Effects of General Hospital Nurses' Work Environment on Job Embeddedness and Burnout

Abstract

Purpose: The aim of this study was to investigate and identify work environment, job embeddedness, and burnout among general hospital nurses in Korea. Methods: The participants were 563 clinical nurses working in 13 general hospitals across the country. Data were analyzed using SPSS and Microsoft Excel programs. Results: Mean scores were 2.62 for nurses' work environment, 2.97 for job embeddedness, and 3.61 for burnout. Nurses' work environment showed a positive correlation with job embeddedness (r=.70, p<.001), but a negative correlation with burnout (r=-.49, p<.001). Subcategories of nurses' work environment that predicted job embeddedness included satisfaction and happiness, hospital support for the work environment, patient care environment, satisfaction with work schedule, manager leadership, supportive environment for nurses' work, and computer problems. Subcategories of nurses' work environment that predicted burnout included satisfaction and happiness, violence within ward, hospital support for work environment, and patient care environment. Conclusion: Findings from this study indicate the need to evaluate and improve the work environment for nurses to increase job embeddedness and control burnout. Future studies should explore ways in which turnover intention can be decreased by changing nurses' work environment.

Nurses’ Perceptions of Job Embeddedness in Public Hospitals

“…With this stated, it is of great importance to examining the factors that enable health care managers to retain nurses in the organization as well as in the profession (Moloney et al, 2018). As nursing is a humancentered occupation (Kaya & Tosun, 2018), it is also of utmost importance to investigating the factors that result in desirable attitudinal and behavioral outcomes among nurses (F. Chen, Yang, Gao, Liu, & De Gieter, 2015;Kim, Kim, Kim, Yu, & Lee, 2014).…”

Influence of Job Embeddedness and Resilience on Turnover Intention in Dental Hygienists

“…Turnover intention is not yet expressed in action but is a predictor that can lead to turnover 20) . By looking at the factors of turnover intention, it is therefore necessary to lower the turnover to secure competent human resources and make them willing to work hard in the field 1) . Based on the results of this study, it is necessary to develop training and management programs to secure the core talents of dental clinics by minimizing the causes of the voluntary resignation of competent dental hygienists and to maximize their capabilities.…”

“…A key element of hospital organization is human resources; securing and maintaining this is important for hospital growth and development [1][2][3] . Dental hygienists are professional human resources that play a pivotal role in the promotion of oral health in the public and influence the determination of productivity and quality of dental services.…”

Job Embeddedness: The Differences Between Registered Nurses and Healthcare Assistants

“…Nurses have to make choices for meeting immediate patient needs without having to second-guess whether these decisions will be supported by supervisors. A lack of managerial support has been shown to be one of the reasons that nurses experience job dissatisfaction and leave nursing (Farr-Wharton, Brunetto & Shacklock, 2012;Jong Kyung, Myung Ja, Se Young, Mi, & Kyoung, 2014). Seeking ways to improve nurse retention and job satisfaction is a continuous struggle for most nurse managers and administrators.…”