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Yu, Kang, Yu, and Park: Factors affecting Retention Intention of Male Nurses Working Health Care Institution in Korea
Original Article

Journal of Korean Academy of Nursing Administration 2017; 23(3): 280-289.

Published online: 30 June 2017

DOI: https://doi.org/10.11111/jkana.2017.23.3.280

Factors affecting Retention Intention of Male Nurses Working Health Care Institution in Korea

Mi Yu1, Kyung Ja Kang2, Su Jeong Yu3, Myungsook Park4

1College of Nursing, Institute of Health Sciences, Gyeongsang National University, Korea.

2College of Nursing, Jeju National University, Korea.

3Department of Nursing, Sangji University, Korea.

4Department of Nursing, Konkuk University, Korea.

Corresponding author: Kang, Kyung Ja. College of Nursing, Jeju National University, 102 Jejudaehak-ro, Jeju 63243, Korea. Tel: +82-64-754-3752, Fax: +82-64-702-2686, kkyungja@jejunu.ac.kr

Received 27 February 2017       Revised 24 May 2017       Accepted 10 June 2017

Copyright © 2017 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 study was done to investigate male nurses' gender discrimination, person-organization fit, organization leader-member exchange, career plateau and retention intention and to identify factors affecting nurses' retention intention for these nurses.

Methods

A cross-sectional survey was conducted using self-report questionnaires. The participants were 144 male nurses working in hospitals and other health care facilities in Korea. Data were analyzed using hierarchial regression.

Results

The mean score was 5.40±1.61 (out of 8) for retention intention. Factors influencing retention intention were ‘married’ (β=.27, p<.001) and ‘employment career (3~5 yr)’ (β=-.24, p=.003) in model 1, ‘person-organization fit’ (β=.42, p<.001) in model 2, ‘content plateau’ (β=-.19, p=.020) in model 3. Person-organization fit was the most significant factor followed by content plateau, employment career and married state in that order. These factors explained 33.2% of the variance in retention intention (F=17.23, p<.001).

Conclusion

Findings indicate that it is necessary to confirm that the male nurses are suitable for their organization and improve career development at 3~5 years of work experience as a retention strategy of male nurses.

Keywords: Discrimination, Intention, Male, Nurses, Retention

Figures and Tables

Table 1

General Characteristics (N=144)

jkana-23-280-i001

*Missing data excluded.

Table 2

Mean, Standard Deviation of Study Variables (N=144)

jkana-23-280-i002
Table 3

Differences in Retention Intention by General Characteristics (N=144)

jkana-23-280-i003
Table 4

Correlation among Variables

jkana-23-280-i004

χ1=Compensation discrimination; χ2=Training discrimination; χ3=Gender discrimination; χ4=Person-organization fit; χ5=Emotional bond; χ6=Royalty; χ7=Contribution; χ8=Respect to professionalism; χ9=Organization leader-member exchange; χ10=Structural plateau; χ11=Content plateau; χ12=Career plateau; χ13=Retention intention.

Table 5

Factors influencing Retention Intention

jkana-23-280-i005

*Reference group; Marital state (married=1), Employment career (3~5 yr=1).

Notes

This research was supported by the 2017 scientific promotion program funded by Jeju National University .

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