응급실 간호사의 직무 스트레스가 이직의도에 미치는 영향
Impact of Job Stress on Turnover Intention among Emergency Room Nurses
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Purpose: This study was to identify the level of job stress and turnover intention and to explore the impact of job stress on turnover intention among emergency room (ER) nurses. Methods: With a correlational survey design, 155 emergency room nurses were recruited in D metropolitan city. Data were collected using a structured questionnaire including ER-related job stress, turnover intention, and subjects’ characteristics from March 18 to March 26, 2013. Results: Overall mean score of job stress was 284.34±40.60, indicating higher level of job stress. The highest job stress category was conflict related inside the hospital and transportation team, and followed by matters related the patient and the guardian, conflicts with doctors, and heavy workload. The average score of turnover intention was 15.41±3.68, indicating higher intention to quit their jobs. There was a moderate level of positive correlation between job stress and turnover intention (r=.44, p<.001). Turnover intention was high when ER nurses had higher job stress (β=.38), were female (β=.22), and wished to move to another department (β=.17). Conclusion: The most important factor of turnover intention was job stress among ER nurses. Strategies to lower turnover rate for ER nurses should be focused on seeking ways to reduce their job stress.
Abstract
Purpose: This study was to identify the level of job stress and turnover intention and to explore the impact of job stress on turnover intention among emergency room (ER) nurses. Methods: With a correlational survey design, 155 emergency room nurses were recruited in D metropolitan city. Data were collected using a structured questionnaire including ER-related job stress, turnover intention, and subjects’ characteristics from March 18 to March 26, 2013. Results: Overall mean score of job stress was 284.34±40.60, indicating higher level of job stress. The highest job stress category was conflict related inside the hospital and transportation team, and followed by matters related the patient and the guardian, conflicts with doctors, and heavy workload. The average score of turnover intention was 15.41±3.68, indicating higher intention to quit their jobs. There was a moderate level of positive correlation between job stress and turnover intention (r=.44, p<.001). Turnover intention was high when ER nurses had higher job stress (β=.38), were female (β=.22), and wished to move to another department (β=.17). Conclusion: The most important factor of turnover intention was job stress among ER nurses. Strategies to lower turnover rate for ER nurses should be focused on seeking ways to reduce their job stress.
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