace Health & Safety.2020; 68(7): 337.     CrossRef
• A comparative analysis of work–family conflict among staff, managerial, and executive nurses
  Amanda Raffenaud, Lynn Unruh, Myron Fottler, Albert Xinliang Liu, Diane Andrews
  Nursing Outlook.2020; 68(2): 231.     CrossRef
• Factors Influencing Nurses’ Intention to Leave and Intention to Stay: An Integrative Review
  Luma Ghazi Al Zamel, Khatijah Lim Abdullah, Chong Mei Chan, Chua Yan Piaw
  Home Health Care Management & Practice.2020; 32(4): 218.     CrossRef
• Clinical practice and work‐related burden among second career nurses: A cross‐sectional survey
  Toru Hama, Yukari Takai, Maiko Noguchi‐Watanabe, Reiko Yamahana, Ayumi Igarashi, Noriko Yamamoto‐Mitani
  Journal of Clinical Nursing.2019; 28(17-18): 3288.     CrossRef
• Evidence-Based Practice Guideline: Nurse Retention for Nurse Managers
  Jane H-C. Tang, Pamela Hudson, Marianne Smith, Ryleigh Maas
  Journal of Gerontological Nursing.2019; 45(11): 11.     CrossRef
• The Cost of Caring: An Exploration of Compassion Fatigue, Compassion Satisfaction, and Job Satisfaction in Pediatric Nurses
  Linda Nancy Roney, Mary C. Acri
  Journal of Pediatric Nursing.2018; 40: 74.     CrossRef

PURPOSE
The study was done to investigate nurses' customer orientation, emotional labor, unit manager-nurse exchange and relational bonds and to identify the factors affecting nurses' turnover intentions.
METHODS
A cross-sectional survey was conducted using self-report questionnaires. The participants in this study were 276 nurses in tertiary hospital located in a metropolitan city, Korea. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and stepwise multiple regression with the SPSS program 22.0.
RESULTS
The mean scores were 3.74±0.90 (out of 5) for turnover intention, 5.31±0.87 (out of 7) for customer orientation, 4.82±0.96 (out of 7) for emotional labor, 3.58±0.61 (out of 7) for relational bonds, and 3.18±0.57 (out of 5) for unit manager-nurse exchange. Factors influencing turnover intention were 'emotional labor' (β=.39, p<.001), 'unit manager-nurse exchange' (β=-.22, p<.001), 'financial bonds' (β=-.19, p<.001), 'perceived economic status' (β=-.15 p=.003) and 'career' (β=.14, p=.005). These factors explained 34.9% of the variance in turnover intension (F=30.46, p<.001).
CONCLUSION
Findings indicate that to reduce nurses' turnover intention in the hospital, there is a need to improve unit manager-nurse exchange and to manage strategies lowering nurses' emotional labor.

Citations

• Reducing Nurses’ Emotional Exhaustion and Turnover Intentions: The Role of Prosocial Orientation and Perceived Patient Gratitude in a Moderated Mediation Model
  Ferdinando Toscano, Teresa Galanti, Michela Cortini, Martin Cerveny
  Journal of Nursing Management.2025;[Epub]     CrossRef
• The Effect of Nurses’ Perceived Leader-Member Exchange on Psychological Ownership, Job Engagement, and Turnover Intention
  Eun Ah Cho, Myun Sook Jung, Eun Ju Heo
  Journal of Korean Academy of Nursing Administration.2023; 29(3): 298.     CrossRef
• The Influence of Relational Bonds, Followership, and Occupational Stress on Nurses' Organizational Commitment
  Gipeum Choi, Hyojung Park
  Journal of Korean Academy of Fundamentals of Nursing.2023; 30(1): 56.     CrossRef
• The Experience of Emotional Labor and Its Related Factors among Nurses in General Hospital Settings in Republic of Korea: A Systematic Review and Meta-Analysis
  Da-Jung Ha, Jung-Hyun Park, Su-Eun Jung, Boram Lee, Myo-Sung Kim, Kyo-Lin Sim, Yung-Hyun Choi, Chan-Young Kwon
  Sustainability.2021; 13(21): 11634.     CrossRef
• Effects of Nurses' Positive Psychological Capital, Self-Leadership, and Relational Bonds on Organizational Commitment
  Shi Nae Kwon, Hyo Jung Park
  Journal of Korean Academy of Nursing Administration.2020; 26(3): 241.     CrossRef
• Educational Simulation Program Based on Korean Triage and Acuity Scale
  Jae-Hyuk Jang, Sang Suk Kim, Sunghee Kim
  International Journal of Environmental Research and Public Health.2020; 17(23): 9018.     CrossRef
• The effect of quality of work life and job control on organizational indifference and turnover intention of nurses: a cross-sectional questionnaire survey
  Narjes Alsadat Nasabi, Peivand Bastani
  Central European Journal of Nursing and Midwifery.2018; 9(4): 915.     CrossRef

