Han Sang Sook, Sohn In Soon, Kim Nam Eun
College of Nursing Science, East-West Nursing Research Institute, KyungHee University, Gangdong-gu, Seoul, Korea.
J Korean Acad Nurs. 2009 Dec;39(6):878-87. doi: 10.4040/jkan.2009.39.6.878.
The study was done to identify turnover intention in new nurses according to characteristics of the nurses and other factors affecting turnover and to provide data to set up a strategy to reduce the turnover.
Data were collected from 1,077 new nurses who had less than 12 months employment experience and worked in one of 188 hospitals. Eight research instruments were used. Data analysis was done using SPSS WIN 15.0 program.
Several factors influence new nurse turnover intention. The average score for turnover intention was 2.12. The scores for subscales were self efficacy, 3.76, nursing performance, 3.90, job satisfaction, 2.09, organization commitment, 1.28, stress, 1.32, burnout, 2.82 and nursing organizational culture, 3.29. Turnover intention was related to self efficacy, nursing performance, job satisfaction, organization commitment, stress, burnout, nursing organizational culture, duration of in-class training, duration of on the job training, number of hospital beds, length of employment and duration of employment in current workplace. The predicting factors for turnover intention were burnout, stress, duration of employment in the current workplace, self efficacy and nursing performance. Those factors explained 51.6% of turnover intention.
New nurse turnover intention can be reduced by mitigating the factors affecting this intention.
本研究旨在根据护士的特征以及影响离职的其他因素，确定新护士的离职意向，并为制定减少离职的策略提供数据支持。
收集了1077名工作经验少于12个月且在188家医院之一工作的新护士的数据。使用了八项研究工具。数据分析采用SPSS WIN 15.0程序进行。
有几个因素影响新护士的离职意向。离职意向的平均得分为2.12。各子量表得分分别为：自我效能感3.76、护理绩效3.90、工作满意度2.09、组织承诺1.28、压力1.32、倦怠2.82以及护理组织文化3.29。离职意向与自我效能感、护理绩效、工作满意度、组织承诺、压力、倦怠、护理组织文化、课堂培训时长、在职培训时长、医院床位数、工作年限以及在当前工作场所的工作时长有关。离职意向的预测因素为倦怠、压力、在当前工作场所的工作时长、自我效能感和护理绩效。这些因素解释了离职意向的51.6%。
通过减轻影响离职意向的因素，可以降低新护士的离职意向。
