경력간호사의 재직 유지에 대한 근거이론
A Grounded Theory Approach to Understanding Retention among Career Nurses in Clinical Practice
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Objectives: This study aimed to explore the retention experiences of experienced nurses and identify factors influencing their experience in clinical settings, to provide foundational data for developing measurement tools and informing workforce policies. Methods: Using Strauss and Corbin’s grounded theory methodology, in-depth interviews were conducted with eight nurses with over three years’ hospital experience in Gyeongsangnam-do, South Korea. Data were collected from January to February 2025 and analyzed through open, axial, and selective coding. Results: A total of 66 concepts, 47 subcategories, and 19 categories emerged. The core category was “maintaining employment through balance between career development and personal life.” influencing factors included work schedule, job satisfaction, economic needs, work–family balance, and interpersonal relationships. Nurses employed strategies such as internal adaptation, role transition, and prioritizing life balance. Key conditions promoting retention included supportive work environments, stable income, and flexible systems. Conclusions: For sustainable nurse retention, institutions must create flexible workplaces, enhance career development, and support life-stage-adjusted policies.
Abstract
Objectives: This study aimed to explore the retention experiences of experienced nurses and identify factors influencing their experience in clinical settings, to provide foundational data for developing measurement tools and informing workforce policies. Methods: Using Strauss and Corbin’s grounded theory methodology, in-depth interviews were conducted with eight nurses with over three years’ hospital experience in Gyeongsangnam-do, South Korea. Data were collected from January to February 2025 and analyzed through open, axial, and selective coding. Results: A total of 66 concepts, 47 subcategories, and 19 categories emerged. The core category was “maintaining employment through balance between career development and personal life.” influencing factors included work schedule, job satisfaction, economic needs, work–family balance, and interpersonal relationships. Nurses employed strategies such as internal adaptation, role transition, and prioritizing life balance. Key conditions promoting retention included supportive work environments, stable income, and flexible systems. Conclusions: For sustainable nurse retention, institutions must create flexible workplaces, enhance career development, and support life-stage-adjusted policies.