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Mediating Effects of Empowerment, Job Stress, and Organizational Commitment in Relation-oriented Nursing Organization Culture and Turnover Intention of Clinical Nurses

Soon Jeong Kang
Journal of Korean Academy of Nursing Administration 2013;19(3):372-381.
Published online: June 30, 2013

Operation Room, Jeju Hanmaeum Hospital, Korea.

Corresponding author: Kang, Soon Jeong. Operation Room, Jeju Hanmaeum Hospital, 260 Ido 2-dong, Jeju 690-824, Korea. Tel: +82-64-750-9268, Fax: +82-64-750-9800, mika0221@hanmail.net
• Received: February 4, 2013   • Revised: April 14, 2013   • Accepted: May 25, 2013

Copyright © 2013 Korean Academy of Nursing Administration

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  • Purpose
    The purposes of this study were to analyze the mediating effects of empowerment, job stress, organizational commitment and relation-oriented nursing organization culture on turnover intention of clinical nurses.
  • Methods
    Participants selected for the final analysis were 382 nurses working in 4 general hospitals. Data were analyzed through descriptive statistics Pearson correlation analysis (SPSS/WIN 17.0), and Path analysis (AMOS 18.0).
  • Results
    The study results are as follows: relation-oriented nursing organizational culture had no direct effect but had an indirect effect on nurses' turnover intention through empowerment, job stress, and organizational commitment, while job stress and organizational commitment had direct effects on turnover intention. The results also showed that empowerment had strong effect on organizational commitment, but job stress had very weak effect. Empowerment had an effect on turnover intention.
  • Conclusion
    These results indicate that establishment of relation-oriented nursing organization culture is imperative if clinical nurses' turnover intention is to be decreased.
  • Key Words: Relation-oriented nursing organization culture; Empowerment; Job stress; Organizational commitment; Turnover intention
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Figure 1
Research model.
jkana-19-372-g001.jpg
Figure 2
Adjusted model.
jkana-19-372-g002.jpg
Table 1
General Characteristics (N=382)
jkana-19-372-i001.jpg

Anes.=anesthesioiogy unit.

Table 2
Variables of Descriptive Statistics (N=382)
jkana-19-372-i002.jpg
Table 3
Model Fit
jkana-19-372-i003.jpg

*p<.05; **p<.01.

GFI=Goodness of Fit Index; AGFI=Adjusted Goodness of Fit Index; NFI=Normed Fit Index; TLI=Tucker & Lewis Index; CFI=Comparative FIT Index; RMR=root mean square residual.

Table 4
Adjusted Path Model Coefficients
jkana-19-372-i004.jpg

RONOC=relation-oriented nursing organization culture; Emp=empowerment; JS=Job Stress; OC=organizational commitment; TI=turnover intention.

Table 5
Direct, Indirect, & Total Effects of Variables
jkana-19-372-i005.jpg

RONOC=relation-oriented nursing organization culture; Emp=empowerment; JS=job stress; OC=organizational commitment; TI=turnover intention.

Figure & Data

References

    Citations

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    Mediating Effects of Empowerment, Job Stress, and Organizational Commitment in Relation-oriented Nursing Organization Culture and Turnover Intention of Clinical Nurses
    J Korean Acad Nurs Adm. 2013;19(3):372-381.   Published online June 30, 2013
    DOI: https://doi.org/10.11111/jkana.2013.19.3.372
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    Mediating Effects of Empowerment, Job Stress, and Organizational Commitment in Relation-oriented Nursing Organization Culture and Turnover Intention of Clinical Nurses
    J Korean Acad Nurs Adm. 2013;19(3):372-381.   Published online June 30, 2013
    DOI: https://doi.org/10.11111/jkana.2013.19.3.372
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    Mediating Effects of Empowerment, Job Stress, and Organizational Commitment in Relation-oriented Nursing Organization Culture and Turnover Intention of Clinical Nurses
    Image Image
    Figure 1 Research model.
    Figure 2 Adjusted model.

    Figure 1

    Figure 2

    Mediating Effects of Empowerment, Job Stress, and Organizational Commitment in Relation-oriented Nursing Organization Culture and Turnover Intention of Clinical Nurses

    General Characteristics (N=382)

    Anes.=anesthesioiogy unit.

    Variables of Descriptive Statistics (N=382)

    Model Fit

    *p<.05; **p<.01.

    GFI=Goodness of Fit Index; AGFI=Adjusted Goodness of Fit Index; NFI=Normed Fit Index; TLI=Tucker & Lewis Index; CFI=Comparative FIT Index; RMR=root mean square residual.

    Adjusted Path Model Coefficients

    RONOC=relation-oriented nursing organization culture; Emp=empowerment; JS=Job Stress; OC=organizational commitment; TI=turnover intention.

    Direct, Indirect, & Total Effects of Variables

    RONOC=relation-oriented nursing organization culture; Emp=empowerment; JS=job stress; OC=organizational commitment; TI=turnover intention.
    Table 1 General Characteristics (N=382)

    Anes.=anesthesioiogy unit.

    Table 2 Variables of Descriptive Statistics (N=382)

    Table 3 Model Fit

    *p<.05; **p<.01.

    GFI=Goodness of Fit Index; AGFI=Adjusted Goodness of Fit Index; NFI=Normed Fit Index; TLI=Tucker & Lewis Index; CFI=Comparative FIT Index; RMR=root mean square residual.

    Table 4 Adjusted Path Model Coefficients

    RONOC=relation-oriented nursing organization culture; Emp=empowerment; JS=Job Stress; OC=organizational commitment; TI=turnover intention.

    Table 5 Direct, Indirect, & Total Effects of Variables

    RONOC=relation-oriented nursing organization culture; Emp=empowerment; JS=job stress; OC=organizational commitment; TI=turnover intention.

    Table 1

    Table 2

    Table 3

    Table 4

    Table 5

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