중소병원 간호사의 양육스트레스와 양육효능감이 이직의도에 미치는 영향
Effects of Nurse’s Parenting Stress and Parenting Efficacy on Turnover Intension of Nurses at Medium-sized Hospitals
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Objectives : The aim of this research was to identify the relationships among parenting stress, parenting efficacy and turnover intension among nurses working in medium-sized hospitals. Methods : Two-hundred three nurses were recruited in 10 medium-sized hospitals in B city. They were asked to complete a questionnaire, and data were analyzed using SPSS program. Results : Subjects perceived a moderate level of turnover intension. Turnover intension showed significant differences by age (F=3.29, p=.039), working department (F=5.11, p=.007), working form (t=0.36, p=.037), reason for going to work (F=3.13, p=.027), and satisfaction with the job (F=17.94, p<.001), support from colleagues (F=12.82, p<.001). Factors affecting turnover intension were satisfaction of working, parenting support from colleagues, reason for working. The model was statistically significant explaining 24.1% of varience (F=10.141, p<.001). Conclusions : Nursing administrators should consider the experience of married nurses at medium-sized hospitals as a significant human resource, and be aware that supplementing this can reduce nurses’ turnover intension.
Abstract
Objectives : The aim of this research was to identify the relationships among parenting stress, parenting efficacy and turnover intension among nurses working in medium-sized hospitals. Methods : Two-hundred three nurses were recruited in 10 medium-sized hospitals in B city. They were asked to complete a questionnaire, and data were analyzed using SPSS program. Results : Subjects perceived a moderate level of turnover intension. Turnover intension showed significant differences by age (F=3.29, p=.039), working department (F=5.11, p=.007), working form (t=0.36, p=.037), reason for going to work (F=3.13, p=.027), and satisfaction with the job (F=17.94, p<.001), support from colleagues (F=12.82, p<.001). Factors affecting turnover intension were satisfaction of working, parenting support from colleagues, reason for working. The model was statistically significant explaining 24.1% of varience (F=10.141, p<.001). Conclusions : Nursing administrators should consider the experience of married nurses at medium-sized hospitals as a significant human resource, and be aware that supplementing this can reduce nurses’ turnover intension.
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