PURPOSE
This study was done to build and verify a model of clinical nurses' turnover intention using organizational characteristics, job satisfaction and job embeddedness.
METHODS
The study participants were 389 hospital nurses. SPSS and AMOS 22.0 program were used to analyze the data and the modeling of turnover intention.
RESULTS
A total of 41% of turnover intention was explained by job satisfaction, job embeddedness and organizational characteristics. Nurses with higher job satisfaction and job embeddedness showed lower turnover intention, while organizational characteristics had an indirect effect on their turnover intention. It was found that organizational characteristics had positive effects on both job satisfaction and job embeddedness, and job embeddedness played a mediating role between organizational characteristics and turnover intention.
CONCLUSION
To reduce nurses' turnover intention, hospitals' organizational characteristics should be considered. Nurse managers should strive to increase nurses' job satisfaction and job embeddedness through an understanding of the factors of organizational characteristics such as organizational fairness, nursing work environment, motivation, organizational citizenship behavior, and transformational leadership.

Citations

• Assesing the Dynamics of Employee Benefits for Virtual and Flexible Work Arrangements of Obapack Company Limited, Ghana
  Jacqueline Ama Nimoh Dwomoh, Oscar Agyemang Opoku, Albert Mensah, Abdul Wahah Atta Bashiru, Duah Prempeh Kelvin
  Journal of Production, Operations Management and Economics.2024; (43): 21.     CrossRef
• The relationship between Participative Decision Making and Organizational Citizenship Behavior of nurses: Mediation Effect of Psychological Empowerment and Moderated Mediation Effect of Power Distance Orientation
  Soo Jung Kim, Hee Je Yun, Yeong Hun Park, Young Jun Lee, Jung Hwan Heo, Gi Hwan Park, Ji Won Kim, I Gyeong Jo
  Journal of Korean Academy of Nursing Administration.2023; 29(3): 268.     CrossRef
• RETRACTED: Impact of workplace bullying and burnout on job satisfaction among Bangladeshi nurses: A cross-sectional study
  Saifur Rahman Chowdhury, Humayun Kabir, Nahida Akter, Mohammad Azmain Iktidar, Anjan Kumar Roy, Mahfuzur Rahman Chowdhury, Ahmed Hossain
  Heliyon.2023; 9(2): e13162.     CrossRef
• Structural Equation Modeling of Advanced Beginner-Stage Nurses' Intention to Continue Employment
  Seung-Hee Lee, Hwasoon Kim
  Journal of Korean Academy of Nursing Administration.2023; 29(5): 517.     CrossRef
• Nursing Professional Self-Concept: A Scoping Review Protocol
  Inês Franco Almeida, Rafael Alves Bernardes, Liliana Baptista Sousa, Paulo Santos-Costa, Rosa Silva, Joana Bernardo, Elaine Santana, Amorim Rosa
  Nursing Reports.2023; 13(1): 51.     CrossRef
• Influence of Ethical Leadership of Nursing Unit Managers on Job Embeddedness of Staff Nurses: Focusing on Mediating Effect of Trust in Supervisor
  Sunmi Kim, Seohee Jeong, Seok Hee Jeong, Myung Ha Lee
  Journal of Korean Academy of Nursing Administration.2021; 27(1): 21.     CrossRef
• Effects of organizational commitment, job satisfaction and workplace violence on turnover intention of emergency nurses: A cross‐sectional study
  Na Li, Lichuan Zhang, Guangqing Xiao, Zhuo Job Chen, Qian Lu
  International Journal of Nursing Practice.2020;[Epub]     CrossRef
• Effects of Self-leadership, Professional Self-concept, Emotional Labor on Professional Quality of Life in Hospital Nurses
  Yu-Yeong Kyun, Mi-Aie Lee
  Journal of Korean Academy of Nursing Administration.2020; 26(5): 447.     CrossRef
• Influence of Job Embeddedness and Resilience on Turnover Intention in Dental Hygienists
  Ji-Min Hwang, Ji-Hyoung Han
  Journal of Dental Hygiene Science.2020; 20(3): 171.     CrossRef
• A Meta-Analytic Path Analysis on the Outcome Variables of Nursing Unit Managers' Transformational Leadership: Systemic Review and Meta-Analysis
  Sunmi Kim, Seok Hee Jeong
  Journal of Korean Academy of Nursing.2020; 50(6): 757.     CrossRef
• The relationship between workplace violence, job satisfaction and turnover intention in emergency nurses
  Na Li, Lichuan Zhang, Guangqing Xiao, Jie Chen, Qian Lu
  International Emergency Nursing.2019; 45: 50.     CrossRef
• Influence of Resilience and Job Embeddedness on Turnover Intention in General Hospital Nurses
  Kyoung Ja Ko, Soo-Kyoung Lee
  Journal of Korean Academy of Nursing Administration.2019; 25(4): 362.     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
• Influence of Job Stress, Team Cohesion and Organizational Justice on Workplace Bullying in Clinical Nurses
  Jung-Won Kong, Yong-Sook Eo
  Journal of Korean Academy of Nursing Administration.2019; 25(5): 448.     CrossRef
• Effects of Job Demand and Recovery Experience from Job Stress on Job Embeddedness among Workers in the Service Industry
  So Yeun Jun, Youn Hyang Lee, Eun Kyung Choi
  Journal of Korean Academy of Community Health Nursing.2018; 29(2): 143.     CrossRef

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.

