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Choi, Jang, Park, and Lee: Effects of Organizational Culture, Self-Leadership and Empowerment on Job Satisfaction and Turnover Intention in General Hospital Nurses
Original Article

Journal of Korean Academy of Nursing Administration 2014; 20(2): 206-214.

Published online: 31 March 2014

DOI: https://doi.org/10.11111/jkana.2014.20.2.206

Effects of Organizational Culture, Self-Leadership and Empowerment on Job Satisfaction and Turnover Intention in General Hospital Nurses

Seunghye Choi1, Insun Jang2, Seungmi Park3, Haeyoung Lee3

1Department of Nursing, Suwon University, Korea.

2Department of Nursing, Korea Bible University, Korea.

3Department of Nursing & Research Institute for Basic Science, Hoseo University, Korea.

Corresponding author: Lee, Haeyoung. Department of Nursing, Hoseo University, 20 Hoseo-ro, 79 beon-gil, Baebang-eup, Asan 336-795, Korea. Tel: +82-41-540-9537, Fax: +82-41-540-9558, hylee@hoseo.edu

Received 8 January 2014       Revised 12 February 2014       Accepted 25 February 2014

Copyright © 2014 Korean Academy of Nursing Administration

(open-access):

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

In this study factors affecting job satisfaction and turnover intention of nurses were explored in the context of organizational culture, self-leadership, and empowerment.

Methods

Participants were 286 nurses drawn from 3 general hospitals. Data were analyzed using t-test, one-way ANOVA, Pearson correlation, and hierarchial multiple regression with the SPSS/WIN 18.0 program.

Results

Significant differences in job satisfaction and turnover intention were found according to organizational culture types. Significant positive correlations were found between self-leadership, empowerment, task oriented organizational culture, relationship oriented organizational culture, innovation oriented organizational culture and job satisfaction. On the other hand, significant negative relationships were found between empowerment, relationship oriented organizational culture, innovation oriented organizational culture and turnover intention. The factors that enhance job satisfaction were found to be higher innovation-oriented organizational culture. Lower turnover intention was shown to be positively associated with relationship- or innovation oriented organization culture.

Conclusion

Innovation oriented organizational culture is needed in order to raise job satisfaction and reduce turnover intention of nurses.

Keywords: Organizational culture, Self-leadership, Empowerment, Job satisfaction, Turnover intention

Figures and Tables

Table 1
Differences in Job Satisfaction and Turnover Intention according General Characteristics of the Participants (N=286)
jkana-20-206-i001

Post-hoc comparison=Scheffé.

*p<.05.

Table 2
Differences of Job Satisfaction and Turnover Intention according to Organizational Culture (N=286)
jkana-20-206-i002

Post-hoc comparison=Scheffé.

*p<.05.

Table 3
Correlation of Job Satisfaction, Turnover Intention, Self-leadership, Empowerment to Organizational Culture (N=286)
jkana-20-206-i003
Table 4
Factors Affecting Job Satisfaction and Turnover Intention of Participants (N=286)
jkana-20-206-i004

*Dummy variables: salary (low=0), marital status (unmarried=0), education level (college=0).

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