Influence of hospital ethical climate on the turnover intention and job embeddedness of nurses / 中国职业医学

OBJECTIVE: To explore the influence of hospital ethical climate on the turnover intention and the mediating role of job embeddedness of nurses. METHODS: Totally 468 clinical nurses from there public general hospitals in Zhengzhou City were selected as the research subjects using convenience sampling method. The Hospital Ethical Climate Survey, Job Embeddedness Scale and Turnover Intention Questionnaire were used to investigate the scores of hospital ethical climate, job embeddedness and resignation intention respectively. RESULTS: The mean scores of hospital ethical climate, job embeddedness and turnover intention were(3.5±0.4),(2.8±0.3) and(2.8±0.7) respectively. The turnover intention of nurses was negatively associated with hospital ethical climate and job embeddedness [correlation coefficient(r)=-0.67,-0.60, all P<0.01]. The results of multiple linear regression analysis showed that the higher the scores of hospital ethical climate and job embeddedness, the lower the score of turnover intention of nurses(all P<0.01), after adjusting confounding factors such as length of service, educational level, professional title and personnel employment. The structural equation analysis results showed that job embeddedness played a part of the mediating role between the hospital ethical climate and the turnover intention of nurses and the mediating efficacy accounted for 23.3% of the total efficacy. CONCLUSION: The hospital ethical climate has a significant negative effect on the turnover intention, and job embeddedness has an intermediary effect between them.

Effects of Organizational Silence and Professionalism on Job Embeddedness among Nurses in Hospital Management / 임상간호연구

PURPOSE: The purpose of this study was to provide data to establish an efficient manpower management plan so that the organization can identify the influence of organizational silence and professionalism on job embeddedness among nurses in hospital management. METHODS: Self-report questionnaires were distributed to 150 nurses in hospital management who were working in general hospitals with less than 900 beds but more than 300 beds in the districts of Seoul and Gyunggi, Gangwon province. Of the questionnaires, 127 out of 150 copies were collected and 120 copies were used for final analysis. Seven were not considered sincere in the responses. Data were analyzed using SPSS ver. 22.0 statistic program, t-test, ANOVA, Scheffé test, Pearson correlation coefficients and multiple regression. RESULTS: Organizational silence and professionalism had significant influence on job embeddedness, which explained 43.4% of job embeddedness. CONCLUSION: The results indicate that in order to raise job embeddedness, it is necessary to provide various programs to change communication patterns in the nurses in hospital management, and to create environments in which nurses in hospital management can present various opinions.

The Impact of Organizational Commitment and Positive Psychological Capital on Job Embeddedness of Nurses in Trauma Centers / 간호행정학회지

PURPOSE: The purpose of this study was to investigate factors affecting job embeddedness of nurses in trauma centers. METHODS: This study was a cross-sectional study using structured questionnaires completed by 140 nurses in three regional trauma centers in Korea. Data were collected from July 15 to September 10, 2017, and analyzed using SPSS/WIN 23.0 program. RESULTS: The mean score of organizational commitment was 3.65±0.75, positive psychological capital was 3.00±0.45, and job embeddedness was 3.00±0.45. The organizational commitment showed a significant positive correlation with positive psychological capital (r=.36, p<.001) and job embeddedness (r=.60, p<.001), and positive psychological capital also showed a significant positive correlation with job embeddedness (r=.74, p<.001). The factors affecting job embeddedness of nurses in trauma centers were positive psychological capital (β=.61, p<.001), organizational commitment (β=.38, p<.001), and marital status (β=-.14, p=.017). CONCLUSION: The results of this study suggest that to enhance job embeddedness, it is necessary to develop education and programs to strengthen organizational commitment and positive psychological capital of nurses in trauma centers. In addition, for unmarried nurses, interest and consideration are needed to enhance job embeddedness and to reduce turnover.

Influence of Resilience and Job Embeddedness on Turnover Intention in General Hospital Nurses / 간호행정학회지

PURPOSE: The purpose of this study was to identify the effect of resilience and job placement on general hospital nurse's intention to relocate, prepare a practical transfer management plan, and provide basic data on effective personnel management. METHODS: Data were collected from 333 nurses in 2 general hospitals with more than 500 beds in P-city. Data analysis was performed using hierarchical regression with the SPSS/WIN 25.0 program. RESULTS: The significant factors influencing turnover intention of hospital nurses were sacrifice, fit, link, interpersonal relationship, followed by experience of turnover. Explanatory power was 42% in the regression model. CONCLUSION: Resilience and job embeddedness have a positive effect on turnover intention in general hospital nurses. Therefore, efforts to improve resilience, job embeddedness, and organizational support are required to decrease turnover intention.