Citations

• The relationship between implicit absenteeism and grit and compassion fatigue in female neonatal nurses
  Xushu Chen, Xiaowen Li, Shulin Hou, Ru Yang, Zeyao Shi
  Frontiers in Public Health.2025;[Epub]     CrossRef
• The impact of grit and job crafting on organizational commitment and job satisfaction among hospital nurses in Korea
  Mi-Suk Hyun
  Medicine.2025; 104(45): e45890.     CrossRef
• The Influence of Work-Life Balance and Job Embeddedness on Turnover Intention among Nurses Caring for Cancer Patients
  Jin-young Park, Yeunhee Kwak, Jiwoo Jung, Seoung-Wha Lim
  Journal of Korean Critical Care Nursing.2025; 18(3): 28.     CrossRef
• The Influences of Teamwork and Grit on Job Adaptation and Intention to Remain among Advanced Beginner Nurses
  Seon Kyeong Jeong, Kyoung Ja Kim, Eun Ji Choi
  Journal of Korean Academy of Nursing Administration.2024; 30(4): 379.     CrossRef
• Nurses’ job embeddedness and turnover intention: A systematic review and meta-analysis
  Xin Wang, Ming Liu, Angela Y.M. Leung, Xiaoyan Jin, Hongxia Dai, Shaomei Shang
  International Journal of Nursing Sciences.2024; 11(5): 563.     CrossRef
• Effect of Work-Family Conflict on Turnover Intention among Married Female Nurses: The Mediating Effect of Nursing Work Environment
  Min Gyeong Jeong, So Young Choi
  Journal of Korean Academy of Nursing Administration.2024; 30(5): 451.     CrossRef
• Effect of Nursing Practice Environment on Intent to Leave in Hospital Nurses: Focused on the Mediating Effect of Reciprocity
  So Young Lee, Mi-Aie Lee
  Journal of Korean Academy of Nursing Administration.2024; 30(3): 201.     CrossRef
• Factors Impacting on Nurse Unit Managers’ Knowledge and Ability Importance of Managerial Competencies
  Jihae Lee, Miyoung Kim
  Journal of Korean Academy of Nursing Administration.2024; 30(4): 428.     CrossRef
• Effects of Fatigue, Nursing Professionalism, and Nursing Work Environment on Nursing Intention for COVID-19 Patients among Nurses in a Designated COVID-19 Hospital
  Hyeon Jeong Park, Mi Yu
  Journal of Korean Academy of Nursing Administration.2023; 29(3): 223.     CrossRef
• Impact of Role Conflict, Nursing Organizational Culture, and Nurse-Physician Collaboration on Job Embeddedness of Intensive Care Unit Nurses
  Young Eun Jin, Yun Mi Lee, Hyo Jin Park
  Journal of Korean Critical Care Nursing.2023; 16(1): 15.     CrossRef
• Effects of job embeddedness and nursing working environment on turnover intention among trauma centre nurses: A cross‐sectional study
  Hye Ju Lee, Soo‐Kyoung Lee
  Journal of Nursing Management.2022; 30(7): 2915.     CrossRef
• Effects of Meaning of Work, Job Embeddedness, and Workplace Bullying on Turnover Intention of Nurses in a University Hospital
  Young Suk Sim, Gui Sook Shim, Bong Hi Sim, Joo Hyun Sung
  Journal of Korean Academy of Nursing Administration.2021; 27(4): 227.     CrossRef
