Effects of Social Capital, Labor Intensity and Incivility on Job Burnout in Pediatric Nurses

Abstract

Purpose:The purpose of this study was to investigate factors affecting turnover intention in pediatric nurses. Methods: A survey was conducted with 212 nurses working in pediatric units at 15 hospitals in Busan, K city. Data were collected from September 1 to October 31, 2014. and analyzed with SPSS PASW 18.0. Results: In Stepwise multiple regression analysis, factors affecting the nurses' turnover intention were emotional burnout (β = .37, p < .001), relationship between nurse and doctor (β = .20, p < .001), turnover plan (β = .17, p < .001), and annual salary (β = -.13, p < .001), and these variables accounted for 32.2% of the variance in turnover intention. Conclusion: The findings indicate that the major factors influencing pediatric nurses' turnover intention are emotional burnout, cooperative relationship between nurse and doctor, turnover plan, and annual salary. Thus, in order to reduce pediatric nurses' turnover intention, it is necessary to develop intervention programs to prevent emotional burnout, the most influencing factor, and enhance cooperative relationship between nurse and doctor and to examine their effects. This is an Open Access article distributed under the terms of the Creative Commons Attribution NonCommercial License (http://creativecommons.org/licenses/by-nc/3.0/) which permits unrestricted noncommercial use, distribution, and reproduction in any medium, provided the original work is properly cited.

The mediating effect of workplace incivility on organization culture in South Korea: A descriptive correlational analysis of the turnover intention of nurses

“…Our data showed that workplace incivility averaged 2.45 out of 5, similar to findings among pediatric nurses using the same tool (Kang et al, 2017). Among the sub‐categories, the incivility of patients and caregivers scored the highest with 3.00 on average, which was consistent with the findings by Kang et al (2017).…”

“…Our data showed that workplace incivility averaged 2.45 out of 5, similar to findings among pediatric nurses using the same tool (Kang et al, 2017). Among the sub‐categories, the incivility of patients and caregivers scored the highest with 3.00 on average, which was consistent with the findings by Kang et al (2017). On the other hand, Hutton and Gates (2008), who used the same tool, reported that incivility of doctors scored the highest with 2.51, while Gopalkrishnan (2011) reported that colleagues’ incivility topped the list with 2.49 points.…”

Impact of workplace incivility on compassion competence of Korean nurses: Moderating effect of psychological capital

“…Incivility is the first level of violence at workplace (Leiter, 2013) and is defined as ‘low‐intensity deviant behavior with ambiguous intent to harm the target, in violation of workplace norms for mutual respect’ (Andersson & Pearson, 1999, p 457); however, its consequences are not negligible. The consequences of workplace incivility among nurses can result in burnout, increased job stress, turnover and even intention to quit nursing (Arslan Yürümezoğlu & Kocaman, 2019; D'ambra & Andrews, 2014; Fida, Laschinger, & Leiter, 2018; Kang, Kim, & Cho, 2017; Oyeleye, Hanson, O’Connor, & Dunn, 2013; Shabir, Abrar, Baig, & Javed, 2014; Shi et al, 2018; Spence Laschinger, Leiter, Day, & Gilin, 2009). In addition, uncivil behaviours affect patient safety and outcomes and lead to organisational conflicts and lower organisational commitments (Kim, Kim, & Park, 2013; Laschinger, 2014; Pearson & Porath, 2009; Smith, Andrusyszyn, & Laschinger, 2010).…”

The effect of clinical nurses’ job-esteem on work engagement: Identifying mediating and moderating effects of positive nursing organizational culture

“…However, a previous study reported that perceived organizational support has a positive effect on self-esteem and professional bene t (34). Furthermore, PNOC was observed to in uence WE (35) by understanding and predicting each other's behaviour through active mutual exchanges among members. However, another study with a different order of variables (36) reported that self-esteem mediates perceived organizational support and affects the intention to remain.…”