Effect of a Nursing Practice Environment on Nursing Job Performance and Organizational Commitment: Focused on the Mediating Effects of Job Embeddedness / 간호행정학회지

PURPOSE: The purpose of this study was to test the mediating effect of job embeddedness in the relationship between nursing practice environment on nursing job performance and organizational commitment. METHODS: For this study a descriptive design with survey method was utilized. Participants were 192 clinical nurses recruited from 2 hospitals in A, B city and J province in Korea. From June, 6 to 24, 2018, a questionnaire scale was used to collect the data. Data were analyzed using descriptive statistics, independent t-test, one-way ANOVA, Pearson correlation analysis, and liner regression analysis. RESULTS: There were significant positive relationships for nursing job performance and organizational commitment with nursing practice environment. In addition, job embeddedness had a full mediating role in the relationship between nursing practice environment and nursing job performance, and a partial mediation effect in nursing practice environment and organizational commitment. CONCLUSION: The purpose of this study was to identify the mediating effects of job embeddedness and to find ways to improve organizational commitment, which is a useful variable to predict performance outcomes, nurse job performance and job behavior of organizational members. Also, the study results can be used as basic data for nursing manpower management strategies.

Effects of Job Embeddedness and Nursing Professionalism on Intent to Stay in Hospital Nurses / 간호행정학회지

PURPOSE: This study was performed to investigate the effects of job embeddedness and nursing professionalism on intent to stay in hospital nurses. METHODS: The study was a cross-sectional survey. Participants were 242 nurses working at four general hospitals in P city of Gyeongbuk Province, Korea. Data were collected from August 29 to September 10, 2016. Structured questionnaires were used and analyzed with the SPSS/PC program. RESULTS: The scores were, for job embeddedness, 3.19 (out of 5.0), nursing professionalism, 3.50 (out of 5.0), and intent to stay, 5.30 (out of 8.0). The three variables were all different according to participants' general characteristics. Factors influencing intent to stay were organization fitness (one of 4 sub-factors of job embeddedness), social recognition (one of 5 sub-factors of nursing professionalism) and age (one of participants' general characteristics). These three variables explained 34% of intent to stay. CONCLUSION: To increase competent career nurses' intent to stay, nursing and hospital managers must develop and implement programs that help improve nurses' organization fitness to adjust well in their organization and healthcare institutions and nursing organizations must continue efforts to raise social recognition of nurses and to improve nurses' working conditions.

Job Embeddedness of Korean Clinical Nurses: A Literature Review / 산업간호학회지

PURPOSE: This review aimed to integrate the results of studies related to job embeddedness of clinical nurses and suggest directions for future research. METHODS: A search for relevant studies was conducted using six databases according to the predetermined index terms “nurse” and “job embeddedness.” A total of 28 studies that met the inclusion criteria were selected and analyzed. RESULTS: The definition of job embeddedness was consistent in the articles, but the terms, scope, and use of tools to determine job embeddedness were not. In addition, no article suggested a theoretical framework. In all the studies except one, the tool used to measure job embeddedness was one revised from Mitchell et al. (2001). In 15 articles, a negative correlation was found between job turnover and turnover intention. Job embeddedness was also found to be associated with nurses' work environment, organizational citizenship behavior, and organizational commitment, and it had a positive impact on these variables. CONCLUSION: Job embeddedness can be used as a major variable to explain nurses's turnover intention. Job embeddedness is multidimensional, and a theoretical framework is needed to explain the job embeddedness of clinical nurses. Tools specific to Korea should be developed to measure the job embeddedness of Korean clinical nurses.

Influence of Nurses' Followership Types and Ego-Resilience on Job Embeddedness / 임상간호연구

PURPOSE: The aim of this study was to investigate and identify the influence of nurses' followership types and ego-resilience on job embeddedness. METHODS: Self-reported questionnaires were distributed to 546 nurses working at hospitals with 400 to 700 beds in Seoul and Gangwon Province, and 520 sincere questionnaires were analyzed using SPSS / WIN ver 23.0 program. RESULTS: The job embeddedness, ego-resilience and followership types of the participants showed significant correlation with each other. In hierarchical multiple regression analysis, nurses' followership types and ego-resilience were identified as predictors of job embeddedness (Adj. R2=0.34, p < .001). CONCLUSION: Findings of this study indicate that nurses need to develop their followership and ego-resilience to increase job embeddedness. Future studies should explore ways to improve followership and ego-resilience.

