• KANAD
  • Contact us
  • E-Submission

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

OPEN ACCESS
mobile search button mobile menu button
Search
Advanced Search
ABOUT
BROWSE ARTICLES
EDITORIAL POLICY
FOR CONTRIBUTORS

Articles

Page Path

Original Article

Effects of Job Characteristics, Organizational Culture on Job Satisfaction and Turnover Intention in Public Institution Nurses

Young Joo Lee1, So Hee Kim1, Taewha Lee2
Journal of Korean Academy of Nursing Administration 2015;21(4):354-365.
Published online: September 30, 2015

1The Graduate School of Yonsei University, Korea.

2College of Nursing, Yonsei University, Korea.

Corresponding author: Kim, So Hee. College of Nursing, Yonsei University, 50-1 Yonsei-ro, Seodaemun-gu, Seoul 120-752, Korea. Tel: +82-2-2228-3237, Fax: +82-2-393-2808, horrykim@naver.com
• Received: April 2, 2015   • Revised: May 22, 2015   • Accepted: June 18, 2015

Copyright © 2015 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.

  • 25 Views
  • 0 Download
  • 9 Crossref
prev next

Full Article

Download PDF Download PDF
  • Purpose
    The aim of this study was to examine the relationship between job characteristics, organizational culture, job satisfaction and turnover intention, including the direct and indirect effects of the variables on turnover intention.
  • Methods
    A questionnaire was completed by a convenience sample of 144 nurses working for two public institutions. Data were analyzed using independent t-test, One-way ANOVA, Pearson correlation, Hierarchical multiple regression and Path analysis with SPSS/WIN 21.0 and AMOS 21.0 programs.
  • Results
    The mean score for job satisfaction and turnover intention was similar to that of other hospital nurses. The factors affecting job satisfaction were: position, number of job changes, relationship-oriented culture, and hierarchical-oriented culture(Adj. R2=.48, F=14.43, p<.001). The factors affecting turnover intention were: age, position, overtime, and job satisfaction(Adj. R2=.61, F=19.48, p<.001). Job autonomy and relationship-oriented culture had a significant indirect effect on turnover intention.
  • Conclusion
    In developing intervention strategies to improve job satisfaction and reduce turnover intention there is a need to consider both the job characteristics and organizational culture of nurses in public institutions.
  • Key Words: Job satisfaction; Personnel turnover; Organizational culture; Job description
  • 1. Hospital Nurses Association. Hospital nurses staffing state survey [Internet]. Seoul, Hospital Nurses Association. 2013;cited 2014 September 22. Available from: http://khna.or.kr/web/information/resource.php
  • 2. Korean Statistical Information Service. Survey on wages and working hours at establishments [Internet]. Deajeon, Statistics Korea. 2013;cited 2014 October 31. Available from: http://kosis.kr/statHtml/statHtml.do?orgId=118&tblId=DT_118N_MONA31&conn_path=I3
  • 3. Kim JK, Kim MJ. A review of research on hospital nurses' turnover intention. J Korean Acad Nurs Adm. 2011;17(4):538-550.
  • 4. Hackman J, Richard , Oldham GR. Development of the job diagnostic survey. J Appl Psychol. 1975;60(2):159-170.
  • 5. Lee JW. The mediating role of job involvement in the relationships between job characteristics and employee attitudes. Korean J Manage. 1997;5(1):87-122.
  • 6. Er KS, Hur HK, Kim KK, Cho YJ, Kim EH, Kim SJ. The relationship between job characteristics, job satisfaction, and intents to leave among hospital nurses. Clin Nurs Res. 2004;9(2):81-92.
  • 7. Kim KK, Hur HK. A comparative study on the job characteristics and job satisfaction in correctional nurses and hospital nurses. J Korean Acad Nurs Adm. 2003;9(2):233-241.
  • 8. Portoghese I, Galletta M, Battistelli A, Leiter MP. A multilevel investigation on nursing turnover intention: the cross-level role of leader-member exchange. J Nurs Manag. 2014;01 12
  • 9. Lim CH. Organizational behavior. 5th ed. Seoul: B&M Books; 2013.
