JKANA Journal of Korean Academy of Nursing Administration J Korean Acad Nurs Adm 1225-9330 2288-4955 Korean Academy of Nursing Administration 10.11111/jkana.2018.24.3.234 jkana-24-234 Original Article Effects of Job Embeddedness and Nursing Professionalism on Intent to Stay in Hospital Nurses ChoiSug Young1 LeeMi-Aie2 Pohang Stroke and Spine Hospital Department of Nursing, Dongguk University Corresponding author: Lee, Mi-Aie Department of Nursing, Dongguk University, 123 Dongdae-ro, Gyeongju 38066, Korea. Tel: +82-54-770-2620, Fax: +82-54-770-2616, E-mail: juliet@dongguk.ac.kr 012018 17012018 243 234244 20032018 23042018 08052018 Copyright © 2018 Korean Academy of Nursing Administration 2018 This is an open access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (http://creativecommons.org/licenses/by-nc/3.0), which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited. Abstract Purpose:

This study was performed to investigate the effects of job embeddedness and nursing professionalism on intent to stay in hospital nurses.

 Methods:

The study was a cross-sectional survey. Participants were 242 nurses working at four general hospitals in P city of Gyeongbuk Province, Korea. Data were collected from August 29 to September 10, 2016. Structured questionnaires were used and analyzed with the SPSS/PC program.

 Results:

The scores were, for job embeddedness, 3.19 (out of 5.0), nursing professionalism, 3.50 (out of 5.0), and intent to stay, 5.30 (out of 8.0). The three variables were all different according to participants' general characteristics. Factors influencing intent to stay were organization fitness (one of 4 sub-factors of job embeddedness), social recognition (one of 5 sub-factors of nursing professionalism) and age (one of participants' general characteristics). These three variables explained 34% of intent to stay.

 Conclusion:

To increase competent career nurses' intent to stay, nursing and hospital managers must develop and implement programs that help improve nurses’ organization fitness to adjust well in their organization and healthcare institutions and nursing organizations must continue efforts to raise social recognition of nurses and to improve nurses’ working conditions.

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General Characteristics of Participants (N=242)

Characteristics Categories n (%) or M±SD
Age (year) ＜25 61 (25.2)
25~＜30 107 (44.2)
30~＜35 37 (15.3)
35~＜40 21 (8.7)
≥40 16 (6.6)
28.71±6.27
Gender Male 8 (3.3)
Female 234 (96.7)
Marital status Single 179 (74.0)
Married 63 (26.0)
Religion Yes 65 (26.9)
No 177 (73.1)
Education Diploma 126 (52.1)
Bachelor 111 (45.9)
≥Master 5 (2.0)
Total clinical experience (year) ＜3 89 (36.8)
3~＜5 45 (18.6)
5~＜10 57 (23.6)
10~＜15 30 (12.4)
≥15 21 (8.6)
6.48±5.96
Position Staff nurse 197 (81.4)
Charge nurse 20 (8.3)
≥Nurse manager 25 (10.3)
Work department Medical wards 93 (38.4)
Surgical wards 106 (43.8)
Other 43 (17.8)
Experienced turnover Yes 90 (37.2)
No 152 (62.8)
Monthly income (10,000 won) ＜200 9 (3.7)
200~＜300 206 (85.1)
≥300 27 (11.2)
Hospital size (bed) ＜400 83 (34.3)
≥400 159 (65.7)

Participants’ Job Embeddedness, Nursing Professionalism, and Intent to Stay (N=242)

Variables M±SD Min~Max Range
Job embeddedness 3.19±0.45 1.00~5.00 1~5
Organization fitness 3.23±0.53 1.86~5.00
Job benefits 3.10±0.51 1.40~5.00
Community fitness 3.39±0.62 1.67~5.00
Job team 2.99±0.79 1.00~5.00
Nursing professionalism 3.50±0.40 1.00~5.00 1~5
Professional self-concept 3.59±0.46 2.00~5.00
Social recognition 3.36±0.54 1.63~4.63
Nursing professionalism 3.70±0.46 2.20~5.00
Role of nursing practice 3.63±0.44 2.20~5.00
Dependence of nursing 3.12±0.64 1.00~4.67
Intent to stay 5.30±1.29 1.00~8.00 1~8

Differences of Job Embeddedness, Nursing Professionalism, and Intent to Stay according to Participants' General Characteristics (N=242)

