Effects of Organizational Culture, Self-Leadership and Empowerment on Job Satisfaction and Turnover Intention in General Hospital Nurses

Seunghye Choi; Insun Jang; Seungmi Park; Haeyoung Lee

doi:10.11111/jkana.2014.20.2.206

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Effects of Organizational Culture, Self-Leadership and Empowerment on Job Satisfaction and Turnover Intention in General Hospital Nurses

Seunghye Choi¹, Insun Jang², Seungmi Park³, Haeyoung Lee³

Journal of Korean Academy of Nursing Administration 2014;20(2):206-214.
Published online: March 31, 2014

DOI: https://doi.org/10.11111/jkana.2014.20.2.206

¹Department of Nursing, Suwon University, Korea.

²Department of Nursing, Korea Bible University, Korea.

³Department of Nursing & Research Institute for Basic Science, Hoseo University, Korea.

Corresponding author: Lee, Haeyoung. Department of Nursing, Hoseo University, 20 Hoseo-ro, 79 beon-gil, Baebang-eup, Asan 336-795, Korea. Tel: +82-41-540-9537, Fax: +82-41-540-9558, hylee@hoseo.edu

• Received: January 8, 2014 • Revised: February 12, 2014 • Accepted: February 25, 2014

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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Abstract
REFERENCES

Abstract

Purpose
In this study factors affecting job satisfaction and turnover intention of nurses were explored in the context of organizational culture, self-leadership, and empowerment.
Methods
Participants were 286 nurses drawn from 3 general hospitals. Data were analyzed using t-test, one-way ANOVA, Pearson correlation, and hierarchial multiple regression with the SPSS/WIN 18.0 program.
Results
Significant differences in job satisfaction and turnover intention were found according to organizational culture types. Significant positive correlations were found between self-leadership, empowerment, task oriented organizational culture, relationship oriented organizational culture, innovation oriented organizational culture and job satisfaction. On the other hand, significant negative relationships were found between empowerment, relationship oriented organizational culture, innovation oriented organizational culture and turnover intention. The factors that enhance job satisfaction were found to be higher innovation-oriented organizational culture. Lower turnover intention was shown to be positively associated with relationship- or innovation oriented organization culture.
Conclusion
Innovation oriented organizational culture is needed in order to raise job satisfaction and reduce turnover intention of nurses.
Key Words: Organizational culture; Self-leadership; Empowerment; Job satisfaction; Turnover intention

REFERENCES

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Table 1

Differences in Job Satisfaction and Turnover Intention according General Characteristics of the Participants (N=286)

Post-hoc comparison=Scheffé.

^*p<.05.

Table 2

Differences of Job Satisfaction and Turnover Intention according to Organizational Culture (N=286)

Post-hoc comparison=Scheffé.

^*p<.05.

Table 3

Correlation of Job Satisfaction, Turnover Intention, Self-leadership, Empowerment to Organizational Culture (N=286)

Table 4

Factors Affecting Job Satisfaction and Turnover Intention of Participants (N=286)

^*Dummy variables: salary (low=0), marital status (unmarried=0), education level (college=0).

Figure & Data

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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. Published online March 31, 2014

DOI: https://doi.org/10.11111/jkana.2014.20.2.206

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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. Published online March 31, 2014

DOI: https://doi.org/10.11111/jkana.2014.20.2.206

Effects of Organizational Culture, Self-Leadership and Empowerment on Job Satisfaction and Turnover Intention in General Hospital Nurses

Table 1

Differences in Job Satisfaction and Turnover Intention according General Characteristics of the Participants (N=286)

Post-hoc comparison=Scheffé.

^*p<.05.

Table 2

Differences of Job Satisfaction and Turnover Intention according to Organizational Culture (N=286)

Post-hoc comparison=Scheffé.

^*p<.05.

Table 3

Correlation of Job Satisfaction, Turnover Intention, Self-leadership, Empowerment to Organizational Culture (N=286)

Table 4

Factors Affecting Job Satisfaction and Turnover Intention of Participants (N=286)

^*Dummy variables: salary (low=0), marital status (unmarried=0), education level (college=0).

Table 1 Differences in Job Satisfaction and Turnover Intention according General Characteristics of the Participants (N=286)

Post-hoc comparison=Scheffé.

^*p<.05.

Table 2 Differences of Job Satisfaction and Turnover Intention according to Organizational Culture (N=286)

Post-hoc comparison=Scheffé.

^*p<.05.

Table 3 Correlation of Job Satisfaction, Turnover Intention, Self-leadership, Empowerment to Organizational Culture (N=286)

Table 4 Factors Affecting Job Satisfaction and Turnover Intention of Participants (N=286)

^*Dummy variables: salary (low=0), marital status (unmarried=0), education level (college=0).

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