상급종합병원 간호사의 간호전문직관과 직무착근도가 재직의도에 미치는 영향
The Influence of Nursing Professionalism and Job Embeddedness on Intention to Stay among Tertiary Hospital Nurses
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Objectives: Using Herzberg’s motivation and hygiene theory, this study examined the effect of nursing professionalism and job embeddedness on intention to stay among nurses working in tertiary hospitals. Methods: Data collected from 226 nurses at K Hospital, S City, through a structured questionnaire were analyzed using descriptive statistics, t-test, ANOVA, Pearson’s Correlation Coefficient, and Multiple Regression analysis using the SPSS Win 23.0 program. Results: Intention to stay in the job was significantly positively correlated with nursing professionalism (r=.518, p<.001) and job embeddedness (r=.595, p<.001). The sub-factors affecting nurses’ intention to stay in the job were age (β=.330, p<.001), seniority of the nurse (β=−.175, p=.005), urge to change jobs (β=−.152, p=.002), and desired length of employment (β=.328, p<.001). All of these variables were identified as statistically significant, and their explanatory power was 58.2%. Conclusions: Conclusions: This study underscores the need to develop and implement training programs differentiated by career and position to reduce the urge to change jobs and increase the desired length of service.
Abstract
Objectives: Using Herzberg’s motivation and hygiene theory, this study examined the effect of nursing professionalism and job embeddedness on intention to stay among nurses working in tertiary hospitals. Methods: Data collected from 226 nurses at K Hospital, S City, through a structured questionnaire were analyzed using descriptive statistics, t-test, ANOVA, Pearson’s Correlation Coefficient, and Multiple Regression analysis using the SPSS Win 23.0 program. Results: Intention to stay in the job was significantly positively correlated with nursing professionalism (r=.518, p<.001) and job embeddedness (r=.595, p<.001). The sub-factors affecting nurses’ intention to stay in the job were age (β=.330, p<.001), seniority of the nurse (β=−.175, p=.005), urge to change jobs (β=−.152, p=.002), and desired length of employment (β=.328, p<.001). All of these variables were identified as statistically significant, and their explanatory power was 58.2%. Conclusions: Conclusions: This study underscores the need to develop and implement training programs differentiated by career and position to reduce the urge to change jobs and increase the desired length of service.