The purpose of this study was to investigate the casual relationship between nurses' mentoring and turnover intention and to verify the goodness of fit between a hypothetical model and actual data in order to suggest an adequate model.

The survey was conducted with 434 nurses working in general hospitals in Seoul. Data were collected during February 2013, and analyzed with SPSS Windows 18.0 and AMOS 7.0.

Mentoring was found to have a direct effect on decrease in role stress. Role stress had a direct effect on increase in burnout and mentoring, with role stress as a mediator, there was an indirect effect on burnout. Burnout had a direct effect on increase in turnover intention, and role stress, with burnout as a mediator, and mentoring, through role stress and burnout, an indirect effect was found on increase in turnover intention.

The results of this study indicate that nursing managers should put effort into reducing role stress and burnout, while seeking to establish a more efficient mentoring system so that for nurses, there will be a lowering of turnover intention.

The purpose of this study was to investigate the casual relationship between nurses' social capital and turnover intention and to verify the goodness of fit between a hypothetical model and actual data in order to suggest the best model.

This survey was conducted with 315 nurses working in general hospitals in Seoul. Data were collected from December 1 to December 30, 2011, and analyzed using SPSS Windows 18.0 and AMOS 16.0.

Nurses' social capital was found to have a direct effect on reducting organization cynicism and increasing organizational commitment. Nurses' organizational cynicism and organizational commitment were found to have a direct effect on turnover intention, but social capital did not have a direct effect on turnover intention. However, social capital had a partial and indirect effect on turnover intention through mediating organizational cynicism and organizational commitment.

Results of this study indicate that nurse managers should put increased effort in reducing nurses' organizational cynicism and improving their organizational commitment, two contrary parameters. At the same time managers need to develop plans to establish social capital more efficiently so that nurses have lower turnover intention.

This study was conducted to identify the factors that influence nurses' organizational citizenship behavior.

A cross-sectional design was used, with a convenience sample of 547 nurses from four university hospitals in Seoul and Gyeonggi province. The data were collected through a questionnaire survey done from September 22 to October 10, 2008. The tools used for this study were scales on organizational citizenship behavior (14 items), self-leadership (14 items), empowerment (10 items), organizational commitment (7 items), job satisfaction (8 items) and transformational·transactional leadership (14 items). Cronbach's alpha and factor analysis were examined to test reliability and construct validity of the scale. The data collected were processed using SPSS Window 15.0 Program for actual numbers and percentages, differences in the dependent variable according to general characteristics, and means, standard deviations, correlation coefficients and multiple regression analysis.

The factors influencing nurses' organizational citizenship behavior were identified as self-leadership (β=.247), empowerment (β=.233), job satisfaction (β=.209), organizational commitment (β=.158), and transactional leadership (β=.142). Five factors explained 42.0% of nurses' organizational citizenship behavior.

The results of this study can be used to develop further management strategies for enhancement of nurses' organizational citizenship behavior.