Relevance of job embeddedness of clinical specialist nurses and intent to stay / 现代临床护理

Objective To investigate the status quo of job enbeddedness and intent to stay among the clinical specialist nurses and to explore the correlation between them. Method A total of 200 clinical specialist nurses participated in the investigation by means of general nurses' questionnaire, job embeddedness scale and intent to stay scale. Results The score of job embeddedness was (3.40 ± 0.46), the dimension of community association scored highest (3.68 ±0.67), the dimension of organization sacrifice the lowest (3.12±0.53) and the intent stay (3.69 ± 0.80). There was a positive correlation between job placement and intent to stay as well as its dimensions of community matching, organization sacrifice (P <0.05 or P <0.01). Community matching served as a major factor in predicting the intent of a specialist nurse. Conclusion Nursing managers should pay attention to the needs of specialist nurses and take relevant measures to improve the job embeddednee level of specialist nurses and thus improve their intent to stay as well.

The Effect of Job Demand, Leader Member Exchange, and Recovery Experience from Job Stress on Job Embeddedness of Workers in the Manufacturing Industry / 한국직업건강간호학회지

PURPOSE: This study was conducted to investigate factors affecting the job embeddedness of workers in the manufacturing industry. METHODS: The survey was conducted on 261 workers of the manufacturing industry in P city and Y city with the help of a structured self-report questionnaire, administered between June 10 and June 30, 2017. Data were analyzed using descriptive statistics, a t-test, ANOVA, a Scheffés test, Pearson's correlation coefficients, and stepwise multiple regression. RESULTS: There were significant differences in job embeddedness according to educational level, marital status, jobs and types of employment, satisfaction with salary, stress level, and the perceived health status of the subjects. There were significant positive correlations between role clarity of job demands (r=.45), leader member exchange (r=.48), recovery experience from job stress (r=.27), and job embeddedness. From the multiple regression analysis, the most significant factors affecting job embeddedness were found to be leader member exchange (β=.43), recovery experience from job stress (β=.22), and job demand (β=.15). These variables explained 35.0% of the total variance in job embeddedness. CONCLUSION: In order to increase job embeddedness of workers in the manufacturing industry, it is necessary to prepare measures to increase job demand, leader member exchange, and recovery experience from job stress.

Research on the interactions of job embeddedness with the psychological capital,organizational commitment, and intention to stay of nurses / 中华医院管理杂志

Objective To explore the interactions mechanism of job embeddedness of nurses with psychological capital,organizational commitment,intention to stay and their influencing factors.Methods By convenient sampling method,722 nurses were investigated with Job Embeddedness Questionnaire, Psychological Capital Questionnaire,Organizational Commitment Questionnaire and Nurses′Intention to Stay Questionnaire.Path analysis was made on relations between the variants.Results Night shift intervals pose positive influence on nurses′psychological capital,organizational commitment and intention to stay.Psychological capital can influence job embeddedness by both directly and indirectly,and can influence their intention to stay indirectly.Organizational commitment can influence job embeddedness strongly and directly (r = 0.494 ),and their intention to stay both directly and indirectly.Job embeddedness can influence their intention to stay directly (r=0.453 ).The model fitting is found desirable.Conclusions Nursing managers can enhance nurses′organizational commitment by developing the psychological capital to enhance nurses′organizational commitment effectively.Nurses with higher level of psychological capital and organization commitment will embed into their workplace more deeply, then increasing their intention to stay ultimately.

Reliability and Validity of the Korean Version of Job Embeddedness for Measurement Tool of Dental Hygienist / 치위생과학회지

The purpose of this study was to investigate a reliability and validity of the Korean version for measuring tool the job embeddedness of dental hygienists. The survey was modified and revised to fit into Korean culture. A survey was conducted with 274 dental hygienists in dental clinics. The data was used for the analysis of the study, using PASW Statistics 18.0 and IBM SPSS AMOS 7.0. The factor analysis showed that the job embeddedness of the dental hygienists was composed of three elements, namely ‘organization fit’, ‘job connectivity’, and ‘personnel relationships’. The validity of the model examined by a confirmatory factor analysis satisfied most of the relevant requirements. All of the factors had the conceptual reliability and variant extracted index above the minimum requirements, ensuring reliability and concentrated validity. The Cronbach’s alpha shows a good reliability. In conclusion, it was proven that dental hygienist’s job embeddedness measurement tool has high validity and reliability. Further, this study could be used to improve dental hygienist’s long term working, and the growth stage of dental clinic.

