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Yoon and Park: Organizational Socialization and Intention to Leave in Operating Room Nurses Working at Secondary General University Hospitals
Original Article

Journal of Korean Academy of Nursing Administration 2015; 21(1): 88-98.

Published online: 31 January 2015

DOI: https://doi.org/10.11111/jkana.2015.21.1.88

Organizational Socialization and Intention to Leave in Operating Room Nurses Working at Secondary General University Hospitals

Su Jung Yoon1, Hye-Ja Park2

1Bundang CHA General Hospital, Korea.

2Department of Nursing, CHA University, Korea.

Corresponding author: Park, Hye-Ja. Department of Nursing, CHA University, 120 Haeryong-ro, Pocheon 487-010, Korea. Tel: +82-31-850-9395, Fax: +82-31-8017-5853, clara@cha.ac.kr

Received 3 November 2014       Revised 10 December 2014       Accepted 14 January 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

To evaluate the relationship between organizational socialization and intention to leave, and to identify factors affecting on intention to leave in operating room nurses.

Methods

This study used a descriptive design. Seventy operating room nurses recruited from three hospitals under the same management style, in-service educational system, and working conditions agreed to participate in this study, and completed self-administered questionnaires of the organizational socialization and the intention to leave questionnaire. Respondents were classified by career as advanced beginner, competent practitioner, proficient practitioner and expert practitioner by Benner's stages of nursing proficiency. Data were analyzed with t-test, ANOVA with multiple comparisons, Spearman correlation, and multiple regression analysis.

Results

Nurses unsatisfied with the current in-service continuous education had lower organizational socialization and higher intention to leave. In advanced beginners, job performance was lowest and organizational commitment was highest. In expert practitioners, intention to leave was highest. Organizational commitment, interpersonal relationship, identity and burnout were associated with intention to leave. Mutual trust, burnout, and interpersonal relationship were predictors of intention to leave explained 20.8% of variance.

Conclusion

The career ladder program to enhance nurses' organizational socialization and intention to stay should be established and expanded for well-experienced operating room nurses.

Keywords: Operating room, Nurse, Socialization, Intention to leave

Figures and Tables

Table 1

Mean Scores of Organizational Socialization and Intention to Leave (N=70)

jkana-21-88-i001
Table 2

Organizational Socialization and Intention to Leave according to Demographic and Job-related Characteristics (N=70)

jkana-21-88-i002

x2 by Kruskal-Wallis test; z by Mann-Whitney U test.

Table 3

Organizational Socialization and Intention to Leave according to Benner's Stages of Nursing Proficiency (N=70)

jkana-21-88-i003

a, b, c Analysis of variance with Duncan's multiple range test where values with the same superscript are not significantly different.

Table 4

Spearman Correlation Coefficients among Subscales of Organizational Socialization and Intention to Leave (N=70)

jkana-21-88-i004

SO=Social organization.

Table 5

Influencing Factors on Intention to Leave (N=70)

jkana-21-88-i005

Notes

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

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