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Abstract
Purpose
The study was done to identify turnover intention in new nurses according to characteristics of the nurses and other factors affecting turnover and to provide data to set up a strategy to reduce the turnover.
Methods
Data were collected from 1,077 new nurses who had less than 12 months employment experience and worked in one of 188 hospitals. Eight research instruments were used. Data analysis was done using SPSS WIN 15.0 program.
Results
Several factors influence new nurse turnover intention. The average score for turnover intention was 2.12. The scores for subscales were self efficacy, 3.76, nursing performance, 3.90, job satisfaction, 2.09, organization commitment, 1.28, stress, 1.32, burnout, 2.82 and nursing organizational culture, 3.29. Turnover intention was related to self efficacy, nursing performance, job satisfaction, organization commitment, stress, burnout, nursing organizational culture, duration of in-class training, duration of on the job training, number of hospital beds, length of employment and duration of employment in current workplace. The predicting factors for turnover intention were burnout, stress, duration of employment in the current workplace, self efficacy and nursing performance. Those factors explained 51.6% of turnover intention.
Figures and Tables
Table 3
Correlations of Factors Affecting Turnover Intention
*p<.05; **p<.01.
X1=turnover intention; X2=self efficacy; X3=nursing performance; X4=job satisfaction; X5=organizational commitment; X6=stress; X7=burnout; X8=nursing organizational culture; X9=duration of in-class training; X10=duration of on the job training; X11=number of hospital beds; X12=length of employment; X13=employment period at current work place.
References
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