The Determinants of Career Intent Among Physicians at a U.S. Air Force Hospital

Abstract

The research reported in this paper attempts to explain variation in career intent among physicians at a U.S. Air Force hospital. A causal model which comes from the research of Price-Mueller and their colleagues is used to explain career intent. The model is estimated with data collected from Wilford Hall Medical Center, the U.S. Air Force's tertiary-care center. Data were collected by questionnaires and from records. The variables are assessed with widely used organizational measures which are generally valid and reliable. Data are analyzed by ordinary least squares regression analysis. Seven variables are the most important in explaining career intent: organizational commitment, job satisfaction, search behavior, opportunity, met expectations, positive affectivity, and promotional chances. The causal model that has been tested primarily for female employees in civilian hospitals was found to operate just as well among male physicians in a military hospital. Forty-one percent of the variance in career intent is explained in this study.

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].…”

“…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]. 간호사의 업무 자율성은 직무만족에 긍정적인 영향을 주는 것으로 보고되고 있고 [14,16], 업무 자율 성이 높을 때 스트레스가 감소하고 조직몰입은 상승하며 이직 의도가 낮은 것으로 보고되고 있다 [16,30]. 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].…”

The moderating effects on the relationship between workplace bulling and intention to leave

“…When employees become a victim of a bullying behavior, they resign from the organization (Ongori, 2007). Therefore, under this conceptual framework IL recognize as dependent variable and defined it as IL is defined as the level to which a member contemplates leaving the relationship with current employer (Kim et al, 1996).…”

Evaluation of Navy Counseling and Advocacy Programs: Relating Programs to Readiness and Retention

“…Moreover, these findings suggest that support programs that influence family well being may positively impact the Service member's ability to perform their job and, for some participants, increase Service member commitment. Previous research suggests that job satisfaction and job commitment are factors that lead to the decision to stay in the military (e.g., Farkas & Tetrick, 1989;Kelley et al, 2001;Kim, Price, Mueller, & Watson, 1996). In the case of military families with young children, it is possible that the knowledge and skills taught as part of NPSP services may benefit the family environment by improving parental communication, reducing stress, and facilitating positive parent-child interactions.…”