Effects of Job Embeddedness and Nursing Professionalism on Intent to Stay in Hospital Nurses

Sug Young Choi; Mi-Aie Lee

doi:10.11111/jkana.2018.24.3.234

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Choi and Lee: Effects of Job Embeddedness and Nursing Professionalism on Intent to Stay in Hospital Nurses

Original Article

J Korean Acad Nurs Adm 2018;24(3):234-244.

Published online: 17 January 2018

DOI: https://doi.org/10.11111/jkana.2018.24.3.234

Effects of Job Embeddedness and Nursing Professionalism on Intent to Stay in Hospital Nurses

Sug Young Choi¹, Mi-Aie Lee^2,

¹Pohang Stroke and Spine Hospital

²Department of Nursing, Dongguk University

Corresponding author: Lee, Mi-Aie Department of Nursing, Dongguk University, 123 Dongdae-ro, Gyeongju 38066, Korea. Tel: +82-54-770-2620, Fax: +82-54-770-2616, E-mail: juliet@dongguk.ac.kr

Received 20 March 2018 Revised 23 April 2018 Accepted 8 May 2018

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 was performed to investigate the effects of job embeddedness and nursing professionalism on intent to stay in hospital nurses.

Methods:

The study was a cross-sectional survey. Participants were 242 nurses working at four general hospitals in P city of Gyeongbuk Province, Korea. Data were collected from August 29 to September 10, 2016. Structured questionnaires were used and analyzed with the SPSS/PC program.

Results:

The scores were, for job embeddedness, 3.19 (out of 5.0), nursing professionalism, 3.50 (out of 5.0), and intent to stay, 5.30 (out of 8.0). The three variables were all different according to participants' general characteristics. Factors influencing intent to stay were organization fitness (one of 4 sub-factors of job embeddedness), social recognition (one of 5 sub-factors of nursing professionalism) and age (one of participants' general characteristics). These three variables explained 34% of intent to stay.

Conclusion:

To increase competent career nurses' intent to stay, nursing and hospital managers must develop and implement programs that help improve nurses’ organization fitness to adjust well in their organization and healthcare institutions and nursing organizations must continue efforts to raise social recognition of nurses and to improve nurses’ working conditions.

Keywords: Job embeddedness, Nursing professionalism, Intent to stay, Nurses

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Table 1.

General Characteristics of Participants (N=242)

Characteristics	Categories	n (%) or M±SD
Age (year)	＜25	61 (25.2)
	25~＜30	107 (44.2)
	30~＜35	37 (15.3)
	35~＜40	21 (8.7)
	≥40	16 (6.6)
		28.71±6.27
Gender	Male	8 (3.3)
	Female	234 (96.7)
Marital status	Single	179 (74.0)
	Married	63 (26.0)
Religion	Yes	65 (26.9)
	No	177 (73.1)
Education	Diploma	126 (52.1)
	Bachelor	111 (45.9)
	≥Master	5 (2.0)
Total clinical experience (year)	＜3	89 (36.8)
	3~＜5	45 (18.6)
	5~＜10	57 (23.6)
	10~＜15	30 (12.4)
	≥15	21 (8.6)
		6.48±5.96
Position	Staff nurse	197 (81.4)
	Charge nurse	20 (8.3)
	≥Nurse manager	25 (10.3)
Work department	Medical wards	93 (38.4)
	Surgical wards	106 (43.8)
	Other	43 (17.8)
Experienced turnover	Yes	90 (37.2)
	No	152 (62.8)
Monthly income (10,000 won)	＜200	9 (3.7)
	200~＜300	206 (85.1)
	≥300	27 (11.2)
Hospital size (bed)	＜400	83 (34.3)
	≥400	159 (65.7)

Table 2.

Participants’ Job Embeddedness, Nursing Professionalism, and Intent to Stay (N=242)

Variables	M±SD	Min~Max	Range
Job embeddedness	3.19±0.45	1.00~5.00	1~5
Organization fitness	3.23±0.53	1.86~5.00
Job benefits	3.10±0.51	1.40~5.00
Community fitness	3.39±0.62	1.67~5.00
Job team	2.99±0.79	1.00~5.00
Nursing professionalism	3.50±0.40	1.00~5.00	1~5
Professional self-concept	3.59±0.46	2.00~5.00
Social recognition	3.36±0.54	1.63~4.63
Nursing professionalism	3.70±0.46	2.20~5.00
Role of nursing practice	3.63±0.44	2.20~5.00
Dependence of nursing	3.12±0.64	1.00~4.67
Intent to stay	5.30±1.29	1.00~8.00	1~8

Table 3.

