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Original Article

Relationships among Nursing Work Environment, Job Embeddedness, and Turnover Intention in Nurses

Hae Jin Ko1, Jeong-Hee Kim2
Journal of Korean Academy of Nursing Administration 2016;22(3):279-291.
Published online: June 30, 2016

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Corresponding author: Kim, Jeong-Hee. College of Nursing, Jeju National University, 102 Jejudaehak-no, Jeju 63243, Korea. Tel: +82-64-754-3884, Fax: +82-64-702-2686, snukjh@jejunu.ac.kr
• Received: April 19, 2016   • Revised: May 30, 2016   • Accepted: May 30, 2016

Copyright © 2016 Korean Academy of Nursing Administration

This is an open access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (http://creativecommons.org/licenses/by-nc/3.0/), which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.

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  • 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.
  • Key Words: Nurses; Work environment; Job; Embeddedness; Turnover intention

This article is based on a part of the first author's master's thesis from Jeju National University.

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Table 1

General and Job-related Characteristics of the Participants (N=177)

jkana-22-279-i001.jpg

*Excluding no responses; OBGY/Ped.=Obstetric gynecology & pediatrics; †Special unit=Intensive care unit, Emergency room, & Operation room; ‡Others=Artificial kidney unit & Outpatient department; §Only the nurses who experienced turnover (n=67). Range=1~5 times.

Table 2

Levels of Nursing Work Environment, Job Embeddedness, and Turnover Intention (N=177)

jkana-22-279-i002.jpg

*Multiple responses; n=number of responses.

Table 3

Differences in Turnover Intention according to General and Job-related Characteristics of the Participants (N=177)

jkana-22-279-i003.jpg

*Intensive care unit, Emergency room, & Operation room; †Artificial kidney unit & outpatient department; OBGY/Ped.=Obstetric gynecology & pediatrics.

Table 4

Correlations among Nursing Work Environment, Job Embeddedness, and Turnover Intention (N=177)

jkana-22-279-i004.jpg

r (p) between NWE total and JE total=.62 (<.001); r (p) between Turnover intention and NWE total=-.27 (<.001); r (p) between Turnover intention and JE total=-.43 (<.001); NWE-P=Nurse participation in hospital affairs; NWE-F=Nursing foundation for quality of care; NWE-M=Nurse manager ability, leadership & support of nurses; NWE-S=Staffing & resource adequacy; NWE-R=Collegial nurse-physician relation; O-F=Organization fit; O-S=Organization sacrifice; O-L=Organization link; C-F=Community fit; C-S=Community sacrifice; C-L=Community link.

Table 5

Factors Influencing the Participants' Turnover Intention (N=177)

jkana-22-279-i005.jpg

Dummy variable=Marital status (not married=0); Age (≥40 yr=0); Clinical experience (≥10 yr=0); Clinical experience in current hospital (≥10 yr=0).

Figure & Data

References

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    DOI: https://doi.org/10.11111/jkana.2016.22.3.279
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    DOI: https://doi.org/10.11111/jkana.2016.22.3.279
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    Relationships among Nursing Work Environment, Job Embeddedness, and Turnover Intention in Nurses
    Relationships among Nursing Work Environment, Job Embeddedness, and Turnover Intention in Nurses

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    *Intensive care unit, Emergency room, & Operation room; †Artificial kidney unit & outpatient department; OBGY/Ped.=Obstetric gynecology & pediatrics.

    Correlations among Nursing Work Environment, Job Embeddedness, and Turnover Intention (N=177)

    r (p) between NWE total and JE total=.62 (<.001); r (p) between Turnover intention and NWE total=-.27 (<.001); r (p) between Turnover intention and JE total=-.43 (<.001); NWE-P=Nurse participation in hospital affairs; NWE-F=Nursing foundation for quality of care; NWE-M=Nurse manager ability, leadership & support of nurses; NWE-S=Staffing & resource adequacy; NWE-R=Collegial nurse-physician relation; O-F=Organization fit; O-S=Organization sacrifice; O-L=Organization link; C-F=Community fit; C-S=Community sacrifice; C-L=Community link.

    Factors Influencing the Participants' Turnover Intention (N=177)

    Dummy variable=Marital status (not married=0); Age (≥40 yr=0); Clinical experience (≥10 yr=0); Clinical experience in current hospital (≥10 yr=0).
    Table 1 General and Job-related Characteristics of the Participants (N=177)

    *Excluding no responses; OBGY/Ped.=Obstetric gynecology & pediatrics; †Special unit=Intensive care unit, Emergency room, & Operation room; ‡Others=Artificial kidney unit & Outpatient department; §Only the nurses who experienced turnover (n=67). Range=1~5 times.

    Table 2 Levels of Nursing Work Environment, Job Embeddedness, and Turnover Intention (N=177)

    *Multiple responses; n=number of responses.

    Table 3 Differences in Turnover Intention according to General and Job-related Characteristics of the Participants (N=177)

    *Intensive care unit, Emergency room, & Operation room; †Artificial kidney unit & outpatient department; OBGY/Ped.=Obstetric gynecology & pediatrics.

    Table 4 Correlations among Nursing Work Environment, Job Embeddedness, and Turnover Intention (N=177)

    r (p) between NWE total and JE total=.62 (<.001); r (p) between Turnover intention and NWE total=-.27 (<.001); r (p) between Turnover intention and JE total=-.43 (<.001); NWE-P=Nurse participation in hospital affairs; NWE-F=Nursing foundation for quality of care; NWE-M=Nurse manager ability, leadership & support of nurses; NWE-S=Staffing & resource adequacy; NWE-R=Collegial nurse-physician relation; O-F=Organization fit; O-S=Organization sacrifice; O-L=Organization link; C-F=Community fit; C-S=Community sacrifice; C-L=Community link.

    Table 5 Factors Influencing the Participants' Turnover Intention (N=177)

    Dummy variable=Marital status (not married=0); Age (≥40 yr=0); Clinical experience (≥10 yr=0); Clinical experience in current hospital (≥10 yr=0).

    Table 1

    Table 2

    Table 3

    Table 4

    Table 5

    J Korean Acad Nurs Adm : Journal of Korean Academy of Nursing Administration

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