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Original Article

Structural Equation Modeling for Humor, Job Satisfaction, Job Stress and Intention to Turnover

Jihyun Kim1
Journal of Korean Academy of Nursing Administration 2013;19(2):265-272.
Published online: March 31, 2013

1Department of Nursing, Baekseok University, Korea.

Correspondence: Kim, Jihyun. Department of Nursing, Baekseok University, Anseo-dong 115, Dongnamgu, Cheonan-Si, Chungnam 330-704, Korea. Tel: 82-41-550-2183, Fax: 82-41-550-2898, jhkimrn@bu.ac.kr
• Received: November 14, 2012   • Revised: January 8, 2013   • Accepted: March 13, 2013

Copyright © 2013 Korean Academy of Nursing Administration

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  • Purpose
    This study was done to identify the effects and relationships of humor, job satisfaction, job stress and intent to turnover for nurses and suggest a theoretical structural path diagram among the variables.
  • Methods
    Data were collected at 6 hospitals located in Seoul, and Gyeonggi Province, from June to September, 2010. Participants were 275 nurses. Data were analyzed using Amos 19.0 for Structural Equation Modeling.
  • Results
    Humor had significant effects on job satisfaction (β=.15, t=2.29, p=.022) and indirect effects on the intent to turnover in this model (χ2=44.18, df=23, RMSEA=0.05, TLI=0.97). But humor did not affect job stress unlike results of previous studies (t=-.02, p=.771).
  • Conclusion
    Humor may not affect job stress under the very stressful conditions of the health care environment. The model showed the effect of humor contributed to increases in job satisfaction but did not decrease job stress. Higher levels of job satisfaction could decrease the intent to turnover. Consequently, humor would be helpful in increasing job satisfaction to diminish nurse turnover. Further studies are suggested to investigate causal relationships among humor, burnout, and other emotional and organizational variables.
  • Key Words: Nurses; Job stress; Humor; Turnover
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Figure 1
Hypothetical model.
jkana-19-265-g001.jpg
Figure 2
Modified model of humor, job stress, job satisfaction, and intent to turnover.
jkana-19-265-g002.jpg
Table 1
General Characteristics of Participants (N=275)
jkana-19-265-i001.jpg

OBGY=Obstetric Gynecology; PED=Pediatrics.

*Special unit includes Operating room, Emergency room, and Psychiatry.

Table 2
Correlations among Measured Variables (N=275)
jkana-19-265-i002.jpg

*p<.05, **p<.01

Table 3
Effects of Predictor Variables in the Modified Model (N=275)
jkana-19-265-i003.jpg

**p<0.01

Figure & Data

References

    Citations

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    Structural Equation Modeling for Humor, Job Satisfaction, Job Stress and Intention to Turnover
    J Korean Acad Nurs Adm. 2013;19(2):265-272.   Published online March 31, 2013
    DOI: https://doi.org/10.11111/jkana.2013.19.2.265
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    Structural Equation Modeling for Humor, Job Satisfaction, Job Stress and Intention to Turnover
    J Korean Acad Nurs Adm. 2013;19(2):265-272.   Published online March 31, 2013
    DOI: https://doi.org/10.11111/jkana.2013.19.2.265
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    Related articles

    Structural Equation Modeling for Humor, Job Satisfaction, Job Stress and Intention to Turnover
    Image Image
    Figure 1 Hypothetical model.
    Figure 2 Modified model of humor, job stress, job satisfaction, and intent to turnover.

    Figure 1

    Figure 2

    Structural Equation Modeling for Humor, Job Satisfaction, Job Stress and Intention to Turnover

    General Characteristics of Participants (N=275)

    OBGY=Obstetric Gynecology; PED=Pediatrics.

    *Special unit includes Operating room, Emergency room, and Psychiatry.

    Correlations among Measured Variables (N=275)

    *p<.05, **p<.01

    Effects of Predictor Variables in the Modified Model (N=275)

    **p<0.01
    Table 1 General Characteristics of Participants (N=275)

    OBGY=Obstetric Gynecology; PED=Pediatrics.

    *Special unit includes Operating room, Emergency room, and Psychiatry.

    Table 2 Correlations among Measured Variables (N=275)

    *p<.05, **p<.01

    Table 3 Effects of Predictor Variables in the Modified Model (N=275)

    **p<0.01

    Table 1

    Table 2

    Table 3

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