간호사의 간호업무환경, 직무착근도와 이직의도 간의 관계

Abstract

The purpose of this study was to investigate the relationships among nursing work environment, job embeddedness, and turnover intension and to provide basic data for efficient human resources management in nursing organization. The data were collected from 177 nurses who had worked for more than 6 months in five general hospitals, J province from March 2 to March 31, 2015. Data were collected using a self-reported questionnaire on nursing work environment (by Cho and colleagues' K-PES-NWI, 2011), job embeddedness (by Mitchell and colleagues' job embeddedness scale, 2001), and turnover intension (by Becker's, 1992). The collected data were analyzed using Cronbach's alpha, descriptive statistical analysis, t-test, ANOVA, Pearson correlation coefficients, and hierarchical multiple regression analysis. The results were as follows: Firstly, the mean score of nursing work environment was 2.39. Among sub-factors of nursing work environment, 'nurse manager ability, leadership and support of nurses' was the highest followed by 'collegial nurse-physician relations', 'nursing foundation for quality of care', 'nurse participation in hospital affairs', and 'staffing and resource adequacy'. The mean score of job embeddedness was 2.93. The sub-factors of organizational job embeddedness (on-the-job), 'organization fit' was the highest followed by 'organization link' and 'organization sacrifice', for community-related embeddedness (off-the-job factor), 'community link' was the highest followed by 'community fit' and 'community sacrifice'. The mean score of turnover intention was 3.24, which reported about 88% of the participants are considering a turnover plan because of overloading jobs and their poor salary. Secondly, As for nursing work environment, there were significant differences according to age, marital status, level of education, working department, total clinical experience, and nursing delivery system. As for job embeddedness, there were significant differences with regards to age and nursing delivery system. As for turnover intention, there were significant differences with regards to age, marital status, total clinical experience, and clinical experience in current hospital. Thirdly, nursing work environment was significantly related to job embeddedness and turnover intention. Job embeddedness was significantly related to turnover intention. The results indicated that the higher nurses perceived nursing work environment and job embeddedness, the lower the level of turnover intention. Finally, factors influencing nurses' turnover intention were confirmed as being organization fit and organization sacrifice. Consequently, this means that the more highly nurses perceive that their values to match those of hospital organization and the more perceive the turnover-related costs, the lower the level of turnover intention. Based on these results, this study suggests the following: Firstly, in order to reduce the rate of nurses' turnover, active efforts are needed in hospitals and at the government to improve nursing work environments such as sufficient nursing manpower. In addition it is suggested that the concept of job embeddedness utilized in efficiently human resources management. Secondly, as organization fit and organization sacrifice of job embeddedness have influences on turnover intention, systemic rotation strategies involving compatibility with organization culture, value, working position, as well as nurses' characteristics must be considered. Further, organizational-wide compensation systems should be implemented and strategies adopted to create perceived among nurses of the turnover-related costs of material and psychological benefits due to turnover. Thirdly, internal consistency coefficients of 'organization link' and 'community sacrifice' showed low level. The results indicated that it was needed to develop the instrument for measuring job embeddedness or to exam the adaptability in further study. Fourthly, further studies will be needed to consider the relationships among nursing work environment and job embeddedness including various regions and hospital size. Finally, further studies is recommended that includes community-related embeddedness in order to understand the multi-dimensional concept of job embeddedness.