종합병원 간호사의 직무만족, 조직문화, 사회적 지지가 재직의도에 미치는 영향
Effect of Job Satisfaction, Organizational Culture, and Social Support on Intention Retention among General Hospital Nurses
1
조회
0
다운로드
1
인용
0
참고문헌
키워드
초록
Purpose: This study aumed to identify the effects of job satisfaction, nursing organizational culture and social support on intention retention among general hospital nurses. Methods: The subjects were 254 nurses working in one general hospital. Data were collected from January 1 to 30, 2023. Data were analyzed by t-test, ANOVA, Pearson correlation, and multiple regression analysis using the SPSS/WIN 25.0 program. Results: (a) In this study, the mean value of job satisfaction was 3.07±0.43, relation-oriented culture was 3.45±0.51, hierarchy-oriented culture was 3.39±0.49, task-oriented culture was 3.35±0.48, innovation-oriented culture was 3.00±0.46, social support was 3.75±0.49, and intention retention was 4.98±1.39. (b) Intention retention had a positive correlation with job satisfaction (r=.41, p<.001), social support (r=.29, p<.001), innovation-oriented culture (r=.29, p<.001), relation-oriented culture (r=.20, p=.001), and hierarchy-oriented culture (r=.18, p=.002). (c) Factors that affect intention retention include job satisfaction (β=.41, p<.001), Working type (Non-shift) (β=.18, p=.001), Nursing job selection (Recommendation, employment) (β=-.16, p=.003), and the explanation power was 23.1% (F=9.43, p<.001). Conclusion: Our study shows that job satisfaction plays a significant role in the intention retention of nurses. It is important to strengthen job satisfaction to increase the retention of nurses. The results of this study may serve as basic data for the development of strategies to improve intention retention in nurses.
Abstract
Purpose: This study aumed to identify the effects of job satisfaction, nursing organizational culture and social support on intention retention among general hospital nurses. Methods: The subjects were 254 nurses working in one general hospital. Data were collected from January 1 to 30, 2023. Data were analyzed by t-test, ANOVA, Pearson correlation, and multiple regression analysis using the SPSS/WIN 25.0 program. Results: (a) In this study, the mean value of job satisfaction was 3.07±0.43, relation-oriented culture was 3.45±0.51, hierarchy-oriented culture was 3.39±0.49, task-oriented culture was 3.35±0.48, innovation-oriented culture was 3.00±0.46, social support was 3.75±0.49, and intention retention was 4.98±1.39. (b) Intention retention had a positive correlation with job satisfaction (r=.41, p<.001), social support (r=.29, p<.001), innovation-oriented culture (r=.29, p<.001), relation-oriented culture (r=.20, p=.001), and hierarchy-oriented culture (r=.18, p=.002). (c) Factors that affect intention retention include job satisfaction (β=.41, p<.001), Working type (Non-shift) (β=.18, p=.001), Nursing job selection (Recommendation, employment) (β=-.16, p=.003), and the explanation power was 23.1% (F=9.43, p<.001). Conclusion: Our study shows that job satisfaction plays a significant role in the intention retention of nurses. It is important to strengthen job satisfaction to increase the retention of nurses. The results of this study may serve as basic data for the development of strategies to improve intention retention in nurses.
