Open Access, Peer-reviewed
pISSN 1225-9330
eISSN 2288-4955
    J Korean Acad Nurs Adm. 2017 Dec;23(5):471-482. Korean.
    Published online Dec 31, 2017.
    https://doi.org/10.11111/jkana.2017.23.5.471
    Copyright © 2017 Korean Academy of Nursing Administration
    Original Article

    Predictors of Turnover Intention among Nurses in Small and Medium-sized Hospitals

    Jeong Hye Park,1 and Hye Young Hwang2
      • 1Department of Nursing, Gyeongnam National University of Science and Technology, Korea.
      • 2Department of Nursing, Gim-cheon University, Korea.
    • Corresponding author: Hwang, Hye Young. Department of Nursing, Gim-cheon University, 214 Daehack-ro, Gimcheon 39528, Korea. Tel: +82-54-420-4237, Fax: +82-54-420-4292, Email: 20120035@gimcheon.ac.kr
    Received August 14, 2017; Revised November 12, 2017; Accepted November 26, 2017.

    This is an open access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (http://creativecommons.org/licenses/by-nc/3.0/), which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.

    Abstract

    Purpose

    The purpose of this study was to explore the predictors of turnover intention among nurses working in small and medium-sized hospitals in South Korea.

    Methods

    Data were obtained from a survey conducted in 2016 on welfare policy and system improvement. The participants were nurses of the Korean Nurses Association who worked in small and medium-sized hospitals. The responses of 2,011 nurses were analyzed using hierarchical multiple regression analysis, which was performed to explore the predictors of nurses' turnover intentions.

    Results

    The findings of this study showed that the predictors significantly reducing nurses' desire to leave their hospitals were a 40-hour workweek, satisfaction with the salary, and six out of the 40 fringe benefits provided by their hospitals: the provision of uniforms and work shoes, paid menstrual leave, operational costs for the department, job-related educational costs, and in-house nurse training program.

    Conclusion

    These findings suggest that hospitals should provide proper work hours and reasonable rewards for nurses' work in order to reduce turnover intention among their nurses.

    Keywords
    Nurses; Employee turnover; Hospitals; Salaries and fringe benefits

    Tables

    Table 1
    Differences in Turnover Intention according to Participant Characteristics (N=2,011)

    Table 2
    Fringe Benefit Rate for Nurses in Small and Medium-sized Hospitals (N=2,011)

    Table 3
    Relationship among Salary Satisfaction, Fringe Benefits and Turnover Intention (N=2,011)

    Table 4
    Factors Influencing Turnover Intention by Multiple Hierarchical Regression Analysis (N=2,011)

    Notes

    This work was supported by 2016 Korean Nurses Association.

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    MeSH Terms
    Education
    Intention*
    Korea
    Personnel Turnover
    Reward
    Salaries and Fringe Benefits
    Shoes
    Metrics
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