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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

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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.

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  • 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
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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

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    DOI: https://doi.org/10.11111/jkana.2015.21.4.354
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    DOI: https://doi.org/10.11111/jkana.2015.21.4.354
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    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

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