ABSTRACT
PURPOSE: The purpose of this study was to propose and test a predictive model that could explain and predict Korean nurses' turnover intentions. METHODS: A survey using a structured questionnaire was conducted with 445 nurses in Korea. Six instruments were used in this model. The data were analyzed using SPSS 15.0 and Amos 7.0 program. RESULTS: Based on the constructed model, organizational commitment, and burnout were found to have a significant direct effect on turnover intention of nurses. In addition, factors such as empowerment, job satisfaction, and organizational commitment were found to indirectly affect turnover intention of nurse. The final modified model yielded chi2=402.30, p<.001), chi2/df=2.94, RMSEA=0.07, RMR=0.03, GFI=0.90, AGF=0.87, NFI=0.88, CFI=0.92 and good fit indices. CONCLUSION: This structural equational model is a comprehensive theoretical model that explains the related factors and their relationship with turnover intention in Korean nurses. Findings from this study can be used to design appropriate strategies to further decrease the nurses' turnover intention in Korea.
Subject(s)
Adult , Female , Humans , Male , Burnout, Professional , Job Satisfaction , Models, Theoretical , Nursing Staff, Hospital/psychology , Personnel Turnover/statistics & numerical data , Power, Psychological , Surveys and Questionnaires , Stress, PsychologicalABSTRACT
PURPOSE: This study was designed to identify burnout and factors influencing burnout in contingent nurses. METHODS: A cross-sectional design was conducted with a sample of 228 contingent nurses randomly selected from 25 general hospitals in Korea. The tools used for this study were scales measuring burnout (8 items), job stress (8 items), job satisfaction (9 items), self efficacy (9 items), organizational commitment (9 items), empowerment (9 items), autonomy (7 items) and social support (8 items). The data were analyzed using SPSS 15.0 employing Pearson correlation coefficients and multiple regression analysis. RESULTS: The mean score for burnout in contingent nurses was 3.05 points. Factors influencing burnout in contingent nurses were identified as job stress (beta=.40), satisfaction level with current ward (beta=-.25), organizational commitment (beta=-.21), job satisfaction (beta=-.19) and empowerment (beta=-.16). These factors explained 65.0% of burnout reported by contingent nurses. CONCLUSION: The results indicate which factors are major factors influencing burnout in contingent nurses in general hospitals. Therefore, these factors may serve as predictors of burnout in contingent nurses.