PDF
ePub
Citation
Print
Moon Sook Yoo1
, Mang Rae Jeong1, Kyoungja Kim2, Youngjin Lee1
, Mang Rae Jeong1, Kyoungja Kim2, Youngjin Lee1
Abstract
Purpose
The purpose of this study was to describe differences in turnover intention according to work period for new nurses and to explore factors influencing differences in turnover intention.
Methods
A longitudinal survey design was used. A structured questionnaire regarding CC (Clinical competence), MNC (Missed Nursing Care), WE (Work Engagement) and turnover intention was administered twice(at 2 months and 5 months of employment) to 98 new nurses working at a tertiary hospital.
Results
The regression model with each of the differences for MNC, WE, and subjective satisfaction with department against differences of turnover intention was statistically significant (F=11.98, p<.001). This model explained 26% of differences in turnover intention (Adj. R2=.26). Especially, differences in WE (β=-.43, p<.001), and differences in MNC (β=.18 p=.044) were identified as factors influencing differences in turnover intention.
Conclusion
The turnover intention of new nurses decreased between the first 2 months and 5 months and this difference was influenced by WE and MNC. Therefore, it is necessary to provide social and institutional supports such as effective adaptation programs with sufficient periods of time for newly graduated nurses.
Figures and Tables
Table 1
General Characteristics and Differences of Turnover Intention between 2~5 month by General Characteristics (N=98)
Table 2
Differences of Clinical Competence, Missed Nursing Care, Work Engagement and Turnover Intention according to Working Periods (N=98)
References
1. Hospital Nurses Association (KR). A survey on hospital nursing staffing (2018). Business report for Hospital Nurses Association. Seoul: Hospital Nurses Association;2019. p. 69–98.
2. Park MR, Kim NC. Development of a Nursing Competence Measurement Scale according to nurse's clinical ladder in general wards. The Journal of Korean Nursing Administration Academic Society. 2014; 20(3):257–271.
3. Bonner L. A survey of work engagement and psychological capital levels. British J Nurs. 2016; 25(15):865–871.
4. Laschinger S, Wilk P, Cho J, Greco P. Empowerment, engagement and perceived effectiveness in nursing work environments: Does experience matter? J Nurs Manag. 2009; 17(5):636–646.
5. Bargagliotti LA. Work engagement in nursing: a concept analysis. Journal of Advanced Nursing. 2012; 68(6):1414–1428. DOI: 10.1111/j.1365-2648.2011.05859.x.
6. Kim KJ, Yoo MS. The influence of psychological capital and work engagement on intention to remain of new graduate nurses. The Journal of Nursing Administration. 2018; 48(9):459–465.
7. Blanzola C, Lindeman R, King L. Nurse internship pathway to clinical comfort, confidence, and competence. Journal for Nurses in Professional Development. 2004; 20(1):27–37.
8. Lee WS. A prediction model of role transition for graduated nurses [dissertation]. Seoul: Yonsei University;2015. 1–120.
9. Kalisch BJ, Williams RA. Development and psychometric testing of a tool to measure missed nursing care. Journal of Nursing Administration. 2009; 39(5):211–219.
10. Kim JJ. Missed nursing care and relation factor in more than 500 beds general hospital nurses. [master's thesis]. Daejeon: Chungnam University;2014. 1–74.
11. Schaufeli WB, Salanova M, González-Romá V, Bakker AB. The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies. 2002; 3(1):71–92.
12. Yi R, Kim YS, Shin KH. The role of emotional labor strategies in the job demand-resource model with burnout and engagement; call centre employees case. The Korean Journal of Industrial and Organizational Psychology. 2006; 19(4):573–596.
13. Lawler EE. Satisfaction and behavior. In : Hackman JR, Lawler EE, Porter LW, editors. Perspectives on behavior in organizations. 2nd ed. New York: McGraw-Hill;1983. p. 78–97.
14. Park HS. Relationship between perceived nursing care role orientation, job characteristics, and turnover among nurses [master's thesis]. Seoul: Yonsei University;2002. 1–67.
15. Kim GL, Lee H, Cho Y, Kim MH. The experience of turnover decision making in new graduate nurses. Journal of Qualitative Research. 2013; 14(1):23–33.
16. Shin KM, Kwon JO, Kim EY. Factors associated with new graduate nurses' reality shock. The Journal of Korean Nursing Administration Academic Society. 2014; 20(3):292–301.
17. Kowalski S, Cross CL. Preliminary outcomes of a local residency programme for new graduate registered nurses. Journal of Nursing Management. 2010; 18(1):96–104.
18. Shin YW, Lee HJ, Lim YJ. Predictors of clinical competence in new graduate nurses. The Journal of Korean Nursing Administration Academic Society. 2010; 16(1):37–47.
19. Goode CJ, Lynn MR, Krsek C, Bednash GD. Nurse residency programs: an essential requirement for nursing. Nursing Economics. 2009; 27(3):142–148.
20. Boamah SA, Laschinger H. The influence of areas of work-life fit and work-life interference on burnout and turnover intentions among new graduate nurses. Journal of Nursing Management. 2016; 24(2):E164–E174.
21. Rodwell J, McWilliams J, Gulyas A. The impact of characteristics of nurses' relationships with their supervisor, engagement and trust, on performance behaviours and intent to quit. Journal of Advanced Nursing. 2017; 73:190–200. DOI: 10.1111/jan.13102.
22. Bakker AB, Van Emmerik H, Van Riet P. How job demands, resources, and burnout predict objective performance: a constructive replication. Anxiety Stress Coping. 2008; 21(3):309–324. DOI: 10.1080/10615800801958637.
23. Schubert M, Ausserhofer D, Desmedt M, Schwendimann R, Lesaffre E, Li B, De Geest S. Levels and correlates of implicit rationing of nursing care in Swiss acute care hospitals - a cross sectional study. International Journal of Nursing Studies. 2013; 50:230–239. DOI: 10.1016/j.ijnurstu.2012.09.016.
24. Ball JE, Murrells T, Rafferty AM, Morrow E, Griffiths P. ‘Care left undone’ during nursing shifts: associations with workload and perceived quality of care. BMJ Quality and Safety. 2014; 23:116–125. DOI: 10.1136/bmjqs-2012-001767.
25. Kalisch B, Xie B. Errors of omission: missed nursing care. Western Journal of Nursing Research. 2014; 36(7):875–890. DOI: 10.1177/0193945914531859.
26. Kim KJ, Yoo MS, Seo EJ. Exploring the influence of nursing work environment and patient safety culture on missed nursing care in Korea. Asian Nursing Research. 2018; 12(2):121–126.
27. D'ambra AM, Andrews DR. Incivility, retention and new graduate nurses: an integrated review of the literature. Journal of Nursing Management. 2014; 22(6):735–742.
28. Korea Institute for Health and Social Affairs. Overseas [Japan] travel report for comprehensive nursing care system. Osong: Korea Institute for Health and Social Affairs;2014. p. 1–81.
29. Ministry of Health and Welfare (KR). Act for the improvement of training conditions and status of medical residents. Act No. 13600. 2015. 12. 22.
30. Ministry of Health and Welfare. Measures to improve the working environment and treatment of nurses [internet]. Seoul: Ministry of Health and Welfare;2018. cited 2019 July 20. Available from: http://www.mohw.go.kr/react/al/sal0301vw.jsp?PAR_MENU_ID=04&MENU_ID=0403&page=1&CONT_SEQ=344262.
XML Download