  • 10. Kathryn M, Chou SS, Stone PW. Organizational climate and health care outcomes. Jt Comm J Qual Patient Saf. 2007;33:11 Suppl. 45-56.
  • 11. Cameron KS, Quinn RE. Diagnosing and changing organizational culture: Based on the competing values framework. 3rd ed. San Francisco, CA: Jossey-Bass; 2011.
  • 12. Choi WC. Factors related to burnout and job satisfaction among civil servants: focused on the organizational culture of public health division. [master's thesis]. Gyungsan: Daegu Hanny University; 2011.
  • 13. Choi SH, Jang IS, Park SM, Lee HY. Effects of organizational culture, self-leadership and empowerment on job satisfaction and turnover intention in general hospital nurses. J Korean Acad Nurs Adm. 2014;20(2):206-214.
  • 14. Han SJ. A study on the relationship between nursing organizational culture and organizational performance. J Korean Acad Nurs Adm. 2002;8(3):441-456.
  • 15. Park JS. The causal relationship between public hospital nurses's perception of organizational culture types and job satisfaction and turnover intention. Health Soc Sci. 2006;19:97-118.
  • 16. Lee EJ, Han JY, Kim MY. Effects of the organizational culture on the job satisfaction and organization commitment. J Korean Acad Nurs Adm. 2008;14(1):5-12.
  • 17. Kang CH, Huh SY, Lee JM, Chung SW, Cho SM. Cross-sector job mobility and job satisfaction change among college graduates. Korea Soc Policy Rev. 2012;19(2):9-38.
  • 18. Spector PE. Measurement of human service staff satisfaction: Development of the job satisfaction survey. Am J Community Psychol. 1985;13:693-713.
  • 19. Choi YS. The influence on job satisfaction and organizational commitment of the members in social welfare organization by professional identity and chief executive's leadership: The analysis of multi-level [dissertation]. Seoul: Seoul Women's University; 2011. p. 170-172.
  • 20. Lawler EE. Satisfaction and behavior. In: Hackman JR, Lawler EE, editors. Perspectives on behavior in organizations. New York: McGraw-Hill; 1983. p. 78-97.
  • 21. Kim YR. A study on the turnover intention of the oncology nurse [master's thesis]. Gwangju: Chonnam National University; 2007.
  • 22. Kim MR, Seomun GA. Relationships among burnout, job satisfaction, organizational commitment and turnover intention to resign in hospital nurses. Korean J Occup Health Nurs. 2013;22(2):93-101.
  • 23. Kim SY, Lee GY, Sook BS. Influence of job characteristics and organizational communication on the job satisfaction of hospital nurses. Health Soc Sci. 2013;33:135-159.
  • 24. Lee SY. The influence of job characteristics and professionalism on empowerment perceived by nurses. J Korean Acad Nurs Adm. 2006;12(4):587-596.
  • 25. Park KK. Human resource management. 5th ed. Seoul: Hongmoonsa; 2013.
  • 26. Shin YG. Human-oriented management. Seoul: Dasan; 2005.
  • 27. Lee HJ, Park HJ. Organizational behavior. Paju: Bubmoonsa; 2004.
  • 28. Yom YH, Kwon SB, Lee YY, Kwon EK, Ko JW. The determinants of job satisfaction of nurses: focused on work rewards. J Korean Acad Nurs. 2009;39(33):329-337.
  • 29. Nooney JG, Unruh L, Yore MM. Should I stay or should I go? Career change and labor force separation among registered nurses in the U.S. Soc Sci Med. 2010;70(12):1874-1881.
  • 30. Barron D, West E. Leaving nursing: An event-history analysis of nurses' careers. J Health Serv Res Policy. 2005;10(3):150-157.
Figure 1

Path model of turnover intention.

jkana-21-354-g001.jpg
Table 1

Differences of Job Satisfaction, Turnover Intention by Characteristics of Participants (N=144)

jkana-21-354-i001.jpg

*Multiple responses; a, b, c, d=Scheffé test.

Table 2

Descriptive Statistics for Study Variables (N=144)

jkana-21-354-i002.jpg
Table 3

Factors affecting Job Satisfaction and Turnover Intention (N=144)

jkana-21-354-i003.jpg

*Dummy variables: Position (Deputy manager=0), WH (55~60=0); JC=Job characteristics, OC=Organizational culture, WH=Work hours.

Table 4

Direct Effect, Indirect Effect, and Total Effect in Modified Path Model (N=144)

jkana-21-354-i004.jpg

*SMC=Squared multiple correlation.

