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Park and Hwang: Predictors of Turnover Intention among Nurses in Small and Medium-sized Hospitals
Original Article

Journal of Korean Academy of Nursing Administration 2017; 23(5): 471-482.

Published online: 31 December 2017

DOI: https://doi.org/10.11111/jkana.2017.23.5.471

Predictors of Turnover Intention among Nurses in Small and Medium-sized Hospitals

Jeong Hye Park1, Hye Young Hwang2

1Department of Nursing, Gyeongnam National University of Science and Technology, Korea.

2Department of Nursing, Gim-cheon University, Korea.

Corresponding author: Hwang, Hye Young. Department of Nursing, Gim-cheon University, 214 Daehack-ro, Gimcheon 39528, Korea. Tel: +82-54-420-4237, Fax: +82-54-420-4292, 20120035@gimcheon.ac.kr

Received 14 August 2017       Revised 12 November 2017       Accepted 26 November 2017

Copyright © 2017 Korean Academy of Nursing Administration

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 purpose of this study was to explore the predictors of turnover intention among nurses working in small and medium-sized hospitals in South Korea.

Methods

Data were obtained from a survey conducted in 2016 on welfare policy and system improvement. The participants were nurses of the Korean Nurses Association who worked in small and medium-sized hospitals. The responses of 2,011 nurses were analyzed using hierarchical multiple regression analysis, which was performed to explore the predictors of nurses' turnover intentions.

Results

The findings of this study showed that the predictors significantly reducing nurses' desire to leave their hospitals were a 40-hour workweek, satisfaction with the salary, and six out of the 40 fringe benefits provided by their hospitals: the provision of uniforms and work shoes, paid menstrual leave, operational costs for the department, job-related educational costs, and in-house nurse training program.

Conclusion

These findings suggest that hospitals should provide proper work hours and reasonable rewards for nurses' work in order to reduce turnover intention among their nurses.

Keywords: Nurses, Employee turnover, Hospitals, Salaries and fringe benefits

Figures and Tables

Table 1

Differences in Turnover Intention according to Participant Characteristics (N=2,011)

jkana-23-471-i001
Table 2

Fringe Benefit Rate for Nurses in Small and Medium-sized Hospitals (N=2,011)

jkana-23-471-i002
Table 3

Relationship among Salary Satisfaction, Fringe Benefits and Turnover Intention (N=2,011)

jkana-23-471-i003
Table 4

Factors Influencing Turnover Intention by Multiple Hierarchical Regression Analysis (N=2,011)

jkana-23-471-i004

*Special units=intensive care unit, operation room, emergency room.

Notes

This work was supported by 2016 Korean Nurses Association.

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