간호·간병통합서비스 병동 간호사의 이직 의도 영향요인
Factors Influencing Resignation Intention Among Nurses in Comprehensive Nursing Service Wards
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Purpose: Nurse turnover remains a critical issue in healthcare, particularly in comprehensive nursing service wards where high workloads and workplace challenges contribute to job dissatisfaction and staff attrition. This study aimed to identify the factors influencing resignation intention among nurses working in comprehensive nursing service wards. Methods: A survey was conducted among 184 nurses from seven general hospitals in South Korea. Data were collected using validated instruments that measure incivility, nursing practice environment, nursing professionalism, and resignation intention. The statistical analyses included descriptive statistics, Pearson’s correlation, and multiple regression. Results: Significant predictors of resignation intention included nursing practice environment (=−.37, p＜.001), age group (25∼30 years; =.19, p=.017), and experiences of incivility (=.16, p=.045). These factors explained a combined 26.7% of the variance in resignation intention. Conclusion: These results highlight the importance of improving the nursing practice environment and addressing workplace incivility to address nurses’ resignation intention. Additionally, targeted support such as mentorship programs and professional development opportunities for younger nurses, may support job retention. Future studies should explore additional organizational and psychological factors influencing resignation intention to develop strategies to prevent nurse turnover in comprehensive nursing service wards.
Abstract
Purpose: Nurse turnover remains a critical issue in healthcare, particularly in comprehensive nursing service wards where high workloads and workplace challenges contribute to job dissatisfaction and staff attrition. This study aimed to identify the factors influencing resignation intention among nurses working in comprehensive nursing service wards. Methods: A survey was conducted among 184 nurses from seven general hospitals in South Korea. Data were collected using validated instruments that measure incivility, nursing practice environment, nursing professionalism, and resignation intention. The statistical analyses included descriptive statistics, Pearson’s correlation, and multiple regression. Results: Significant predictors of resignation intention included nursing practice environment (=−.37, p＜.001), age group (25∼30 years; =.19, p=.017), and experiences of incivility (=.16, p=.045). These factors explained a combined 26.7% of the variance in resignation intention. Conclusion: These results highlight the importance of improving the nursing practice environment and addressing workplace incivility to address nurses’ resignation intention. Additionally, targeted support such as mentorship programs and professional development opportunities for younger nurses, may support job retention. Future studies should explore additional organizational and psychological factors influencing resignation intention to develop strategies to prevent nurse turnover in comprehensive nursing service wards.