Department of Nursing, Kwangju Women's University, Gwangju 62396, Korea.
College of Nursing, Chonnam National University, Gwangju 61469, Korea.
Int J Environ Res Public Health. 2021 Sep 18;18(18):9862. doi: 10.3390/ijerph18189862.
The study examined predictors of male nurse turnover intention in Korea using data collected from Korean hospitals. The results were obtained based on a secondary analysis of data previously collected from 306 male nurses in 16 regions of Korea from December 2014 to February 2015. Our findings suggest that male nurse turnover intention is predicted by (1) individual factors: single (B = 0.93, = 0.008); (2) organizational factors: organizational commitment (B = -0.36, < 0.001), job satisfaction (B = -0.27, = 0.001), and job stress (B = 0.24, < 0.001); and (3) social factors: hospital location in medium-categorized cities (B = 0.70, = 0.012) and kinship responsibility (B = 0.13, = 0.026). These factors accounted for 56.9% of the total variance. To lower the rate of turnover intention among male nurses, strategic interventions should be implemented based on the factors identified in this study.
本研究使用韩国医院收集的数据，考察了韩国男护士离职倾向的预测因素。研究结果基于对 2014 年 12 月至 2015 年 2 月期间从韩国 16 个地区的 306 名男护士中收集的先前数据进行的二次分析得出。我们的研究结果表明，男护士离职倾向受以下因素影响：（1）个体因素：单身（B=0.93， =0.008）；（2）组织因素：组织承诺（B=-0.36， <0.001）、工作满意度（B=-0.27， <0.001）和工作压力（B=0.24， <0.001）；（3）社会因素：医院位于中等规模城市（B=0.70， =0.012）和亲属责任（B=0.13， =0.026）。这些因素占总方差的 56.9%。为降低男护士离职倾向率，应根据本研究确定的因素实施战略干预。