• Influence of Ethical Leadership of Nursing Unit Managers on Job Embeddedness of Staff Nurses: Focusing on Mediating Effect of Trust in Supervisor
  Sunmi Kim, Seohee Jeong, Seok Hee Jeong, Myung Ha Lee
  Journal of Korean Academy of Nursing Administration.2021; 27(1): 21.     CrossRef
• The moderating effect of resilience in the relationship between traumatic event experience and turnover intention of nurses in intensive care units
  Da Woon Jeong, Soukyoung Kim
  The Journal of Korean Academic Society of Nursing Education.2021; 27(4): 447.     CrossRef
• Predicting manufacturing employee turnover intentions
  Angie R. Skelton, Deborah Nattress, Rocky J. Dwyer
  Journal of Economics, Finance and Administrative Science.2020; 25(49): 101.     CrossRef
• Effect of Job Embeddedness on Turnover Intention of Nurses in Long Term Care Hospitals: The Mediating Effect of Nursing Work Environment
  Sun Mi Ha, Yeong Ju Ko
  Journal of Korean Academy of Nursing Administration.2020; 26(5): 439.     CrossRef
• Effects of Job Embeddedness, Nursing Work Environment, and Nursing Professionalism on Turnover Intention in Nurses Working at Rehabilitation Hospitals
  Kyung Mi Kim, Sook Young Kim, Hyenam Hwang, Hye Min Hwang, Hyoeun Kim, Eun Sun Lim
  The Korean Journal of Rehabilitation Nursing.2019; 22(2): 134.     CrossRef
• Influence of Nurse Manager and Peer Group Caring Behaviors as Perceived by Nurses on Intention to Retention
  Moon Yeon Kong, Jeong-Hee Kim
  Journal of Korean Academy of Nursing Administration.2017; 23(2): 191.     CrossRef
• Influences of Fatigue, Emotional Labor and Job Embeddedness on Nurses Turnover Intention
  Yo-Na Kim
  The Korean Journal of Health Service Management.2017; 11(1): 67.     CrossRef

PURPOSE
The present study was aimed to examine the degree of nurses' emotional labor and occupational stress and demonstrate the moderating and mediating effects of work-family conflict in the relationship among emotional labor, occupational stress, turnover intention of nurses.
METHODS
The participants for this study were 307 nurses currently working in two general hospitals in G city in Korea. Data were collected using structured questionnaires and analyzed for descriptive statistics, t-test, ANOVA, Mann-Whitney U Test, Kruskal Wallis Test, Pearson correlation coefficients and hierarchical multiple regression with SPSS/WIN 21.0 program.
RESULTS
It turned out that work-family conflict plays an important role in the relationship among emotional labor, occupational stress, turnover intention of nurses.
CONCLUSION
Therefore, to reduce nurses' turnover intention, it is necessary to have an intervention focusing on work-family conflict. Also, it is necessary for both the government and hospitals to establish a supportive system and a program to relieve nurses from their work-family conflict.