Characteristics Categories Job embeddedness Nursing professionalism Intent to stay
M±SD t or F (p) Duncan M±SD t or F (p) Duncan M±SD t or F (p) Duncan
Age (year) ＜25a 3.04±0.37 1.44 3.43±0.37 2.26 5.10±1.30 5.02
25~＜30b 3.17±0.43 (＜.001) 3.50±0.41 (.063) 5.08±1.32 (＜.001)
30~＜35c 35~＜40d 3.17±0.45 3.42±0.46 a, b, c＜d, e 3.52±0.45 3.51±0.37 5.52±1.04 5.60±1.14 a, b＜c, d, e
≥40e 3.63±0.47 3.77±0.29 6.16±1.09
Gender Male 3.32±0.34 0.86 3.72±0.53 1.54 4.46±0.97 -1.90
Female 3.18±0.45 (.391) 3.50±0.39 (.126) 5.33±1.29 .059
Marital status Married 3.36±0.49 3.45 3.58±0.36 1.70 5.80±1.17 3.64
Single 3.13±0.42 (＜.001) 3.48±0.41 (.090) 5.13±1.28 (＜.001)
Religion Yes 3.27±0.51 1.78 3.57±0.41 1.66 5.35±1.43 0.31
No 3.12±0.42 (.078) 3.48±0.39 (.099) 5.29±1.24 (.757)
Education Diplomaa 3.19±0.43 8.12 3.47±0.41 3.05 5.24±1.30 5.81
Bachelorb 3.15±0.44 (＜.001) 3.52±0.38 (.049) 5.29±1.24 (＜.001)
≥Masterc 3.96±0.64 a,b＜c 3.91±0.18 a, b＜c 7.20±0.40 a, b＜c
Total clinical experience (year) ＜3a 3.08±0.36 6.76 3.48±0.41 1.30 5.19±1.23 4.90
3~＜5b 3.15±0.38 (＜.001) 3.48±0.39 (.271) 4.91±1.35 (＜.001)
5~＜10c 3.18±0.47 a＜b, c, d＜e 3.49±0.39 5.21±1.31 a, b, c＜d, e
10~＜15d 3.31±0.45 3.52±0.44 5.90±0.96
≥15e 3.59±0.50 3.69±0.31 6.03±1.28
Position Staff nursea 3.13±0.42 9.84 3.48±0.39 2.98 5.15±1.28 7.84
Charge nurseb 3.34±0.49 (＜.001) 3.52±0.38 (.053) 5.96±1.10 (＜.001)
≥Nurse managerc 3.51±0.50 a＜b, c 3.37±0.39 5.98±1.16 a＜b, c
Work department Medical wards 3.13±0.49 2.13 3.48±0.40 1.81 5.28±1.26 .08
Surgical wards 3.21±0.43 (.100) 3.49±0.43 (.148) 5.29±1.36 (.983)
Etc 3.16±0.71 3.50±0.35 5.34±1.18
Experienced turnover Yes 3.28±0.41 -2.34 3.54±0.37 -1.03 5.33±1.32 -.19
None 3.14±0.46 (.020) 3.48±0.41 (.305) 5.30±1.28 (.853)
Monthly income (10,000 won) ＜200a 200~＜300b 3.28±0.47 3.13±0.42 13.19 (＜.001) 3.67±0.18 3.47±0.40 6.22 (.002) 5.56±1.31 5.19±1.29 5.74 (.004)
≥300c 3.58±0.50 a, b＜c 3.73±0.36 b＜a, c 6.06±1.05 b＜a, c
Hospital size (bed) ＜400 3.40±0.46 5.61 3.56±0.42 1.42 5.48±1.23 1.51
≥400 3.08±0.40 (＜.001) 3.48±0.38 (.157) 5.21±1.31 (.133)

Correlation among Job Embeddedness, Nursing Professionalism, and Intent to Stay (N=242)

Variables 1 2 3 4 5 6 7 8 9 10
r (p) r (p) r (p) r (p) r (p) r (p) r (p) r (p) r (p) r (p)
1. Organization fitness 1
2. Job benefits .70 1
(＜.001)
3. Community fitness .47 .56 1
(＜.001) (＜.001)
4. Job team .27 .25 .24 1
(＜.001) (＜.001) (＜.001)
5. Professional self-concept .43 .36 .33 .25 1
(＜.001) (＜.001) (＜.001) (＜.001)
6. Social recognition .36 .39 .27 .19 .70 1
(＜.001) (＜.001) (＜.001) (.003) (＜.001)
7. Nursing professionalism .39 .39 .36 .28 .75 .68 1
(＜.001) (＜.001) (＜.001) (＜.001) (＜.001) (＜.001)
8. Role of nursing practice .32 .29 .27 .19 .78 .69 .78 1
(＜.001) (＜.001) (＜.001) (.004) (＜.001) (＜.001) (＜.001)
9. Dependence of nursing .17 .09 .10 .09 .08 .10 .11 .16 1
(.007) (.147) (.129) (.189) (.228) (.123) (.089) (.016)
10. Intent to stay .50 .40 .32 .21 .38 .43 .40 .35 .14 1
(＜.001) (＜.001) (＜.001) (＜.001) (＜.001) (＜.001) (＜.001) (＜.001) (.028)

Influence Factors on Intent to Stay (N=242)

Variables B SE β t p
Organization fitness 0.88 0.14 .36 6.27 ＜.001
Social recognition 0.67 0.14 .28 4.94 ＜.001
Age 0.03 0.01 .15 2.79 .006
R2=.34 Adj. R=.33, F=41.17, p＜.001