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

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.

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

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;[Epub]     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

• 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
• 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

• 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.

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
• 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

• 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
• 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

• 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 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
• 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