Citations

• Factors Associated with Job Stress among Hospital Nurses: A Meta-Correlation Analysis
  Ji-Young Lim, Geun-Myun Kim, Eun-Joo Kim
  International Journal of Environmental Research and Public Health.2022; 19(10): 5792.     CrossRef
• The Experience of Emotional Labor and Its Related Factors among Nurses in General Hospital Settings in Republic of Korea: A Systematic Review and Meta-Analysis
  Da-Jung Ha, Jung-Hyun Park, Su-Eun Jung, Boram Lee, Myo-Sung Kim, Kyo-Lin Sim, Yung-Hyun Choi, Chan-Young Kwon
  Sustainability.2021; 13(21): 11634.     CrossRef
• Work Performance, Anger Management Ability, Resiliece, and Self Compassion of Clinical Nurses
  Young Ae Kim, Kuem Sun Han
  Journal of Korean Academy of psychiatric and Mental Health Nursing.2021; 30(2): 110.     CrossRef
• Relationship of Workplace Violence to Turnover Intention in Hospital Nurses: Resilience as a Mediator
  Hyun-Jung Kang, Jaeyong Shin, Eun-Hyun Lee
  Journal of Korean Academy of Nursing.2020; 50(5): 728.     CrossRef
• Effects of Leader-Member Exchange of Nurses who Return to Work after Parental Leave on Conflict between Work and Family: Focus on the Mediating Effects of Job Stress
  Ji Hyun Yoon, Jung-Ha Park
  Journal of Korean Academy of Nursing Administration.2020; 26(3): 294.     CrossRef
• Emotional Labor Strategies, Stress, and Burnout Among Hospital Nurses: A Path Analysis
  Ji‐Soo Kim
  Journal of Nursing Scholarship.2020; 52(1): 105.     CrossRef
• Related Factors of Turnover Intention among Korean Hospital Nurses: A Systematic Review and Meta-Analysis
  Youngock Lee, Jiyeon Kang
  Korean Journal of Adult Nursing.2018; 30(1): 1.     CrossRef
• Effects of Group Rational Emotive Behavior Therapy on the Nurses' Job Stress, Burnout, Job Satisfaction, Organizational Commitment and Turnover Intention
  Hye-Lyun Kim, Sook-Hee Yoon
  Journal of Korean Academy of Nursing.2018; 48(4): 432.     CrossRef

PURPOSE
The aim of this study was to investigate the relationships between the hemodialysis unit nurses' experience of verbal abuse, job stress, burnout, and turnover intention, and to identify the explained variances for turnover intention.
METHODS
The research design was a descriptive survey using a probability sampling. The data were measured using self-report questionnaires from 231 hemodialysis unit nurses in seven cities in Korea and were analyzed with SPSS 20.0.
RESULTS
The mean scores were 2.45±0.62 (out of 5) for experience of verbal abuse, 2.40±0.26 (out of 4) for job stress, 2.31±0.48 (out of 4) for burnout, and 3.16±0.05 (out of 5) for turnover intention. There were significant correlations among the experience of verbal abuse, job stress, burnout, and turnover intention within the hemodialysis unit nurses. Factors influencing turnover intention were 'burnout' (β=.42, p<.001) and 'job stress' (β=.17, p=.015)which explained 42% of the variance (F=15.98, p<.001).
CONCLUSION
Results suggest that in order to reduce nurses' turnover intention, nurse managers should explore strategies to reduce nurses' burnout and job stress in nurses in hemodialysis units.

