Comparing Organizational Commitment, Nursing Organization Culture, and Job Satisfaction of Korean Nurses Working in Korea and the U.S / 한국직업건강간호학회지

PURPOSE: This study was conducted to examine the differences in organizational commitment, nursing organization culture, and job satisfaction of Korean nurses employed in Korea and the United States, and to determine how these variables were associated with selected study characteristics. METHODS: An exploratory cross-sectional study was performed with a convenience sample of 357 nurses from Korea and the U.S. Data were collected by using a web site survey and self-reported questionnaire. Descriptive statistics, t-tests, ANOVA, and Pearson's correlation coefficients were used for data analysis. RESULTS: In comparison to Korean American nurses (KAN), Korean nurses (KN) were younger, single, worked more time, took a charge role or higher, and had less turnover experience. After controlling for age and marital status, nursing organization culture and job satisfaction of KN were significantly lower than those of KAN, respectively (F= -26.02, p<.001; F= -4.87, p=.028). Significant relationships among selected socio-demo-health and work-related characteristics and the three variables were higher for KN. CONCLUSION: Higher organizational commitment and nursing organization culture from all Korean nurses were related their perceived high level of job satisfaction. Recommendations for further study include exploring a larger sample size of a variety of different types of nursing organizations and staff as well.

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

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.