내 ․ 외과 병동에서 교대근무하는 일반간호사의직무만족과 이직의도의 관계에서 조직몰입의 매개효과중심
Mediating Effect of Organizational Commitment in the Relationship between Job Satisfaction and Turnover Intention for Staff Nurses Working with Alternative Shift System in the Medical-Surgical Units
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Purpose: The purpose of this secondary data analysis was to explore the mediating effect of organizational commitment in the relationship between job satisfaction and turnover intention of staff nurses working with alternative shift system in the medical-surgical units. Methods: The original study used a structural equation modeling for turnover intention of shift nurses working at tertiary hospitals for one year to ten years. Data of 193 out of 283 cases were analyzed for this study and the 3-stage linear regression was used to answer for research questions. Results: Organizational commitment partially mediated the relationship between job satisfaction and turnover intention. Job satisfaction and organizational commitment accounted for approximately 25% of the variance in turnover intention. Conclusion: Job satisfaction and organizational commitment were the important factors to decrease turnover intention of staff nurses. Nursing administrators need to consider these factors when making a plan to reduce the turnover rate.
Abstract
Purpose: The purpose of this secondary data analysis was to explore the mediating effect of organizational commitment in the relationship between job satisfaction and turnover intention of staff nurses working with alternative shift system in the medical-surgical units. Methods: The original study used a structural equation modeling for turnover intention of shift nurses working at tertiary hospitals for one year to ten years. Data of 193 out of 283 cases were analyzed for this study and the 3-stage linear regression was used to answer for research questions. Results: Organizational commitment partially mediated the relationship between job satisfaction and turnover intention. Job satisfaction and organizational commitment accounted for approximately 25% of the variance in turnover intention. Conclusion: Job satisfaction and organizational commitment were the important factors to decrease turnover intention of staff nurses. Nursing administrators need to consider these factors when making a plan to reduce the turnover rate.
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