Nurse experience comparison outcome of intention to stay.
General Characteristics of Reviewed Articles (
| No | Author(s) (year) | Survey region | Sample size | Design | Analysis | Intention to stay M±SD/ Total or % or core category |
|---|---|---|---|---|---|---|
| 1 | Kwon et al. (2009) | Seoul, Gyeonggi | 329 | Descriptive survey | Multiple regression | 28.69±9.04 / 48 |
| 2 | Kwon et al. (2010) | Seoul, Gyeonggi | 206 | Descriptive survey | Hierarchical multiple regression | 38.41±7.97 / 48 |
| 3 | Kim & Hwang (2011) | Nationwide | 119 | Descriptive survey | Multiple regression | 32.80% |
| 4 | Sung & Choi (2012) | Pusan, Gyeongnam | 220 | Descriptive survey | Stepwise multiple regression | 4.87±1.48 / 8 |
| 5 | Choi & Kim (2013) | Seoul | 270 | Descriptive survey | Pearson's correlation coefficients | 3.21±0.78 / 5 |
| 6 | Lee et al. (2012) | p city | 365 | Descriptive survey | Logistic regression | 70.40% |
| 7 | Lee et al. (2014) | Seoul, Gyeonggi, Chungnam | 217 | Descriptive survey | Multiple regression, path analysis | 2.81±0.69 / 5 (Female) |
| 8 | Lee et al. (2014) | Nationwide | 1,143 | Focus group interview & descriptive survey | Pearson's correlation coefficients | 2.66±0.26 / 4 |
| 9 | Park J.H. (2016) | Gyeonggi | 230 | Descriptive survey | Multiple regression | 4.47±1.56 / 8 |
| 10 | Park & Jung (2016) | Pusan | 199 | Descriptive survey | Stepwise multiple regression | 5.50±1.36 / 8 |
| 11 | Park H.S. (2016) | D and 3 Ciities more | 177 | Descriptive survey | Stepwise multiple regression | 34.98±8.95 /48 (Female) |
| 12 | Han & Choi (2017) | Nationwide | 136 | Descriptive survey | Stepwise multiple regression | 3.39±075 / 5 |
| 13 | Kwon & Lee (2017) | B city | 199 | Descriptive survey | Pearson's correlation coefficients | 5.21±1.36 / 8 |
| 14 | Gong & Kim (2017) | J city | 229 | Descriptive survey | Hierachial multiple regression | 4.72±1.41 / 8 |
| 15 | Park et al. (2014) | Seoul, Chungchung, Jeonnam | 10 | Qualitative study | Contents analysis and ground theory | Following a stable |
Major Variables and Measurement Tools
| Domain | Variables | n (%) | Instrument (original developer, year) | n | Cronbach's ⍺ | Sources number of Table 1 | Significant relationship with Intention to stay |
|---|---|---|---|---|---|---|---|
| Intention to stay | Intention to stay | 14 (100.00) | Nurses' Retention Index, NRI (Cowin,2002) | 10 | .78~.92 | ||
| Yes/No questionnaires Nurses' Retention Index, NRI (Mobley,1982) | 2 1 | * * | |||||
| Development | 1 | .91 | |||||
| Demographics | Length of career (ys) | 10 (71.40) | 1,2,4,5,7,9,10,11,12,13 | positive | |||
| Education Payment | 6 6 (42.90) (42.90) | 1,2,5,8,9,13 4,5,10,12,13,14 | positive positive/negative | ||||
| Job Related factors | Nursing perfomance | 5 (15.60) | Six dimension scale of nursing performance (Schwirian,1978) | 3 | .90~.97 | 1,2,4 | positive |
| Quality of nursing | 1 (3.13) | Nursing performance (Lee,1983) | 1 | .97 | 5 | ||
| Emotional labor Work demand | 1 1 (3.13) (3.13) | Nursing performance (Park, 1988) Quality of nursing scale (Aiken,2002) | 1 1 | .91 | 13 6 | positive | |
| Accreditation | 1 (3.13) | Modified emotional labor measurement (Morris & Feldman,1996) | 1 | .72 | 9 | negative | |
| Subtotal | 9 (28.12) | Tasks of QI nurses (Hwang & Kim, 2003) | 1 | 3 | negative | ||
| Perception of international hospital accreditation (Choi, 2011) | 1 | .92 | 13 | positive | |||
| Nursing Environmental factors | Work Environment | 3 (9.36) | PES-NWI (Lake,2002) | 2 | .63~.91 | 6,9 | positive |
| Organizational fairness | 1 (3.13) | Working environment scale-10, WES-10 (Friis,1981) | 1 | .59~.72 | 12 | ||
| Motivation | 1 (3.13) | Organizational fairness scale (Price & Mueller, 1986) | 1 | .69~.79 | 7 | positive | |
| Manager caring behavior Peer group caring behavior | 1 1 (3.13) (3.13) | Motivation measurement tool (Kim, 2013) Organizational climate for caring scale, OCCS (Hughes, 1998) | 1 1 | .82 .98 | 7 14 | positive positive | |
| Subtotal | 7 (21.88) | Peer group caring interaction scale, PGCIS, (Hughes, 1998) | 1 | .91 | 14 | positive | |
| Attitude or response to the job | Job satisfaction | 4 (12.50) | The index of work satisfaction (Slavitt et al,1978) | 1 | .88 | 1 | positive |
| Organizational Commitment Job Engagement | 3 1 (9.36) (3.13) | Job satisfaction scale (Hwang & Chang, 2008) Job satisfaction scale (Park,2011) | 1 1 | .76~.86 | 3 7 | ||
| Job Stress | 1 (3.13) | Minnesota satisfaction questionnaire (1967) | 1 | .88 | 10 | ||
| Subtotal | 9 (28.12) | Organizational commitment questionnaire (Mowday,1979) Organizational commitment scale (Meyer et al.,1993) | 2 1 | .87~.91 .57~.87 | 3,10 6 | positive | |
| Engagement scale (Schaufeli, 2002) | 1 | .85 | 6 | positive | |||
| Stress scale for nurses (Kim & Gu, 1984) | 1 | .96 | 5 | negative | |||
| Nursing value | Professionalism Self-concept | 2 2 (6.25) (6.25) | Professionalism inventory scale (Hall,1968) Nurse self-concept questionnaire, NSCQ (Cowin,2006) | 2 1 | .69~.85 .98 | 1,2 13 | positive positive |
| Calling | 1 (3.13) | Self-concept measurement (Arthur,1990) | 1 | .87 | 4 | ||
| Subtotal | 5 (15.63) | Calling and vocational questionnaire (CVQ) (Steger,2008) | 1 | .83 | 10 | positive | |
| Psychological capital | Self-efficacy | 1 (3.12) | Self-efficacy measurement scale (Sherer&Adams,1983) | 1 | .88 | 12 | positive |
| Self-leadership Subtotal | 1 2 (3.13) (6.25) | Self-leadership questionnaire (Manz,1983) | 1 | .86 | 11 | positive | |
| Total | 32 (100.00) |