Effects of Emotional Labor, Job Satisfaction and Organizational Commitment on Turnover Intention in Nurses

Abstract

This study examined relations of emotional labor, job satisfaction, organizational commitment and turnover intention in nurses. The subjects were 320 nurses in 5 general hospitals. The data was collected using a structured questionnaire from August 1 to 20, 2013 and analyzed with descriptive statistics, t-test, ANOVA, Pearson's correlation, and Hierarchical multiple linear regression analysis. The mean scores of the emotional labor level, job satisfaction level, organizational commitment, and turnover intention was 2.79±.66, 3.05±.48, 3.00±.53, and 3.13±.66, respectively. Positive correlations of the turnover intention with emotional labor were found. Negative correlations were observed among salary, job satisfaction, organizational commitment, and turnover intention. These results showed that nurses working at five general hospitals needed to minimize emotional labor to maintain a comparatively high level of job satisfaction, organizational commitment and decrease the turnover intention.

A Comparison of the Influence of Work Satisfaction and Job Stress on the Turnover Intention of Nurses in the General Ward and the Comprehensive Nursing Service Ward

“…In the study conducted by Yang [22], work satisfaction and turnover intention reportedly yielded a significant negative correlation; the result is similar to that obtained in this study. Previous studies [23] have shown that, the lower the salary, the higher the turnover intention, thereby indicating that the comparatively high workload that nurses assume following the introduction of a new service, coupled with continuous care provision to patients, without salary increases, makes them more prone to turnover, as opposed to adapting to the system.…”

Factors Influencing the Turnover Intention of Nurses in Small and Medium Hospitals

“…Therefore, there is a need for a plan to reduce the experience of verbal violence or a program to reduce the burnout of verbal violence among nurses in small and medium-sized hospitals. Job satisfaction was found to have a negative correlation with turnover intention, and this was found in a previous study by Gino Kang[24] for nurses in small and medium-sized hospitals, Jonghyun Yang, Gyuho Jeong [25], Miran Kim, Kyungae Seo [8] for general nurses, similar to the results of Jo Haengnan and So Hyang-suk [26] targeting shift-working nurses at tertiary general hospitals. Therefore, in order to improve the job satisfaction of nurses, continuous efforts and management are required to improve working conditions and welfare benefits, and further research is needed on the relationship between job satisfaction and turnover intention.…”

The Effect of Emotional Labor, Social Support and Anger Expression on Nurses’ Organizational Commitment

“…이와 같이 간호사는 병원의 서비스 향상과 환자 서비스 요구 증가 에 대처하기 위해 자신의 정서 상태와 관계없이 친절과 미소 로 대응 하여야 하는 감정노동을 많이 경험하고 있다. 이러 한 감정노동이 반복되면 부정적 감정이 쌓여서 조직몰입을 감소시키고, 더 나아가 간호 서비스의 질 저하를 가져올 수 있는 등 조직과 환자 모두에게 부정적 영향을 미치게 된다 (Yang JH et al, 2014 (Ko JW et al, 2003), 상사와 동료의 지지가 간호사의 조직몰입과 조직몰입 의 하부 요인인 정서적 몰입에 긍정적 영향을 미치는 것으로 나타났다 (You MA et al, 2009;Im SB et al, 2015). 이와 반면에 동료로부터 지지가 부족한 간호사는 이직으로 이어질 위험성이 높으며 (You MA et al, 2009), 상사와의 관계가 부 정적일수록 이직을 고려하게 되는 것으로 나타났다 (Kim YH et al, 2009 (Rie, 2003).…”