신규 졸업간호사의 이직결정 경험
The Experience of Turnover Decision Making in New Graduate Nurses
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Purpose: The purpose of this study was to describe experience of turnover decision making in new graduate nurses (NGN). Methods: This study used naturalistic inquiry approach. Data were collected from 15 NGNs who resigned from tertiary hospitals within 1 year after first hospital employment. Data were analyzed by constant comparison methods suggested by Lincoln and Guba (1985). Results: The turnover experiences of NGNs derived 47 semantic units, 19 themes, and 6 categories. ‘Limitation of job competence’ derived from isolation, lack of nursing knowledge, lack of nursing skills ‘Work related burden’ derived from work overload and worries of making mistakes ‘Dissatisfaction with work environment’ derived from dissatisfied nursing management, dissatisfaction with overtime and salary, workplace bullying, and distress from inappropriate preceptorship; ‘Loss of self-esteem’derived from feelings of harassment, indifference, intimidation, exclusion, and humiliation; ‘Stress-related psychosomatic reaction’ derived from palpitation and sleep disturbance, dullness, neurologic hypersensitivity; ‘Disappointment of the unsupportive reaction from nurse managers’ characterized by inapprehension and careless. Conclusion: The finding of this study suggest the needs ofinstitutional support systems, such as a ‘self-esteem promotion program’, ‘counsel windows’, and ‘dating with a new graduate nurses', to prevent early turnover of NGNs.
Abstract
Purpose: The purpose of this study was to describe experience of turnover decision making in new graduate nurses (NGN). Methods: This study used naturalistic inquiry approach. Data were collected from 15 NGNs who resigned from tertiary hospitals within 1 year after first hospital employment. Data were analyzed by constant comparison methods suggested by Lincoln and Guba (1985). Results: The turnover experiences of NGNs derived 47 semantic units, 19 themes, and 6 categories. ‘Limitation of job competence’ derived from isolation, lack of nursing knowledge, lack of nursing skills ‘Work related burden’ derived from work overload and worries of making mistakes ‘Dissatisfaction with work environment’ derived from dissatisfied nursing management, dissatisfaction with overtime and salary, workplace bullying, and distress from inappropriate preceptorship; ‘Loss of self-esteem’derived from feelings of harassment, indifference, intimidation, exclusion, and humiliation; ‘Stress-related psychosomatic reaction’ derived from palpitation and sleep disturbance, dullness, neurologic hypersensitivity; ‘Disappointment of the unsupportive reaction from nurse managers’ characterized by inapprehension and careless. Conclusion: The finding of this study suggest the needs ofinstitutional support systems, such as a ‘self-esteem promotion program’, ‘counsel windows’, and ‘dating with a new graduate nurses', to prevent early turnover of NGNs.
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