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Ahn, Lee, Kim, and Jeong: Job Satisfaction, Organizational Commitment and Turnover Intention among Male Nurses
Original Article

Journal of Korean Academy of Nursing Administration 2015; 21(2): 203-211.

Published online: 31 March 2015

DOI: https://doi.org/10.11111/jkana.2015.21.2.203

Job Satisfaction, Organizational Commitment and Turnover Intention among Male Nurses

Min Kweon Ahn1, Myung Ha Lee2, Hyun Kyung Kim2, Seok Hee Jeong2

1Design Hospital, Korea.

2College of Nursing, Research Institute of Nursing Science, Chonbuk National University, Korea.

Corresponding author: Lee, Myung Ha. College of Nursing, Chonbuk National University, 567 Baekje-daero, deokjin-gu, Jeonju 561-756, Korea. Tel: +82-63-270-3122, Fax: +82-63-270-3127, leemh@jbnu.ac.kr

Received 4 February 2015       Revised 20 March 2015       Accepted 21 March 2015

Copyright © 2015 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

This study aimed to investigate job satisfaction, organizational commitment and turnover intention among male nurses in South Korea.

Methods

Data were collected in May, 2013 and a total of 150 male hospital nurses participated in this study. Job satisfaction, organizational commitment and turnover intention were measured using a structured questionnaire. Collected data were analyzed using SPSS/WIN 20.0 for windows.

Results

There were statistically significant correlations between job satisfaction and organizational commitment (r=.74, p<.001), job satisfaction and turnover intention (r=-.56, p<.001), and organizational commitment and turnover intention (r=-.69, p< .001). There was a statistically significant difference in job satisfaction of participants according to education, work unit, and salary. Organizational commitment showed significant difference according to age, education, work unit, and salary. Turnover intention was significantly different according to duration of employment in the hospital, and salary. The most influential factor for turnover intention was organizational commitment (β=-.69, p<.001). This factor accounted for 47.8% of the variance in turnover intention.

Conclusion

The results of this study indicate that to reduce turnover intention for men in nursing, it is necessary to increase job satisfaction, and organizational commitment.

Keywords: Job satisfaction, Organizational commitment, Turnover intention, Male nurse

Figures and Tables

Table 1

Characteristics of Participants (N=150)

jkana-21-203-i001

*OR=Operation room; ICU=Intensive care unit; ER=Emergency room; Ward=General ward; ANE=Anesthesia; PSY=Psychiatric ward.

†Large hospital: number of bed ≥700, Medium hospital: ≥300~<700, Small hospital: ≥100~<300

Table 2

Correlations among Turnover Intention, Job Satisfaction, and Organizational Commitment (N=150)

jkana-21-203-i002
Table 3

Differences in Job Satisfaction, Organizational Commitment and Turnover Intention by General Characteristics (N=150)

jkana-21-203-i003
Table 4

Differences in Job Satisfaction, Organizational Commitment and Turnover Intention by Job related Characteristics (N=150)

jkana-21-203-i004

*Others excluded from the analysis.

Table 5

Factors Influencing Turnover Intention (N=150)

jkana-21-203-i005

Notes

This article is a revision of the first author's master's thesis from Chonbuk National University.

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