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간호사의 일-생활 균형과 직무만족이 이직의도에 미치는 영향

Other Titles
 The influences of work-life balance and job satisfaction on turnover intention in hospital nurses 
 College of Nursing (간호대학) 
 Dept. of Nursing (간호학과) 
Issue Date
BACKGROUND AND AIM: The current turnover intentions for nurses remain all-time high despite large demands for newly recruited nursing staffs due to prevalence of chronic diseases and aging populations. Substandard work environments such as overwhelming workloads and irregular working hours promote unbalanced life and minimal job satisfaction, which subsequently lead to increased turnover intentions. However, a direct association study between work-life balance and job satisfaction level that contribute to turnover intentions in nurses remain elusive. To explore the effects of work-life balance and job satisfaction that attribute to turnover intentions in nurses METHOD: This study includes all data that were generated and collected from 145 nurses with at least 1 year of work experience at three general hospitals from November to December 2018. The survey consisted of various short-answer questionnaires. This study was approved by the appropriate Institutional Review Boards (No: SMC 2018-03-153, Y-2018-00908) from respective institutions. The following program was used for statistical analysis: SPSS Statistics ver. 25.0. Statistical significances were calculated using t-test, analysis of variance, pearson correlation coefficient, and multiple regression analysis. RESULTS: The mean score for work-life balance was 2.68(±1.19) out of 5, comparatively lower than that of other occupations. The mean score for job satisfaction was 2.72(±0.95) out of 5. The mean score for turnover intention was 3.30(±1.07) out of 5. Job satisfaction demonstrated significantly positive correlation with work-life balance, while both job satisfaction and work-life balance showed significantly negative correlations with turnover intention. As a result of multiple regression analysis, gender (β=-2.316, p=.022), work-life balance (β=-0.035, p=0.036) and job satisfaction (β=-0.183, p=<.001) were all significant factors that were associated with turnover intention. The model including each of these variables accounted for 47.7% of the variance in these nurses’ turnover intention CONCLUSIONS: The present study explored dynamic associations between nurses’ work-life balance and job satisfaction with turnover intention and identified critical factors that contribute to high turnover intention in nurses. Based on the above results, it is feasible that work-life balance and job satisfaction could significantly decrease turnover intention in nurses through improvements of substandard work environments and welfare benefits.
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