Citations

• Occupational stress in dental hygienists: A systematic review
  Yi-Seul Kim, Seul-Gi Kim, Soon-Ryun Lim, Su-Jung Cho
  Journal of Korean Society of Dental Hygiene.2023; 23(6): 411.     CrossRef
• Verbal violence and turnover intention among new nurses in Korea: A time‐lagged survey
  Ae Kyung Chang, Ah Young Kim
  Journal of Nursing Management.2022; 30(6): 1823.     CrossRef
• Factors Associated with Job Stress among Hospital Nurses: A Meta-Correlation Analysis
  Ji-Young Lim, Geun-Myun Kim, Eun-Joo Kim
  International Journal of Environmental Research and Public Health.2022; 19(10): 5792.     CrossRef
• The Unprecedented Lockdown: The consequences of job loss
  Soujata Rughoobur-Seetah
  Zagreb International Review of Economics and Business.2021; 24(2): 1.     CrossRef
• Verbal abuse and psychological disorders among nursing student interns in KSA
  Emad A. Shdaifat, Mohammed M. AlAmer, Aysar A. Jamama
  Journal of Taibah University Medical Sciences.2020; 15(1): 66.     CrossRef
• Factors Influencing Musculoskeletal Disorder Symptoms in Hemodialysis Nurses in Tertiary Hospitals
  Seung Mi Jang, Eun A Kim
  Journal of Korean Academy of Nursing Administration.2019; 25(5): 478.     CrossRef
• Influence of Verbal Abuse on Job Stress for Special Unit Nurses and General Ward Nurses in General Hospitals
  Yang-Ok Kim, Yeo-Jin Yi
  Journal of Korean Academy of Nursing Administration.2017; 23(3): 323.     CrossRef
• Effects of Aromatherapy Footbath on Stress and Autonomic Nervous System Activity
  Ju-mi Ahn, Myung-Haeng Hur
  Korean Journal of Stress Research.2017; 25(4): 239.     CrossRef
• Hermeneutic Phenomenological Study on Caring Experience of Nurses Working in a Chemotherapy Ward in Korea
  Ji Young Seo, Myungsun Yi
  Asian Oncology Nursing.2017; 17(1): 55.     CrossRef
• Factors Affecting on Turnover Intentions among Operating Room Nurses
  Yeo-Jin Kim, Keum-Sook Park, Eun-Ja Yang
  Journal of the Korea Academia-Industrial cooperation Society.2016; 17(12): 352.     CrossRef

PURPOSE
This study was done to investigate the influence of organization and community job embeddedness on turnover intention of nurses in small and medium sized general hospitals.
METHODS
The participants, 333 nurses, were recruited from small and medium sized general hospitals in Korea. Data were collected by self-report questionnaires on job-embeddedness and turnover intention and were analyzed using descriptive statistics, Independent t-test, One-way ANOVA and Scheffé', Pearson correlation coefficient, and multiple linear regression analysis with the SPSS 18.0 program.
RESULTS
The score for job embeddedness and it's 6 factors, and turnover intention were above 3 on a 5 point scale with the exception of organizational sacrifice. There was a significant difference in turnover intention according to age, marital status, salary, and position. There were significant negative correlations between the 6 factors of job embeddedness and turnover intention. Variables entered in multiple regression showed that organizational sacrifice, organizational fit and age were significant contributing factors to turnover intention.
CONCLUSION
The findings suggest that there is a need for strategies to enhance job embeddedness, especially organization sacrifice and organization fit. These factors should be developed and used to decrease turnover intention of nurses in small and medium sized general hospitals.

