Journal of Korean Academy of Nursing

Original Articles

Relationship of Workplace Violence to Turnover Intention in Hospital Nurses: Resilience as a Mediator: Kang, Hyun-Jung , Shin, Jaeyong , Lee, Eun-Hyun; J Korean Acad Nurs 2020;50(5):728-736. Published online October 31, 2020; DOI: https://doi.org/10.4040/jkan.20147

Abstract PDF: Purpose
This study aimed to identify the relationship between workplace violence and turnover intention, and the mediation effect of resilience on the relationship in hospital nurses.
Methods
This was a cross-sectional study. A total of 237 registered nurses were recruited from three hospitals in South Korea from April to May 2019. Participants were invited to complete self-reported questionnaires that measure workplace violence, turnover intention, resilience, and demographic information. The data obtained were analyzed using multiple regression and a simple mediation model applying the PROCESS macro with 95% bias-corrected bootstrap confidence interval (5,000 bootstrap resampling).
Results
After controlling demographic covariates, workplace violence significantly accounted for the variance of turnover intention. It was also demonstrated that resilience partially mediated the relationship between workplace violence and turnover intention in hospital nurses. A 73.8% of nurses had experienced workplace violence (such as attack on personality, attack on professional status, isolation from work, or direct attack). Conclusion: Workplace violence directly influences turnover intention of nurses and indirectly influences it through resilience. Therefore, hospital administrators need to develop and provide a workplace violence preventive program and resilience enhancement program to decrease nurses’ turnover intention, and leaving.

Predictors of Turnover among New Nurses using Multilevel Survival Analysis: Suhee Kim, Kyongeun Lee; J Korean Acad Nurs 2016;46(5):733-743. Published online October 31, 2016; DOI: https://doi.org/10.4040/jkan.2016.46.5.733

Abstract PDF: Purpose
The purpose of this study was to examine factors influencing new graduate nurse turnover.
Methods
This study was carried out as a secondary analysis of data from the 2010 Graduates Occupational Mobility Survey (GOMS). A total of 323 nurses were selected for analysis concerning reasons for turnover. Data were analyzed using descriptive statistics and multilevel survival analysis.
Results
About 24.5% of new nurses left their first job within 1 year of starting their jobs. Significant predictors of turnover among new nurse were job status, monthly income, job satisfaction, the number of hospitals in region, and the number of nurses per 100 beds.
Conclusion
New graduate nurses are vulnerable to turnover. In order to achieve the best health of the nation, policy approaches and further studies regarding reducing new graduate nurse turnover are needed.

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