Purpose This study aimed to identify the effects of professional self-concept and nursing organizational culture on the intention of retention of older nurses over 40 years old by examining the relationships between such variables. Methods Middle-aged nurses who were currently involved in direct patient care and had at least one year of clinical experience were recruited from general hospitals. The questionnaires were administered to 137 middle-aged nurses in September 2022. Results The mean age of participants were 44.7±3.5 years, and more than 90% were married female nurses. The professional self-concept (β=.34, p<.001), work-life balance (β=.24, p=.007), satisfaction of work environment (β=.19, p=.024) significantly predicted the nurses’ intention of retention at work. Conclusions Based on these findings, nursing interventions enhancing professional self-concept are needed to increase middle-aged nurses’ intention of retention. The introduction of flexible work hour systems that improve nurses' satisfaction of working environments is also essential to increase the intention of retention in middle-aged nurses.
Purpose This study aimed to identify the factors that affect intention of retention of hospital nurses by examining correlations between positive psychological capital, job crafting, job satisfaction and intention of retention based on the expanded Job Demand-Resources Model.
Methods: A total of 198 nurses with more than 6 months of clinical experience were recruited from a university hospital. Data on positive psychological capital, job crafting, job satisfaction and intention of retention were collected from September to October 2021 using self-report questionnaires.
Results: Hierarchical regression analysis demonstrated that the factors affecting hospital nurses’ intention to retain were marital status (β=.15, p=.035) in Model 1, positive psychological capital (β=.18, p=.037), and job crafting (β=.29, p=.001) in Model 2, and job satisfaction (β=.55, p<.001) explained by 35% in Model 3.
Conclusion: Based on our findings, employer and nursing leaders should provide job satisfaction programs including offering career growth opportunities and building supportive nursing culture for retention among nurses.
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