요양병원 간호사의 감정노동과 직무몰입이 이직의도에 미치는 영향
The Effects of Emotional Labor and Job Involvement on Turnover Intention of Nurses in Long-term Care Hospitals
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Purpose: The purpose of this study was to identify the influencing factors on turnover intention of nurses in long-term care hospitals. Methods: Data were collected from 210 nurses in 11 long-term care hospitals in B city. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson’s correlation coefficient, and Stepwise multiple regression. Results: Turnover intention was significantly correlated with emotional labor(r=.35, p<.001) and job involvement (r=-.38, p<.001). In a multiple regression, emotional labor (β=.31, p<.001), age (β=-.27, p<.001), job satisfaction (β=.24, p<.001), job involvement (β=-.23, p<.001), and number of patients assigned(β=.14, p=.009) were associated with turnover intention. These factors attributed to 41.2% of the total variance in turnover intention. Conclusion: Considering the results of this study, proactive educational and/or human resource management interventions need to be developed especially for those younger nurses in order to reduce emotional labor as well as to promote job satisfaction and job involvement of nurses in long-term care hospitals.
Abstract
Purpose: The purpose of this study was to identify the influencing factors on turnover intention of nurses in long-term care hospitals. Methods: Data were collected from 210 nurses in 11 long-term care hospitals in B city. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson’s correlation coefficient, and Stepwise multiple regression. Results: Turnover intention was significantly correlated with emotional labor(r=.35, p<.001) and job involvement (r=-.38, p<.001). In a multiple regression, emotional labor (β=.31, p<.001), age (β=-.27, p<.001), job satisfaction (β=.24, p<.001), job involvement (β=-.23, p<.001), and number of patients assigned(β=.14, p=.009) were associated with turnover intention. These factors attributed to 41.2% of the total variance in turnover intention. Conclusion: Considering the results of this study, proactive educational and/or human resource management interventions need to be developed especially for those younger nurses in order to reduce emotional labor as well as to promote job satisfaction and job involvement of nurses in long-term care hospitals.
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