참고문헌 (30)
- Aiken, L. H., "Effects of nurse staffing and nurse educationon patient deaths in hospitals with different nurse work environments", Medical Care, 49(12), pp.1047~1053 (2011)[DOI]
- Chah, D., "Effect of leader-member exchange on affective commitment and continuance commitment : The mediating role of job stress", Journal of The Korea Contents Association, 10(1), pp.353~364 (2010)[DOI]
- Cho, H. H., "Effect of nursing organizational culture, organizational health, and job crafting on intent to stay among registered nurses", Journal of Korean Academy of Nursing Administration, 26(2), pp.172~180 (2020)[DOI]
- Choi, S. H., "Effects of organizational culture, self-keadership and empowerment on job satisfaction and turnover intention in general hospital nurses", Journal of Korean Academy of Nursing Administration, 20(2), pp.206~214 (2014)[DOI]
- Chun, K. J., "The effects of both shift work and non-shift work nurses' empathy on life and job satisfaction", The Journal of the Korea Contents Association, 17(3), pp.261~273 (2017)[DOI]
- Cowin, L., "The effects of nurses' job satisfaction on retention : an Australian perspective", Journal of Nursing Administration, 32(5), pp.283~291 (2002)[DOI]
- Ellenbecker, C. H., "Predictors of home healthcare nurse retention", Journal of Nursing Scholarship, 40(2), pp.151~160 (2008)[DOI]
- Glanz, K., "Health behavior and health education: theory, research, and practice" (2008), John Wiley & Sons
- Han, S., "Effect of nursing organizational culture, organizational silence, and organizational commitment on the intention of retention among nurses : Applying the PROCESS Macro model 6", Korean Journal of Occupational Health Nursing, 31(1), pp.31~41 (2022)[DOI]
- Han, S. J., "A study on the relationship between nursing organizational culture and organizational performance", Journal of Korean Academy of Nursing Administration, 8(3), pp.441~456 (2002)
- "Investigation of the current status of hospital nursing staff placement" (2021)[URL]
- Jeon, B. R., "Impact of work-family conflict and social support on retention intention among married female nurses", Journal of Digital Convergence, 16(10), pp.261~270 (2018)[DOI]
- Jeon, M., "The effect of nurses' perceived working environment, job satisfaction, and social support on intent to stay", The Journal of the Korea Contents Association, 19(5), pp.534~541 (2019)[DOI]
- Kim, M. J., "The effect of nursing organizational culture on nurses' intention of retention", master, pp.2006
- Kim, S. Y., "The effects of mentoring functions and job satisfaction on turnover intention according to nurses' mentoring phases", Korean Journal of Occupational Health Nursing, 27(1), pp.1~12 (2018)[DOI]
- Kim, S. Y., "Impact of work environment and organizational justice on job satisfaction among general hospital nurses", Korean Journal of Occupational Health Nursing, 32(4), pp.205~214 (2023)[DOI]
- Ko, J. W., "The role of social support in the relationship between job stress and job satisfaction", organizational commitment among hospital nurses, 2003, pp.33(2), 265~274
- Lee, J. Y., "A structural equation models on the intention to stay for small and medium-sized hospital nurses : focused on Herzbergs' motivation-hygiene theory", doctor, pp.2020
- Lee, S., "Influence of organization conflict among care workers in elderly care facilities on turnover intention : focused on the moderating effect of social support", doctor, pp.2016
- Lee, Y. S., "A study on relationship among organizational fairness, motivation, job satisfaction, intention to stay of nurses", Journal of The Korea Contents Association, 14(10), pp.596~609 (2014)[DOI]
- Lee, Y., "Related factors of turnover intention among Korean hospital nurses : A systematic review and meta-analysis", Korean Journal of Adult Nursing, 30(1), pp.1~17 (2018)[DOI]
- Lim, J. Y., "Influencing factors on nurse's intention to stay : Systematic review and meta correlation analysis", Journal of Korean Academic Society of Home Health Care Nursing, 26(3), pp.265~277 (2019)[DOI]
- Park, H., "Factors affecting the intention of hospital nurses to stay at work : In relation to authentic leadership and nursing organizational culture", Journal of Korean Clinical Nursing Research, 25(1), pp.34~42 (2019)[DOI]
- Park, S., "Factors influencing Korean nurses' intention to stay : A systematic review and meta-analysis", Journal of Korean Academy of Nursing Administration, 24(2), pp.139~148 (2018)[DOI]
- Slavitt, D. B., "Measurement of work satisfaction among health profession", Nurses, 27(2), pp.114~120 (1978)
- Song, H., "Effect of nursing organizational culture, stress coping, and bullying on clinical nurses' turnover intention", Korean Journal of Occupational Health Nursing, 32(1), pp.9~19 (2023)[DOI]
- Tourangeau, A. E., "Determinants of hospital nurse intention to remain employed : broadening our understanding", Journal of Advanced Nursing, 66(1), pp.22~32 (2010)[DOI]
- Wang, M. L., "Work-family conflict and job performance in nurses : the moderating effects of social support", The Journal of Nursing Research, 22(3), pp.200~207 (2014)[DOI]
- Yang, S. H., "Factors associated with intention to stay of novice nurses in territory care hospital", master, pp.2020
- Yun, M. J., "The effects of hospital organizational culture and work environment on nurses' intent to stay at the current hospital", Journal of Korean Clinical Nursing Research, 24(3), pp.273~282 (2018)[DOI]