Citations

• Effect of Nursing Professionalism on Turnover Intention among Nurses: The Mediating Effect of Job Embeddedness
  Ja In Kim, Seok Hee Jeong, Hyoung Eun Chang, Sunmi Kim
  Journal of Korean Academy of Nursing Administration.2025; 31(4): 446.     CrossRef
• Nurses’ job embeddedness and turnover intention: A systematic review and meta-analysis
  Xin Wang, Ming Liu, Angela Y.M. Leung, Xiaoyan Jin, Hongxia Dai, Shaomei Shang
  International Journal of Nursing Sciences.2024; 11(5): 563.     CrossRef
• An Exploratory Study of Psychological Distress, Professional Quality of Life, Effort-Reward Imbalance, and Turnover Intention of Hospital Nurses during the COVID-19 Pandemic
  Suk-Jung Han, Soon-Youl Lee, Sie-Eun Kim
  Healthcare.2023; 11(19): 2695.     CrossRef
• Effects of nursing professionalism and self-efficacy on job embeddedness in nurses
  Hee-jeong Kim, Dahye Park
  Heliyon.2023; 9(6): e16991.     CrossRef
• Effects of job embeddedness and nursing working environment on turnover intention among trauma centre nurses: A cross‐sectional study
  Hye Ju Lee, Soo‐Kyoung Lee
  Journal of Nursing Management.2022; 30(7): 2915.     CrossRef
• Relationship of Job Stress to Turnover Intention in Hospital Nurses of Rural Areas: Job Embeddedness as a Mediator
  Eun Hee Kang, Im Sun Seo
  Journal of Korean Academy of Nursing Administration.2022; 28(5): 534.     CrossRef
• Influence of Ethical Leadership of Nursing Unit Managers on Job Embeddedness of Staff Nurses: Focusing on Mediating Effect of Trust in Supervisor
  Sunmi Kim, Seohee Jeong, Seok Hee Jeong, Myung Ha Lee
  Journal of Korean Academy of Nursing Administration.2021; 27(1): 21.     CrossRef
• Effects of Meaning of Work, Job Embeddedness, and Workplace Bullying on Turnover Intention of Nurses in a University Hospital
  Young Suk Sim, Gui Sook Shim, Bong Hi Sim, Joo Hyun Sung
  Journal of Korean Academy of Nursing Administration.2021; 27(4): 227.     CrossRef
• Influence of Job Embeddedness and Resilience on Turnover Intention in Dental Hygienists
  Ji-Min Hwang, Ji-Hyoung Han
  Journal of Dental Hygiene Science.2020; 20(3): 171.     CrossRef
• Effects of Job Embeddedness and Emotional Intelligence on Performance of Nurses in Medium and Small sized Hospital
  Sung-Bok Kwon, Mee-Jeong Park, Hyeong-Mi Song, Ji-Seon Moon
  The Korean Journal of Health Service Management.2017; 11(1): 55.     CrossRef
• Influences of Customer Orientation, Emotional Labor, Unit Manager-nurse Exchange and Relational Bonds on Nurses' Turnover Intension
  Young-Soon Kim, Kyung-Yeon Park
  Journal of Korean Academy of Nursing Administration.2016; 22(4): 396.     CrossRef

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.

