Job Satisfaction, Organizational Commitment and Turnover Intention among Male Nurses

Abstract

Purpose: This study aimed to investigate job satisfaction, organizational commitment and turnover intention among male nurses in South Korea. Methods: Data were collected in May, 2013 and a total of 150 male hospital nurses participated in this study. Job satisfaction, organizational commitment and turnover intention were measured using a structured questionnaire. Collected data were analyzed using SPSS/WIN 20.0 for windows. Results: There were statistically significant correlations between job satisfaction and organizational commitment (r=.74, p<.001), job satisfaction and turnover intention (r=-.56, p<.001), and organizational commitment and turnover intention (r=-.69, p< .001). There was a statistically significant difference in job satisfaction of participants according to education, work unit, and salary. Organizational commitment showed significant difference according to age, education, work unit, and salary. Turnover intention was significantly different according to duration of employment in the hospital, and salary. The most influential factor for turnover intention was organizational commitment (β=-.69, p<.001). This factor accounted for 47.8% of the variance in turnover intention. Conclusion: The results of this study indicate that to reduce turnover intention for men in nursing, it is necessary to increase job satisfaction, and organizational commitment.

Gender Differences in Job Stress and Stress Coping Strategies among Korean Nurses

“…Among nurses working less than 2 years, only job stress level of female nurses in organizational system area was significantly higher than that of male nurses (2.31±0.39 vs. 2.58±0.41, respectively, t = 2.302, p =.026) ( Table 3). This finding is contrary to the previous findings that male nurses were more unsatisfactory for rigid and vertical organizational structure than female nurses [2]. However, since male nurses were relatively small group in organization system, they could be easily promoted when they were excellent in one area.…”

“…Furthermore, all 3 types of stress coping strategy levels of male nurses were significantly higher than those of female nurses. These findings explained relatively higher turnover intention of male nurses who have worked more than 5 years [2]. In their study of 150 male nurses, job satisfaction and organizational commitment were slowly increased until 5 years of work experience showing decreasing turnover intention.…”

“…Despite, the proportion of male nurses has rapidly increased during the last 5 years due to the difficulty to obtain stable jobs for young generation and increased social demands for medical services [2]. Male nurses are different from traditional female nurses in many ways and they may be different in responding job stress and stress coping strategies.…”

A Prediction Model on the Male Nurses' Turnover Intention

“…국내 남자 간호사와 관련된 선행연구는 실무 경험 [7], 직무 만족 및 조직몰입 [12], 이직의도 [13] 등으로 남자 간호사 이직 에 관련된 연구들이 이루어지고 있지만, 주로 성 역할 갈등과 성에 관한 특정 개념 [7]이나 단편적인 변수 [12,13] 많은 선행연구를 통해서 외부취업기회가 많을수록 직무만 족과 조직몰입이 낮고, 이직의도에 직접적인 영향을 미치며 [15,16], 가족부양 책임감이 높을수록 조직몰입이 높아져 이직 의도가 낮아지고 [17], 이직의도에 직접적인 영향 [15]을 주어 이직률을 낮추는 것으로 보고되고 있다 [14]. 또한 간호사의 긍 정적 감정은 직무만족에 직접적으로 영향을 미치며 [14], 긍정 적 감정이 높을수록 스트레스를 덜 느끼며 직무만족과 조직몰 입이 높은 것으로 나타났고 [14,16], 이직의도를 감소시키는 것 으로 보고되고 있다 [14].…”

“…간호사들이 간호업 무를 수행하면서 겪게 되는 역할갈등은 피할 수 없는 현상으로 직무만족과 역 상관관계가 있는 것으로 보고되고 있고 [16,23], 역할갈등이 높을수록 조직몰입은 낮아져 이직의도가 높아지 는 것으로 나타났다 [17]. 또한, 직무만족이 높을수록 이직의도 는 낮아지는 음의 상관관계를 나타내는 것으로 보고되고 있어 직무만족의 증가를 통해 이직의도는 감소할 수 있음을 알 수 있 고 [16], 조직몰입이 높을수록 이직의도는 낮아지는 음의 상관 관계가 있는 것으로 보고되고 있고 남자 간호사를 대상으로 한 연구에서 조직몰입이 이직의도를 47.8% 설명하는 것으로 나 타났다 [13]. 직무만족과 조직몰입은 간호사의 이직의도를 예 측하는 가장 중요한 변수로, 직무만족은 조직몰입과 강한 인과 관계를 나타낸다 [15,16].…”