Predictors of Turnover Intention among Nurses in Small and Medium-sized Hospitals

Abstract

Purpose:The purpose of this study was to explore the predictors of turnover intention among nurses working in small and medium-sized hospitals in South Korea. Methods: Data were obtained from a survey conducted in 2016 on welfare policy and system improvement. The participants were nurses of the Korean Nurses Association who worked in small and medium-sized hospitals. The responses of 2,011 nurses were analyzed using hierarchical multiple regression analysis, which was performed to explore the predictors of nurses' turnover intentions. Results: The findings of this study showed that the predictors significantly reducing nurses' desire to leave their hospitals were a 40-hour workweek, satisfaction with the salary, and six out of the 40 fringe benefits provided by their hospitals: the provision of uniforms and work shoes, paid menstrual leave, operational costs for the department, job-related educational costs, and in-house nurse training program. Conclusion: These findings suggest that hospitals should provide proper work hours and reasonable rewards for nurses' work in order to reduce turnover intention among their nurses.

Turnover Intention and Its Related Factors of Employed Doctors in Korea

“…Income satisfaction negatively related to turnover intentions, which supported similar findings that satisfaction with income was an important factor to turnover intentions in the healthcare sector [11,21]. It is important for organizations to appropriately pay their workers.…”

Differences in Commuting Modes and Residential Locations as Factors of Turnover Intention of Healthcare Workers of Ambulatory Clinics

“…This is evident in the study of Song and Cho (2016) where participants who were aged 40–49 years reported more TI compared to those who were less than 40 years. Working hours and staff welfare were identified as reasons for TI among nurses in the study of Park and Hwang (2017). In their study of 2011 nurses, their findings revealed significant negative correlation between TI and income satisfaction ( r = −0.43, p < 0.001), fringe benefits ( r = −0.23, p < 0.001), and existence ( r = −0.19, p < 0.001), relatedness ( r = −0.20, p < 0.001) and growth needs ( r = −0.20, p < 0.001).…”

Nurses’ Night Shift Experience in Small-Medium Sized Psychiatric Hospitals

“…우선 담당 환자 수 현황이다. 국내 의료법(2017) 은 간호사 대 환자 비율을 1대 12로 명시하지만, 중소 정 신전문병원은 근무 당 평균 간호인력이 2명이고, 담당환 자 수는 평균 60∼70명, 많게는 120명에 이르며 (Park et al, 2018), 이에 필요한 간호인력도 간호조무사로 대체하 고 있어 (Kim, 2018) (Park et al, 2017), 이직 사유로는 법정 근로시간 초과, 과다 업무량, 높은 노동 강도, 비 정상적인 근무형태, 상대적 낮은 임금, 열악한 근무여건, 복지제도 미비가 보고되고 있다 (Hwang et al, 2014;Lee et al, 2014). 마찬가지로 중소 정신 전문병원도 높은 이직률을 나타내는데, 주된 사유로 일반 병동에 비해 월등히 많은 담당환자 수, 보호자 교육과 상 담 및 행정업무 등의 업무량 과다 (Jang, 2016), 위기상황 에서의 대처의 어려움 (Kwon et al, 2010;Kim et al, 2018), 정신과에 대한 편견 (Kim et al, 2018) 및 다른 전공분야에 비해 낮은 수당과 적은 보너스, 적은 임금과 낮은 임금상승률을 포함한 열악한 복리후생 제도 등이 이 유로 보고되었다 (Kim, 2015).…”