The Relationship of Emotional Labor, Empowerment, Job Burnout and Turnover Intention of Clinical Nurses

이금재,; 이에리쟈,

doi:10.5807/kjohn.2011.20.2.130

Cited by 41 publications

(13 citation statements)

References 5 publications

(2 reference statements)

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“…These results show that nurses' organizational commitment is an important contributor to turnover intentions, which is consistent with the results of several previous studies among nurses (Kim, Kim, & Park, ; Lim, Park, & Park, ; Wagner, ). This study also found that nurse burnout affected turnover intentions, which is consistent with the results of previous research on Korean nurses (Lee & Lee, ). Nurses have a strong tendency to identify with their organizations through organizational commitment, which reduces turnover intentions.…”

Section: Discussionsupporting

confidence: 92%

Effects of role stress on nurses' turnover intentions: The mediating effects of organizational commitment and burnout

Han

et al. 2014

Japan Journal Nursing Sci

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Aim This paper was designed to extend the extant research regarding factors related to nurses' turnover intentions. Methods This survey‐based study was based on a path analysis designed to verify a hypothesized causal model involving nurses' role stress, organizational commitment, turnover intentions, and burnout. This study distributed 500 questionnaires to nurses in general hospitals with more than 500 beds located in Seoul, Korea, during 16–30 April 2012. Results Role conflict, an underlying factor in role stress, had no significant effect on role stress, but the results showed that role ambiguity reduced organizational commitment. On the other hand, role conflict and role ambiguity increased the level of burnout. Organizational commitment reduced turnover intentions, and burnout increased turnover intentions. Role conflict and role ambiguity had no direct effect on turnover intentions, but they had indirect effects on organizational commitment and burnout. Conclusion To reduce nurses' turnover rate, this study recommends developing plans to improve their organizational commitment because it mediates role stress and turnover intention.

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Section: Discussionsupporting

confidence: 92%

Effects of role stress on nurses' turnover intentions: The mediating effects of organizational commitment and burnout

Han

et al. 2014

Japan Journal Nursing Sci

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“…간호사의 소진은 간호의 질 관리차원에서 중요 한 개념으로 이직의도와 상관관계 높은 것으로 보고되고 있다. 이에 간호사의 이직은 의료기관 조직에서 미치는 영향력이 커서 인력관리 부분에 있어 이직 의도는 중요한 변수 중의 하나임을 여러 연구에 의 해 확인되었다 [2,11,[16][17][18].…”

Section: 소진이란 스트레스를 더 이상 감당하지 못할 때 나타나는 직무스트 레스 반응의 한 형태로 부정적인 자아개념 및unclassified

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

Kang¹,

Kim²,

Cho³

2017

Child Health Nurs Res

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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.

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“…응급실 간호사는 갑작스런 사고나 질병 등으 로 인해 흥분한 환자나 보호자에 의해 타당하지 않은 이유 로 큰 소리로 화를 내거나 간호사를 무시하는 상황을 자주 경험하고, 폭력에 대한 두려움과 수치심 등으로 심리적으 로 위축되지만 (Yang YK, 2011), 병원 정책에 따라 자신 의 실제 감정을 숨겨야 하는 일이 빈번히 발생한다. 특히 조직이 정한 감정표현 규범에 따라 구성원들이 감정노동 을 하는 경우 감정 부조화를 경험하게 되며 (Jang JG, 2011), 이로 인해 감정소진 및 직무소진을 유발 할 가능 성이 매우 높다 (Lee KJ et al, 2011). 전문직 자아개념은 전문직 간호사로서 자신의 업무에 대한 스스로의 느낌과 견해를 말한다 (Arthur, 1992).…”

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The Influence of the Emotional Labor, Professional Self-Concept, Self-Efficacy & Social Support of Emergency Room Nurse’s Burnout

Kim¹,

Seo²,

Shin³

2019

STRESS

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Background: The purpose of this study was to investigate the effects of emotional labor, professional self-concept, self-efficiency and social support on burnout of emergency room nurses by verifying the level of burnout of them. Through this, we will reduce the turnover and secure professional manpower and they will provide basic data on efficient manpower management. Methods: The subjects of this study were 130 emergency room nurses of eight hospitals in Seoul. The collected datas were analyzed by the SPSS Version 24.0 program using the percentage, mean and standard deviation, t-test, ANOVA, Scheffe test, Pearson's correlation coefficient and multiple regression analysis. Results: The level of emotional labor of emergency room nurses was higher than that of other nurses. Professional self-concept, self-efficiency and social support have a negative correlation with burnout and there is a positive correlation between professional self-concept, self-efficiency and social support. The major factors influencing burnout were professional self-concept, which was a significant negative influence factor, emotional labor was a significant positive influence and self-efficiency showed a significant negative influence factor. Conclusions: To reduce the burnout of emergency room nurses, an emotional management program, positive self-concept formation for emergency room nurses are needed. In addition, it is necessary to develop and apply a variety of intervention programs to build policy for long-term working nurse and social support systems.

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The Relationship of Emotional Labor, Empowerment, Job Burnout and Turnover Intention of Clinical Nurses

Cited by 41 publications

References 5 publications

Effects of role stress on nurses' turnover intentions: The mediating effects of organizational commitment and burnout

Effects of role stress on nurses' turnover intentions: The mediating effects of organizational commitment and burnout

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

The Influence of the Emotional Labor, Professional Self-Concept, Self-Efficacy & Social Support of Emergency Room Nurse’s Burnout

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The Relationship of Emotional Labor, Empowerment, Job Burnout and Turnover Intention of Clinical Nurses

Cited by 41 publications

References 5 publications

Effects of role stress on nurses' turnover intentions: The mediating effects of organizational commitment and burnout

Effects of role stress on nurses' turnover intentions: The mediating effects of organizational commitment and burnout

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

The Influence of the Emotional Labor, Professional Self-Concept, Self-Efficacy &amp; Social Support of Emergency Room Nurse’s Burnout

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Product

Resources

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The Influence of the Emotional Labor, Professional Self-Concept, Self-Efficacy & Social Support of Emergency Room Nurse’s Burnout