Citations

• Clinical Nurses’ Job Embeddedness and Its Relationship to Professional Identity, Organizational Climate, and Compassion Fatigue: A Structural Equation Model
  Shuqi Zhai, Congcong Dai, Qinqin Liu, Yifan Lu, Chaoran Chen, Haibo Xu
  Journal of Nursing Management.2025;[Epub]     CrossRef
• Nurses’ job embeddedness and turnover intention: A systematic review and meta-analysis
  Xin Wang, Ming Liu, Angela Y.M. Leung, Xiaoyan Jin, Hongxia Dai, Shaomei Shang
  International Journal of Nursing Sciences.2024; 11(5): 563.     CrossRef
• The impact of nurse’s sense of calling, organizational commitment, job stress, and nursing work environment on patient safety management activities in comprehensive nursing care service units during the covid-19 pandemic
  YeJi Lee, Won Ju Hwang
  BMC Nursing.2024;[Epub]     CrossRef
• Perception of Clinical Ladder System, Professional Self-Concept, Self-Efficacy, and Organizational Commitment by the Level of Clinical ladder among Intensive Care Unit Nurses
  Ji Hyun Lee, Su Jung Choi
  Journal of Korean Critical Care Nursing.2022; 15(3): 51.     CrossRef
• Psychometric Properties of the Korean Version of the Nursing Profession Self-Efficacy Scale
  Seon Mi KIM, Ju Hee KIM, Jung Min KWAK
  Journal of Nursing Research.2022; 30(2): e197.     CrossRef
• The critical role of job embeddedness: The impact of psychological empowerment and learning orientation on organizational commitment
  Dong-Yeol Yoon, Caleb Seung-Hyun Han, Soo-Kyoung Lee, Jun Cho, Moonju Sung, Soo Jeoung Han
  Frontiers in Psychology.2022;[Epub]     CrossRef
• Effects of job embeddedness and nursing working environment on turnover intention among trauma centre nurses: A cross‐sectional study
  Hye Ju Lee, Soo‐Kyoung Lee
  Journal of Nursing Management.2022; 30(7): 2915.     CrossRef
• Effects of Meaning of Work, Job Embeddedness, and Workplace Bullying on Turnover Intention of Nurses in a University Hospital
  Young Suk Sim, Gui Sook Shim, Bong Hi Sim, Joo Hyun Sung
  Journal of Korean Academy of Nursing Administration.2021; 27(4): 227.     CrossRef
• Assessing the Presence of Post-Traumatic Stress and Turnover Intention Among Nurses Post–Middle East Respiratory Syndrome Outbreak: The Importance of Supervisor Support
  Heeja Jung, Sun Young Jung, Mi Hyang Lee, Mi Sun Kim
  Workplace Health & Safety.2020; 68(7): 337.     CrossRef
• Effects of Nurses' Positive Psychological Capital, Self-Leadership, and Relational Bonds on Organizational Commitment
  Shi Nae Kwon, Hyo Jung Park
  Journal of Korean Academy of Nursing Administration.2020; 26(3): 241.     CrossRef
• The Impact of Organizational Commitment and Positive Psychological Capital on Job Embeddedness of Nurses in Trauma Centers
  Eun Ji Choi, Eun Nam Lee, Moon Ja Kim
  Journal of Korean Academy of Nursing Administration.2019; 25(4): 292.     CrossRef
• Effects of Job Embeddedness, Nursing Work Environment, and Nursing Professionalism on Turnover Intention in Nurses Working at Rehabilitation Hospitals
  Kyung Mi Kim, Sook Young Kim, Hyenam Hwang, Hye Min Hwang, Hyoeun Kim, Eun Sun Lim
  The Korean Journal of Rehabilitation Nursing.2019; 22(2): 134.     CrossRef
• Impact of self‐efficacy on the self‐leadership of nursing preceptors: The mediating effect of job embeddedness
  Hyunju Kim, Kisook Kim
  Journal of Nursing Management.2019; 27(8): 1756.     CrossRef
• Influence of Resilience and Job Embeddedness on Turnover Intention in General Hospital Nurses
  Kyoung Ja Ko, Soo-Kyoung Lee
  Journal of Korean Academy of Nursing Administration.2019; 25(4): 362.     CrossRef
• Effects of Relational Bonds and Professional Authority in the Organizational Commitment of Intensive Care Unit Nurses
  Naeyoung Lee, Young Soon Kim
  Journal of Korean Academy of Nursing Administration.2017; 23(2): 151.     CrossRef
• Factors affecting Retention Intention of Male Nurses Working Health Care Institution in Korea
  Mi Yu, Kyung Ja Kang, Su Jeong Yu, Myungsook Park
  Journal of Korean Academy of Nursing Administration.2017; 23(3): 280.     CrossRef
• Impact of Nursing Organizational Culture Types on Innovative Behavior and Job Embeddedness Perceived by Nurses
  Mi Yeong Mun, Seon Young Hwang
  Journal of Korean Academy of Nursing Administration.2016; 22(4): 313.     CrossRef
• Impact of Self-leadership and Organizational Commitment on the Intention of Psychiatric Mental Health Nurses to Remain in the Profession
  Hyun Sook Park
  Journal of Korean Academy of Psychiatric and Mental Health Nursing.2016; 25(4): 409.     CrossRef