Influence of Professionalism, Role Conflict and Work Environment in Clinical Nurses with Expanded Role on Job Enbeddedness / 간호행정학회지

PURPOSE: The aim of this study was to identify the influence of professionalism, role conflict and work environment in clinical nurses with expanded role (CNE) on job embeddedness. METHODS: The participants in this study were 136 CNE working in general hospitals in Seoul, the wider metropolitan area and Gangwon Province. RESULTS: Job embeddedness, work environment and professional performance of the participants showed positive correlation with each other. Significant predictors of embeddeness were belief in public service and sense of calling in the professional subcategory and participation in hospital affairs and nurse-doctor relationship in the work environment subcategory. CONCLUSION: Finding from this study indicate the need to evaluate and improve the significant predictors of job embeddedness for CNE.

Influence of Job Embeddedness Factors on Turnover Intention of Nurses in Small and Medium Sized General Hospitals / 간호행정학회지

PURPOSE: This study was done to investigate the influence of organization and community job embeddedness on turnover intention of nurses in small and medium sized general hospitals. METHODS: The participants, 333 nurses, were recruited from small and medium sized general hospitals in Korea. Data were collected by self-report questionnaires on job-embeddedness and turnover intention and were analyzed using descriptive statistics, Independent t-test, One-way ANOVA and Scheffé', Pearson correlation coefficient, and multiple linear regression analysis with the SPSS 18.0 program. RESULTS: The score for job embeddedness and it's 6 factors, and turnover intention were above 3 on a 5 point scale with the exception of organizational sacrifice. There was a significant difference in turnover intention according to age, marital status, salary, and position. There were significant negative correlations between the 6 factors of job embeddedness and turnover intention. Variables entered in multiple regression showed that organizational sacrifice, organizational fit and age were significant contributing factors to turnover intention. CONCLUSION: The findings suggest that there is a need for strategies to enhance job embeddedness, especially organization sacrifice and organization fit. These factors should be developed and used to decrease turnover intention of nurses in small and medium sized general hospitals.

Effects of Self-efficacy, Career Plateau, Job Embeddedness, and Organizational Commitment on the Turnover Intention of Nurses / 간호행정학회지

PURPOSE: This study was designed to construct a structural equation model and identify the effects and relationships of self-efficacy, career plateau, job embeddedness, organizational commitment and intent to turnover for nurses. Also, an attempt was made to derive a hypothetical model from these factors and to verify whether the model has validity as a means of explaining and anticipating turnover intention of nurses. METHODS: Data were collected from six randomly selected hospitals: a university hospital located in J city, Kyungnam and five general hospitals located in two cities (cities B and C), each having 400 to 720 beds. Also, 318 nurses were surveyed. Data were analyzed using SPSS 21.0 and AMOS 18.0 program. RESULTS: Job embeddedness and organizational commitment were identified as the most likely paths to turn over intention. Also, organizational commitment had the highest direct effect on turnover intention followed by job embeddedness and then self-efficacy, but career plateau had an indirectly effected turnover intention. CONCLUSION: As turnover intention was found to be greatly affected by organizational commitment and job embeddedness, methods to improve organizational commitment and job embeddedness should be actively developed to reduce turnover intention among nurses.

Role of Self-leadership and Social Support in the Relationship between Job Embeddedness and Job Performance among General Hospital Nurses / 간호행정학회지

PURPOSE: The purpose of this study was to identify the relationship of nurses' job performance with job embeddedness, self-leadership and social support and the role of self-leadership and social support in the relation between job embeddedness and job performance among general hospital nurses. METHODS: The participants for this study were 244 nurses from 3 general hospitals in Seoul and Gyunggi Province. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Scheffe test, Pearson correlation and Hierarchical Multiple Regression. RESULTS: Job performance showed positive correlations with job embeddedness (r=.56, p<.001), self-leadership(r=.68, p<.001), organizational support (r=.30, p<.001), supervisors' support (r=.31, p<.001) and colleagues' support (r=.31, p<.001). Job embeddedness and self-leadership had significant influence on nurses' job performance. However self-leadership and social support did not show moderating effects of job embeddedness on nurses' job performance. CONCLUSION: These findings indicate that job embeddednes and self-leadership are important factors to enhance nurses' job performance. Therefore, promoting activities for job embeddedness and self-leadership might be a way to increase nurses' job performance. As there was no moderating effects of self-leadership and social support on job embeddedness and job performance, further studies are necessary to refine these findings in different environments.

