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Han, Kim, Joo, Choi, and Han: Effects of Nurses' Mentoring on Turnover Intention: Focused on the Mediating Effects Role Stress and Burnout
Original Article

Journal of Korean Academy of Nursing 2013; 43(5): 605-612.

Published online: 31 October 2013

DOI: https://doi.org/10.4040/jkan.2013.43.5.605

Effects of Nurses' Mentoring on Turnover Intention: Focused on the Mediating Effects Role Stress and Burnout

Sangsook Han1, Ohsook Kim2, Yunsu Joo2, Eunduck Choi2, Jeongwon Han2

1College of Nursing Science, East-West Nursing Research Institute, Kyung Hee University, Seoul, Korea.

2College of Nursing Science, Kyung Hee University, Seoul, Korea.

Address reprint requests to: Han, Jeongwon. College of Nursing Science, Kyung Hee University, 1 Hoegi-dong, Dongdaemun-gu, Seoul 130-701, Korea. Tel: +10-4448-4475, Fax: +82-2-961-9398, hjw0721@naver.com

Received 11 March 2013       Accepted 9 July 2013

© 2013 Korean Society of Nursing Science

Abstract

Purpose

The purpose of this study was to investigate the casual relationship between nurses' mentoring and turnover intention and to verify the goodness of fit between a hypothetical model and actual data in order to suggest an adequate model.

Methods

The survey was conducted with 434 nurses working in general hospitals in Seoul. Data were collected during February 2013, and analyzed with SPSS Windows 18.0 and AMOS 7.0.

Results

Mentoring was found to have a direct effect on decrease in role stress. Role stress had a direct effect on increase in burnout and mentoring, with role stress as a mediator, there was an indirect effect on burnout. Burnout had a direct effect on increase in turnover intention, and role stress, with burnout as a mediator, and mentoring, through role stress and burnout, an indirect effect was found on increase in turnover intention.

Conclusion

The results of this study indicate that nursing managers should put effort into reducing role stress and burnout, while seeking to establish a more efficient mentoring system so that for nurses, there will be a lowering of turnover intention.

Keywords: Mentoring, Stress, Burnout, Turnover

Figures and Tables

Figure 1
Path diagram of the model.
jkan-43-605-g001
Table 1
Correlations and Discriminant Validity of the Model
jkan-43-605-i001

*p<.001; The shaded section: discriminant validity; The non shaded section: correlation; CCR=Composite construct reliability; AVE=Average variance extracted.

Table 2
The Result of Path Coefficient
jkan-43-605-i002

β=Standardized regression weights; B=Regression weights; SE=Standardized error; CR=Critical ratio.

Table 3
Fit Statistics for the Measurement Model
jkan-43-605-i003

GFI=Goodness of fit index; AGFI=Adjusted goodness of fit index; NFI=Normed fit index; CFI=Comparative fit index; RMR=Root mean residual; RMSEA=Root mean squared error of approximation.

Table 4
Effects of Predictor Variables in the Model
jkan-43-605-i004

SMC=Squared multiple correlation.

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