Differences of Job Embeddedness, Nursing Professionalism, and Intent to Stay according to Participants' General Characteristics (N=242)

Characteristics	Categories	Job embeddedness		Nursing professionalism		Intent to stay
Characteristics	Categories	M±SD	t or F (p) Duncan	M±SD	t or F (p) Duncan	M±SD	t or F (p) Duncan
Age (year)	＜25^a	3.04±0.37	1.44	3.43±0.37	2.26	5.10±1.30	5.02
	25~＜30^b	3.17±0.43	(＜.001)	3.50±0.41	(.063)	5.08±1.32	(＜.001)
	30~＜35^c 35~＜40^d	3.17±0.45 3.42±0.46	a, b, c＜d, e	3.52±0.45 3.51±0.37		5.52±1.04 5.60±1.14	a, b＜c, d, e
	≥40^e	3.63±0.47		3.77±0.29		6.16±1.09
Gender	Male	3.32±0.34	0.86	3.72±0.53	1.54	4.46±0.97	-1.90
	Female	3.18±0.45	(.391)	3.50±0.39	(.126)	5.33±1.29	.059
Marital status	Married	3.36±0.49	3.45	3.58±0.36	1.70	5.80±1.17	3.64
	Single	3.13±0.42	(＜.001)	3.48±0.41	(.090)	5.13±1.28	(＜.001)
Religion	Yes	3.27±0.51	1.78	3.57±0.41	1.66	5.35±1.43	0.31
	No	3.12±0.42	(.078)	3.48±0.39	(.099)	5.29±1.24	(.757)
Education	Diploma^a	3.19±0.43	8.12	3.47±0.41	3.05	5.24±1.30	5.81
	Bachelor^b	3.15±0.44	(＜.001)	3.52±0.38	(.049)	5.29±1.24	(＜.001)
	≥Master^c	3.96±0.64	a,b＜c	3.91±0.18	a, b＜c	7.20±0.40	a, b＜c
Total clinical experience (year)	＜3^a	3.08±0.36	6.76	3.48±0.41	1.30	5.19±1.23	4.90
	3~＜5^b	3.15±0.38	(＜.001)	3.48±0.39	(.271)	4.91±1.35	(＜.001)
	5~＜10^c	3.18±0.47	a＜b, c, d＜e	3.49±0.39		5.21±1.31	a, b, c＜d, e
	10~＜15^d	3.31±0.45		3.52±0.44		5.90±0.96
	≥15^e	3.59±0.50		3.69±0.31		6.03±1.28
Position	Staff nurse^a	3.13±0.42	9.84	3.48±0.39	2.98	5.15±1.28	7.84
	Charge nurse^b	3.34±0.49	(＜.001)	3.52±0.38	(.053)	5.96±1.10	(＜.001)
	≥Nurse manager^c	3.51±0.50	a＜b, c	3.37±0.39		5.98±1.16	a＜b, c
Work department	Medical wards	3.13±0.49	2.13	3.48±0.40	1.81	5.28±1.26	.08
	Surgical wards	3.21±0.43	(.100)	3.49±0.43	(.148)	5.29±1.36	(.983)
	Etc	3.16±0.71		3.50±0.35		5.34±1.18
Experienced turnover	Yes	3.28±0.41	-2.34	3.54±0.37	-1.03	5.33±1.32	-.19
	None	3.14±0.46	(.020)	3.48±0.41	(.305)	5.30±1.28	(.853)
Monthly income (10,000 won)	＜200^a 200~＜300^b	3.28±0.47 3.13±0.42	13.19 (＜.001)	3.67±0.18 3.47±0.40	6.22 (.002)	5.56±1.31 5.19±1.29	5.74 (.004)
	≥300^c	3.58±0.50	a, b＜c	3.73±0.36	b＜a, c	6.06±1.05	b＜a, c
Hospital size (bed)	＜400	3.40±0.46	5.61	3.56±0.42	1.42	5.48±1.23	1.51
	≥400	3.08±0.40	(＜.001)	3.48±0.38	(.157)	5.21±1.31	(.133)

Table 4.

Correlation among Job Embeddedness, Nursing Professionalism, and Intent to Stay (N=242)

Variables	1	2	3	4	5	6	7	8	9	10
Variables	r (p)	r (p)	r (p)	r (p)	r (p)	r (p)	r (p)	r (p)	r (p)	r (p)
1. Organization fitness	1

2. Job benefits	.70	1
	(＜.001)
3. Community fitness	.47	.56	1
	(＜.001)	(＜.001)
4. Job team	.27	.25	.24	1
	(＜.001)	(＜.001)	(＜.001)
5. Professional self-concept	.43	.36	.33	.25	1
	(＜.001)	(＜.001)	(＜.001)	(＜.001)
6. Social recognition	.36	.39	.27	.19	.70	1
	(＜.001)	(＜.001)	(＜.001)	(.003)	(＜.001)
7. Nursing professionalism	.39	.39	.36	.28	.75	.68	1
	(＜.001)	(＜.001)	(＜.001)	(＜.001)	(＜.001)	(＜.001)
8. Role of nursing practice	.32	.29	.27	.19	.78	.69	.78	1
	(＜.001)	(＜.001)	(＜.001)	(.004)	(＜.001)	(＜.001)	(＜.001)
9. Dependence of nursing	.17	.09	.10	.09	.08	.10	.11	.16	1
	(.007)	(.147)	(.129)	(.189)	(.228)	(.123)	(.089)	(.016)
10. Intent to stay	.50	.40	.32	.21	.38	.43	.40	.35	.14	1
	(＜.001)	(＜.001)	(＜.001)	(＜.001)	(＜.001)	(＜.001)	(＜.001)	(＜.001)	(.028)

Table 5.

Influence Factors on Intent to Stay (N=242)

Variables	B	SE	β	t	p
Organization fitness	0.88	0.14	.36	6.27	＜.001
Social recognition	0.67	0.14	.28	4.94	＜.001
Age	0.03	0.01	.15	2.79	.006
	R²=.34 Adj. R=.33, F=41.17, p＜.001

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