Structural Relationships among Job Embeddedness, Emotional Intelligence, Social Support and Turnover Intention of Nurses / 간호행정학회지

PURPOSE: This study was done to elicit basic data for effective human resource management by identifying the relationships among job embeddedness, emotional intelligence, social support, and the turnover intention of Nurses. METHODS: Research design was to build a hypothetical causal model between variables and to verify its fitness. The sample for this study was 283 nurses with careers of more than 6 months in one hospital of more than 800 beds located in Seoul. They agreed in writing and this study was approved by the Institutional Review Board. Data were analyzed using SPSS 18.0 and AMOS 18.0 program. RESULTS: Differences in general characteristics for the variables were significant for age, marital status, education, work experience, job title, income, and department. Job embeddedness, emotional intelligence and social support were significantly correlated to turnover intention. Job embeddedness to emotional intelligence and social support showed positive effects and a negative effect to turnover intention. Emotional intelligence to turnover intention showed a positive effect, but social support was not significant. CONCLUSION: Organizations should provide ways to minimize voluntary turnover of a competent workforce and demonstrate their competency. Also it should develop training and management programs to effectively utilize emotional intelligence.

The relationships among organization climate, psychological empowerment and job embeddedness / 中国实用护理杂志

Objective To explore the relationships among organization climate,psychological empowerment and job embeddedness by using path analysis.Methods A total of 514 clinical nurses from 26 departments in 3 hospitals were recruited by convenience cluster sampling method and investigated with demography questionnaire,Nurses Organizational Climate Scale,Psychological Empowerment Scale and Job Embeddedness Scale.Results The mean scores of organization climate,psychological empowerment and job embeddedness was (3.01±0.46),(3.27±0.44),(3.08±0.39).The predictors of job embeddedness of nurses were resources support,work experience,human resources management,marital status,job title,management support,quality management,and self-egicacy,explained 48.9％ of its variance; organization climate,psychological empowerment had direct positive influence on nurses' job embeddedness,explained 33.3％ of its variance.Conclusions Improvement and maintenance of sound organizational climate,increase the sense of psychological empowerment of nurses,are effective ways and means to increase the degree of job embedding of nurses.

Roles of Empowerment and Emotional Intelligence in the Relationship between Job Embeddedness and Turnover Intension among General Hospital Nurses / 간호행정학회지

PURPOSE: The purpose of this study was to identify the roles of empowerment and emotional intelligence in the relationship between job embeddedness and turnover intension among general hospital nurses. METHODS: The sample for this study consisted of 224 nurses from four general hospitals of less than 500 beds located in Seoul and Gyunggi Province. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Scheffe test, Pearson Correlation and Hierarchical Multiple Regression. RESULTS: It was found that: (a) Job embeddedness and emotional intelligence had negative effects on turnover intension; (b) Emotional intelligence moderated the relationship between job embeddedness and turnover intension, but empowerment did not. CONCLUSION: Findings indicate a need to reduce the degree of turnover by enhancing job embeddedness among general hospital nurses. Further research needs to be done to refine this study.

Effects of General Hospital Nurses' Work Environment on Job Embeddedness and Burnout / 간호행정학회지

PURPOSE: The aim of this study was to investigate and identify work environment, job embeddedness, and burnout among general hospital nurses in Korea. METHODS: The participants were 563 clinical nurses working in 13 general hospitals across the country. Data were analyzed using SPSS and Microsoft Excel programs. RESULTS: Mean scores were 2.62 for nurses' work environment, 2.97 for job embeddedness, and 3.61 for burnout. Nurses' work environment showed a positive correlation with job embeddedness (r=.70, p<.001), but a negative correlation with burnout (r=-.49, p<.001). Subcategories of nurses' work environment that predicted job embeddedness included satisfaction and happiness, hospital support for the work environment, patient care environment, satisfaction with work schedule, manager leadership, supportive environment for nurses' work, and computer problems. Subcategories of nurses' work environment that predicted burnout included satisfaction and happiness, violence within ward, hospital support for work environment, and patient care environment. CONCLUSION: Findings from this study indicate the need to evaluate and improve the work environment for nurses to increase job embeddedness and control burnout. Future studies should explore ways in which turnover intention can be decreased by changing nurses' work environment.