교대근무 간호사의 개인-환경 적합성, 경력몰입, 조직침묵이 이직의도에 미치는 영향 요인
Effects of Person-Environment Fit, Career Commitment, and Organizational Silence on Turnover Intention among Shift-Working Nurses
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Objectives: To identify key factors influencing turnover intention among shift-working nurses, such as general characteristics, person–environment fit, career commitment, and organizational silence. Methods: A survey was conducted among 144 shift nurses working at a general hospital in South Korea in August 2024. Data were analyzed using t-tests, ANOVA, Pearson’s correlation, and hierarchical multiple regression with SPSS 25.0 to identify the predictors of turnover intention. Results: Turnover intention was significantly influenced by age, clinical/department experience, salary, and job satisfaction. The final regression model was significant (F=3.73, p<.001), with person–organization fit, person–job fit, career commitment, and prosocial silence emerging as key predictors of turnover intention. The model explained 28.6% of the variance in turnover intention (Adj.R²=.286). Conclusions: To reduce nurse turnover, hospitals should improve person-organization and person-job fit, enhance career commitment, and foster an open culture to mitigate organizational silence.
Abstract
Objectives: To identify key factors influencing turnover intention among shift-working nurses, such as general characteristics, person–environment fit, career commitment, and organizational silence. Methods: A survey was conducted among 144 shift nurses working at a general hospital in South Korea in August 2024. Data were analyzed using t-tests, ANOVA, Pearson’s correlation, and hierarchical multiple regression with SPSS 25.0 to identify the predictors of turnover intention. Results: Turnover intention was significantly influenced by age, clinical/department experience, salary, and job satisfaction. The final regression model was significant (F=3.73, p<.001), with person–organization fit, person–job fit, career commitment, and prosocial silence emerging as key predictors of turnover intention. The model explained 28.6% of the variance in turnover intention (Adj.R²=.286). Conclusions: To reduce nurse turnover, hospitals should improve person-organization and person-job fit, enhance career commitment, and foster an open culture to mitigate organizational silence.