Figure & Data

References

    Citations

    Citations to this article as recorded by  
    • 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
    • Factors Affecting Political Competency of Advanced Practice Nurses
      Wooyeong Park, Taewha Lee
      Journal of Korean Academy of Nursing Administration.2023; 29(3): 246.     CrossRef
    • Impact of Nursing Organizational Culture and Nursing Practice Environment on Generational Conflict in Organization among Hospital Nurses
      Jieun Kwon, Eun-Young Kim
      Journal of Korean Academy of Nursing Administration.2023; 29(1): 45.     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
    • Effects of nursing organizational culture and job stress on Korean infection control nurses’ turnover intention
      Jeong Sil Choi, Kyung Mi Kim
      American Journal of Infection Control.2020; 48(11): 1404.     CrossRef
    • Trends in Turnover Research on Korean Nurses: Based on 8 Journals Published by Member Societies under the Korean Academy of Nursing Science, 2006-2015
      Hyo Geun Geun
      The Open Nursing Journal.2019; 13(1): 92.     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
    • A Structural Model of Hospital Nurses' Turnover Intention: Focusing on Organizational Characteristics, Job Satisfaction, and Job Embeddedness
      Mi Ja Yoo, Jong Kyung Kim
      Journal of Korean Academy of Nursing Administration.2016; 22(3): 292.     CrossRef
    • Convergence Study of The Effects of Nurses' Perceived Nursing Organization Culture and on Their Customer Orientation
      Min-Jeong Lee, Jin-Sook Han, Young-Mi Jang
      Journal of Digital Convergence.2015; 13(11): 303.     CrossRef

    Download Citation

    Download a citation file in RIS format that can be imported by all major citation management software, including EndNote, ProCite, RefWorks, and Reference Manager.

    Format:

    Include:

    Effects of Job Characteristics, Organizational Culture on Job Satisfaction and Turnover Intention in Public Institution Nurses
    J Korean Acad Nurs Adm. 2015;21(4):354-365.   Published online September 30, 2015
    DOI: https://doi.org/10.11111/jkana.2015.21.4.354
    Download Citation
    Download a citation file in RIS format that can be imported by all major citation management software, including EndNote, ProCite, RefWorks, and Reference Manager.
    Format:
    • RIS — For EndNote, ProCite, RefWorks, and most other reference management software
    • BibTeX — For JabRef, BibDesk, and other BibTeX-specific software
    Include:
    • Citation for the content below
    Effects of Job Characteristics, Organizational Culture on Job Satisfaction and Turnover Intention in Public Institution Nurses
    J Korean Acad Nurs Adm. 2015;21(4):354-365.   Published online September 30, 2015
    DOI: https://doi.org/10.11111/jkana.2015.21.4.354
    Close

    Figure

    • 0

    Related articles

    Effects of Job Characteristics, Organizational Culture on Job Satisfaction and Turnover Intention in Public Institution Nurses
    Image
    Figure 1 Path model of turnover intention.

    Figure 1

    Effects of Job Characteristics, Organizational Culture on Job Satisfaction and Turnover Intention in Public Institution Nurses

    Differences of Job Satisfaction, Turnover Intention by Characteristics of Participants (N=144)

    *Multiple responses; a, b, c, d=Scheffé test.

    Descriptive Statistics for Study Variables (N=144)

    Factors affecting Job Satisfaction and Turnover Intention (N=144)

    *Dummy variables: Position (Deputy manager=0), WH (55~60=0); JC=Job characteristics, OC=Organizational culture, WH=Work hours.

    Direct Effect, Indirect Effect, and Total Effect in Modified Path Model (N=144)

    *SMC=Squared multiple correlation.
    Table 1 Differences of Job Satisfaction, Turnover Intention by Characteristics of Participants (N=144)

    *Multiple responses; a, b, c, d=Scheffé test.

    Table 2 Descriptive Statistics for Study Variables (N=144)

    Table 3 Factors affecting Job Satisfaction and Turnover Intention (N=144)

    *Dummy variables: Position (Deputy manager=0), WH (55~60=0); JC=Job characteristics, OC=Organizational culture, WH=Work hours.

    Table 4 Direct Effect, Indirect Effect, and Total Effect in Modified Path Model (N=144)

    *SMC=Squared multiple correlation.

    Table 1

    Table 2

    Table 3

    Table 4

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

    ABOUT

    BROWSE ARTICLES 

    EDITORIAL POLICY

    FOR CONTRIBUTORS  

    © Korean Academy of Nursing Administration.
    TOP