간호사의 멘토링 단계에 따른 멘토링 기능, 직무만족이 이직의도에 미치는 영향
The Effects of Mentoring Functions and Job Satisfaction on Turnover Intention according to Nurses' Mentoring Phases
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Purpose: The purpose of this study was to determine the effect of nurses’ mentoring functions and job satisfaction on their turnover intention on the basis of Kram’s mentoring phases. Methods: The participants were 286 nurses who were working at tertiary or general hospitals. Data were collected through surveys conducted between February 1 and 27, 2017, analyzed using independent t-test, one-way ANOVA, Pearson's correlation coefficient, and hierarchical multiple regression with the IBM SPSS 21.0 program. Results: The mean mentoring functions score was 3.64 out of 5 points. Job satisfaction had statistically significant positive correlation with mentoring function (p<.05), while turnover intention showed statistically significant negative correlation with job satisfaction (p<.001). Job satisfaction was the only statistically significant variable affecting turnover intention in all three phases p<.001). Conclusion: Nursing organizations may reduce nurses' turnover intention by increasing job satisfaction, which can be improved by developing and applying a differentiated mentoring program according to the nurses’ mentoring phases.
Abstract
Purpose: The purpose of this study was to determine the effect of nurses’ mentoring functions and job satisfaction on their turnover intention on the basis of Kram’s mentoring phases. Methods: The participants were 286 nurses who were working at tertiary or general hospitals. Data were collected through surveys conducted between February 1 and 27, 2017, analyzed using independent t-test, one-way ANOVA, Pearson's correlation coefficient, and hierarchical multiple regression with the IBM SPSS 21.0 program. Results: The mean mentoring functions score was 3.64 out of 5 points. Job satisfaction had statistically significant positive correlation with mentoring function (p<.05), while turnover intention showed statistically significant negative correlation with job satisfaction (p<.001). Job satisfaction was the only statistically significant variable affecting turnover intention in all three phases p<.001). Conclusion: Nursing organizations may reduce nurses' turnover intention by increasing job satisfaction, which can be improved by developing and applying a differentiated mentoring program according to the nurses’ mentoring phases.
참고문헌 (30)
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