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Lee, Kim, and Lee: Effects of Job Characteristics, Organizational Culture on Job Satisfaction and Turnover Intention in Public Institution Nurses
Original Article

Journal of Korean Academy of Nursing Administration 2015; 21(4): 354-365.

Published online: 30 September 2015

DOI: https://doi.org/10.11111/jkana.2015.21.4.354

Effects of Job Characteristics, Organizational Culture on Job Satisfaction and Turnover Intention in Public Institution Nurses

Young Joo Lee1, So Hee Kim1, Taewha Lee2

1The Graduate School of Yonsei University, Korea.

2College of Nursing, Yonsei University, Korea.

Corresponding author: Kim, So Hee. College of Nursing, Yonsei University, 50-1 Yonsei-ro, Seodaemun-gu, Seoul 120-752, Korea. Tel: +82-2-2228-3237, Fax: +82-2-393-2808, horrykim@naver.com

Received 2 April 2015       Revised 22 May 2015       Accepted 18 June 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

The aim of this study was to examine the relationship between job characteristics, organizational culture, job satisfaction and turnover intention, including the direct and indirect effects of the variables on turnover intention.

Methods

A questionnaire was completed by a convenience sample of 144 nurses working for two public institutions. Data were analyzed using independent t-test, One-way ANOVA, Pearson correlation, Hierarchical multiple regression and Path analysis with SPSS/WIN 21.0 and AMOS 21.0 programs.

Results

The mean score for job satisfaction and turnover intention was similar to that of other hospital nurses. The factors affecting job satisfaction were: position, number of job changes, relationship-oriented culture, and hierarchical-oriented culture(Adj. R2=.48, F=14.43, p<.001). The factors affecting turnover intention were: age, position, overtime, and job satisfaction(Adj. R2=.61, F=19.48, p<.001). Job autonomy and relationship-oriented culture had a significant indirect effect on turnover intention.

Conclusion

In developing intervention strategies to improve job satisfaction and reduce turnover intention there is a need to consider both the job characteristics and organizational culture of nurses in public institutions.

Keywords: Job satisfaction, Personnel turnover, Organizational culture, Job description

Figures and Tables

Figure 1

Path model of turnover intention.

jkana-21-354-g001
Table 1

Differences of Job Satisfaction, Turnover Intention by Characteristics of Participants (N=144)

jkana-21-354-i001

*Multiple responses; a, b, c, d=Scheffé test.

Table 2

Descriptive Statistics for Study Variables (N=144)

jkana-21-354-i002
Table 3

Factors affecting Job Satisfaction and Turnover Intention (N=144)

jkana-21-354-i003

*Dummy variables: Position (Deputy manager=0), WH (55~60=0); JC=Job characteristics, OC=Organizational culture, WH=Work hours.

Table 4

Direct Effect, Indirect Effect, and Total Effect in Modified Path Model (N=144)

jkana-21-354-i004

*SMC=Squared multiple correlation.

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