High turnover rate of nurses working in the hospitals is one of the serious problems in nursing society at the present time which can result in reducing the economic condition of hospital and providing low quality nursing care. This study was designed identify the causes and turnover rate of 248 clinical staff nurses in relation to their rewards and incentives in 6 hospitals located in Seoul from Oct. 1 to Oct. 20, 1975. Questionnaires and analyzing items were formulated on the basic of Maslow' s hierarchy of basic needs which were grouped in three categories such as safety and social and psychological rewards and incentives. The data were analyzed by means of mean, Chi square, Percentage and F- ratio. The following results were obtained : 1) There were 69% of respondents who have definitely decided or hoped to leave the hospital. 2) Those who are in the range of 26 to 30 years of age showed the strongest desire to leave the hospital. 3) There was no significant difference between those who want to leave the hospital and those who want to remain in relation to age, educational background, past experience and expecting period of clinical work. However, the married nurses tend to remain in the hospital than the single. 4) When the rewards scores in the three categories were calculated, psychological rewards were placed in the first rank by the mean score 14. 09 ; and each of safety rewards and social rewards were 9. 06 and 4. 84. When the scores in three categories were compared it was found that there was significant difference. (F<0. 01)

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• Factors Affecting Job Satisfaction, Organizational Attachment and Job Leaving Attitude of General Hospital Employees by Job Category
  Young-A Lim, Keon-Yeop Kim, Se-Mook Choi
  Journal of the Korea Academia-Industrial cooperation Society.2012; 13(8): 3586.     CrossRef