New Nurse Turnover Intention and Influencing Factors

신규간호사의 이직의도와 영향요인

  • Han, Sang-Sook (College of Nursing Science.East-West Nursing Research Institute, KyungHee University) ;
  • Sohn, In-Soon (Kyung Hee University East-West NEO Medical Center) ;
  • Kim, Nam-Eun (College of Nursing Science, Kyung Hee University)
  • 한상숙 (경희대학교 간호과학대학.동서간호학연구소) ;
  • 손인순 (경희대 동서신의학병원 간호본부) ;
  • 김남은 (경희대 대학원)
  • Published : 2009.12.31


Purpose: 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. Methods: 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. Results: 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. Conclusion: New nurse turnover intention can be reduced by mitigating the factors affecting this intention.


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