Shin On Yoo, Hong Yeon-Ran, Lee Ho-Jin
Department of Nursing, Cheongam College, Jeollanam-do, Republic of Korea.
Department of Nursing, Sunchon National University, Jeollanam-do, Republic of Korea.
Iran J Public Health. 2025 May;54(5):1034-1043. doi: 10.18502/ijph.v54i5.18638.
We explored practical strategies to improve nursing staff retention in Korea, addressing the challenges posed by nursing shortages.
We examined the influence of parental stress, the nursing work environment, and job engagement (a sense of connection and commitment to work) on job embeddedness. Data were collected from 216 female nurses with children aged 1-12 years working at hospitals in Korea from August 23 to October 13, 2024. Statistical analyses included independent -tests, one-way analysis of variance, Pearson's correlation coefficients, multiple regression analysis, and mediating effect.
Job embeddedness showed a negative correlation with parenting stress (r=-0.360, <0.001) and positive correlation with nursing work environment (r=0.653, <0.001) and job engagement (r=0.540, <0.001). Job engagement was also negatively correlated with parenting stress (r=-0.265, <0.001) and positively correlated with the nursing work environment (r=0.472, <0.001). Nurses with higher job satisfaction also reported higher job embeddedness (β=0.36, <0.001). Improvements in the nursing work environment were associated with increase in both job embeddedness (β=0.36, <0.001) and job engagement (β=0.18, =0.002). Mediation analysis confirmed that job engagement partially mediated the relationships between parenting stress, the nursing work environment, and job embeddedness (F=75.76, <0.001).
Parenting stress and the nursing work environment significantly influence job engagement, which, in turn, contributes to higher job embeddedness among nurses. To improve job embeddedness for female nurses, organizations should implement support programs to reduce parenting stress, foster family-friendly work environments, and establish institutional measures to promote job engagement.
我们探索了切实可行的策略来提高韩国护理人员的留职率，应对护理短缺带来的挑战。
我们研究了父母压力、护理工作环境和工作投入度（对工作的联系感和承诺感）对工作嵌入度的影响。数据于2024年8月23日至10月13日从韩国医院中216名有1至12岁孩子的女性护士中收集。统计分析包括独立样本t检验、单因素方差分析、皮尔逊相关系数、多元回归分析和中介效应分析。
工作嵌入度与育儿压力呈负相关（r = -0.360，p < 0.001），与护理工作环境呈正相关（r = 0.653，p < 0.001）以及与工作投入度呈正相关（r = 0.540，p < 0.001）。工作投入度也与育儿压力呈负相关（r = -0.265，p < 0.001），与护理工作环境呈正相关（r = 0.472，p < 0.001）。工作满意度较高的护士也报告了更高的工作嵌入度（β = 0.36，p < 0.001）。护理工作环境的改善与工作嵌入度（β = 0.36，p < 0.001）和工作投入度（β = 0.18，p = 0.002）的增加相关。中介效应分析证实，工作投入度部分中介了育儿压力、护理工作环境和工作嵌入度之间的关系（F = 75.76，p < 0.001）。
育儿压力和护理工作环境显著影响工作投入度，进而有助于提高护士的工作嵌入度。为提高女性护士的工作嵌入度，组织应实施支持项目以减轻育儿压力，营造家庭友好型工作环境，并建立促进工作投入度的制度措施。
