A Model on Turnover Intention of Chief Nurse Officers

Park, Kwang-Ok; Kim, Jong Kyung; Kim, Seyoung; Chang, Sunju

doi:10.4040/jkan.2012.42.1.9

Cited by 10 publications

(4 citation statements)

References 16 publications

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“…A previous study that used the same measurement revealed average score of 15.41 among nurses working at emergency department (Lee & Ahn, 2015). Other studies also showed lower scores compared with that of our research, which were 13.75 among nurses working at general hospitals (C.-H. Kim et al, 2009) and 9.72 among nurse managers (K. O.…”

Section: Discussioncontrasting

confidence: 73%

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Assessing the Presence of Post-Traumatic Stress and Turnover Intention Among Nurses Post–Middle East Respiratory Syndrome Outbreak: The Importance of Supervisor Support

Jung

Lee

et al. 2020

Workplace Health Saf

128

159

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Background: South Korea faced the Middle East Respiratory Syndrome (MERS) outbreak for the first time in 2015, which resulted in 186 infected patients and 39 deaths. This study investigated the level of posttraumatic stress disorder (PTSD) and turnover intention, the relationship between PTSD and turnover intention, and the buffering effect of supervisor support among nurses post-MERS outbreak. Methods: In total, 300 nurses from three of 15 isolation hospitals in South Korea were invited to participate. We collected data pertaining to PTSD, turnover intention, supervisor support, work-related factors, and socio-demographic factors through a structured survey distributed to the nurses at the hospitals after the outbreak. For the statistical analyses, descriptive statistics and multiple regression were employed. Findings: Of the 147 participants, 33.3% were involved in the direct care of the infected patients, whereas 66.7% were involved in the direct care of the suspected patients. More than half (57.1%) of the nurses experienced PTSD, with 25.1% experienced full PTSD and 32.0% with moderate or some level of PTSD. The mean score of turnover intention was 16.3, with the score range of 4 to 20. The multiple regression analysis revealed that PTSD was positively associated with turnover intention, and supervisor support had a strong buffering effect. Conclusion/Application to Practice: These findings confirmed that after a fatal infectious disease outbreak like MERS, nurses experience high level of PTSD and show high intention to leave. Organizational strategies to help nurses to cope with stress and to prevent turnover intention, especially using supervisor support, would be beneficial.

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Section: Discussioncontrasting

confidence: 73%

“…Other studies also showed lower scores compared with that of our research, which were 13.75 among nurses working at general hospitals (C.-H. Kim et al, 2009) and 9.72 among nurse managers (K. O. Park et al, 2012). Additional aim of this study was to investigate the relationship between PTSD and turnover intention.…”

Section: Discussioncontrasting

confidence: 52%

Assessing the Presence of Post-Traumatic Stress and Turnover Intention Among Nurses Post–Middle East Respiratory Syndrome Outbreak: The Importance of Supervisor Support

Jung

Lee

et al. 2020

Workplace Health Saf

128

159

View full text Add to dashboard Cite

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“…Higher scores indicate greater turnover intention. The Cronbach's alpha was 0.91 in a previous study (35) and 0.86 in this study.…”

Section: Nurse Outcomessupporting

confidence: 56%

Mediating effects of workgroup processes on the relationship between nurse turnover and nurse outcomes in hospitals

Bae,

Kim,

Myung

2023

Front. Public Health

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BackgroundNurse turnover is often considered to be an outcome, and few studies have investigated its consequences in nursing care. The underlying mechanism of the nurse turnover–nurse outcome relationship has not been empirically investigated. Therefore, this study examines workgroup processes and nurse outcomes as the consequences of nurse turnover and the mediating effect of workgroup processes on the nurse turnover–nurse outcomes relationship.MethodsA cross-sectional design was adopted to investigate the data collected from 264 staff nurses. Furthermore, six-month turnover rates, workgroup processes (nurse–nurse collaboration, team cohesion), and nurse outcomes (job satisfaction, intent to leave) were utilized in the multivariate regression models.ResultsOverall, 53 (24.4%) nurses had worked in nursing units with a zero six-month turnover rate. The average mean six-month turnover rate was 15.5%. Nurse turnover adversely affected nurses’ job satisfaction and several subscales of team cohesion including task cohesion and social cohesion. Team cohesion partially mediated the relationship between nurse turnover and job satisfaction.ConclusionNurse turnover decreased job satisfaction and team cohesion, and team cohesion partially mediated the nurse turnover–nurse outcomes relationship. These findings provide evidence supporting the significant adverse effects of nurse turnover and suggest the potential role of workgroup processes in explaining the underlying mechanism of the relationship between nurse turnover and nurse outcomes.Implications for nursing and health policyHealthcare organizations must create a positive work environment to reduce nurse turnover. Further, states and countries should try to develop and establish nursing and health policies to prevent turnover.

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“…Turnover intention [ 23 ] was used to measure nurses’ intent to leave. Park et al [ 24 ] modified this original instrument for nurses and used it in this study. The instrument comprised four items with a five-point Likert-type scale.…”

Section: Methodsmentioning

confidence: 99%

Nurse Staffing, Work Hours, Mandatory Overtime, and Turnover in Acute Care Hospitals Affect Nurse Job Satisfaction, Intent to Leave, and Burnout: A Cross-Sectional Study

Bae

2024

Int J Public Health

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Objectives: This study examined the impact of nurse staffing, working hours, mandatory overtime, and turnover on nurse outcomes in acute care hospitals. Previous studies have focused on the single characteristics of sub-optimal nurse staffing but have not considered them comprehensively.Methods: Data were collected in July–September 2022 using convenience sampling and an online survey (N = 397). For the analysis, 264 nurses working as staff nurses at 28 hospitals met the inclusion criteria. Univariate analysis and multivariable generalized estimating equation (GEE) were performed.Results: Both nurse staffing (β = −0.036, standard error [SE] = 0.011) and turnover (β = −0.006, SE = 0.003) were significant factors affecting job satisfaction. In the multivariable GEE, only mandatory overtime (β = 0.395, SE = 0.116) was significantly related to intent to leave. Nurse staffing, work hours, mandatory overtime, and turnover were not significantly related to burnout. Subjective health status and workload were significantly associated with burnout.Conclusion: Nurse staffing policies and improvement programs in hospitals should be implemented to improve nurses’ job satisfaction. Labor policy should ban mandatory overtime.

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A Model on Turnover Intention of Chief Nurse Officers

Cited by 10 publications

References 16 publications

Assessing the Presence of Post-Traumatic Stress and Turnover Intention Among Nurses Post–Middle East Respiratory Syndrome Outbreak: The Importance of Supervisor Support

Assessing the Presence of Post-Traumatic Stress and Turnover Intention Among Nurses Post–Middle East Respiratory Syndrome Outbreak: The Importance of Supervisor Support

Mediating effects of workgroup processes on the relationship between nurse turnover and nurse outcomes in hospitals

Nurse Staffing, Work Hours, Mandatory Overtime, and Turnover in Acute Care Hospitals Affect Nurse Job Satisfaction, Intent to Leave, and Burnout: A Cross-Sectional Study

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