Factors affecting the turnover intention of newly graduated Generation Z nurses in Korea: multilevel analysis.

BACKGROUND

The turnover rate of newly graduated nurses is very high, and their turnover intention is affected not only by individual-level factors, but also by organizational-level factors. However, the multilevel factors reflecting the characteristics of newly graduated nurses in Generation Z and their turnover intention have not been identified previously.

OBJECTIVE

To identify the individual- and organizational-level factors that affect the turnover intention of newly graduated nurses in Generation Z.

METHODS

This study was a cross-sectional questionnaire survey. Online survey was performed from August to November 2022. Participants were a total of 283 newly graduated nurses and 45 nurse managers to respond to each individual and organization-level questionnaire. The collected data were analyzed for frequency, descriptive statistics, and multilevel analysis.

RESULTS

The multilevel analysis indicated that the individual-level factors that affected the lower turnover intention of newly graduated nurses in Generation Z were higher work-life balance (β = - 0.320, p < 0.001), higher organizational commitment (β = - 0. 384, p < - 0.001), and desired nursing unit placement (β = - 0.209, p < 0.001). The organization-level factors associated with lower turnover intention were lower average number of night shifts per month (β = 0.303, p < 0.05), higher salary (β = - 0.263, p < 0.05), longer orientation period (β = - 0.612, p < .01), preceptor-preceptee ratio of 1:1 (β = - 0.409, p < 0.05), and existence of a mentoring program (β = - 0.318, p < 0.05). Furthermore, the nursing work environment was the most influential factor, and a supportive environment for nursing work (β = - 0.630, p < 0.01), efficient computer-related environment (β = - 0.251, p < 0.05), and recognition and respect (β = - 0.564, p < 0.05) were associated with lower turnover intention.

CONCLUSIONS

The findings indicate that improvements to the nursing work environment and human resources of the organization should be prioritized to prevent the turnover of newly graduated nurses in Generation Z.