Factors Influencing Turnover Intention among Male Nurses in Korea

Kim, Su Ol; Moon, Sun-Hee

doi:10.3390/ijerph18189862

Cited by 22 publications

(17 citation statements)

References 45 publications

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“…The possible explanation is that a rational promotion system increases physicians' continuous commitment to the organization, increase the well-being of doctors institutionally and meet the professional needs. And similar results have been reported in Korea and China to explain the phenomenon that Promotion system affects organizational commitment ( 17 , 18 , 36 ). As a result, organizations with a competent promotion structure and adequate human resource staffing within the department may give better growth opportunities and a more compassionate load to physicians, resulting in a positive effect on organizational commitment ( 37 , 38 ).…”

Section: Discussionsupporting

confidence: 85%

Organizational commitment of emergency physician and its related factors: A national cross-sectional survey in China

Peng

Han

Jiang

et al. 2022

Front. Public Health

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BackgroundOrganizational commitment is important for job performance and employee retention. However, studies on the level of organizational commitment and its related factors among emergency physicians in China are scarce. Therefore, this study aimed to identify the factors associated with organizational commitment among emergency physicians in China.MethodsA national cross-sectional study was conducted in 2018 among emergency physicians in China. Data were collected from 10,457 emergency physicians using a standard structured anonymous questionnaire, including demographic characteristics, organizational structure factors and work environment factors. A generalized linear model was used to explore the correlation between the independent variables and organizational commitment.ResultsIn this study, 55.3% of emergency physicians reported a moderate level of organizational commitment. The physicians who were male, younger than 40 years old, had a mid-level title and had a lower average monthly income were more likely to show lower organizational commitment levels. Conversely, the organizational commitment was higher among physicians who perceived that promotion is easy and the number of emergency physicians meet their daily work or had not experienced workplace violence in the last year.ConclusionsThe study showed that organizational commitment among Chinese emergency physicians was moderate and related to gender, age, monthly income, frequency of daily visits, departmental promotion mechanism and workplace violent. Targeted interventions are needed to improve the organizational commitment of emergency physicians in a comprehensive way.

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Section: Discussionsupporting

confidence: 85%

Organizational commitment of emergency physician and its related factors: A national cross-sectional survey in China

Peng

Han

Jiang

et al. 2022

Front. Public Health

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“…This calls for organization commitment in seeing to the welfare of health workers. This will not only improve quality of work life but also reduce turnover intensions [ 49 ].…”

Section: Discussionmentioning

confidence: 99%

Pattern and perception of wellbeing, quality of work life and quality of care of health professionals in Southwest Nigeria

Awosoga

Odunaiya

Oyewole

et al. 2022

BMC Health Serv Res

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Background Personal wellbeing (PW) including quality of life and work life is a very complex concept that influences health professionals’ commitment and productivity. Improving PW may result in positive outcomes and good quality of care. Therefore, this study aimed to assess the pattern and perception of wellbeing, quality of work life (QoWL) and quality of care (QoC) of health professionals (HPs) in southwest Nigeria. Methods The study was a convergent parallel mixed method design comprising a cross-sectional survey (1580 conveniently selected participants) and a focus group interview (40 purposively selected participants). Participants’ PW, quality of life (QoL), QoWL, and QoC were assessed using the PW Index Scale, 5-item World Health Organization Well-Being Index, QoWL questionnaire, and Clinician QoC scale, respectively. The pattern of wellbeing, QoWL and quality of care of HPs were evaluated using t-test and ANOVA tests. Binary regression analysis was used to assess factors that could classify participants as having good or poor wellbeing, QoWL, and quality of care of HPs. The qualitative findings were thematically analyzed following two independent transcriptions. An inductive approach to naming themes was used. Codes were assigned to the data and common codes were grouped into categories, leading to themes and subthemes. Results Of 1600 administered questionnaires, 1580 were returned, giving a 98.75% response rate. Only 45.3%, 43.9%, 39.8% and 38.4% of HP reported good PW, QoL, QoC and QoWL, respectively; while 54.7%, 56.1%, 60.2% and 61.6% were poor. There were significant gender differences in PW and QoC in favor of females. With an increase in age and years of practice, there was a significant increase in PW, QoWL and QoC. As the work volume increased, there was significant decrease in QoWL. Participants with master's or Ph.D. degrees reported improved QoWL while those with diploma reported better QoC. PWI and QoC were significantly different along the type of appointment, with those who held part-time appointments having the least values. The regression models showed that participant’s characteristics such as age, gender, designation, and work volume significantly classified health professionals who had good or poor QoC, QoWL, PW and QoL. The focus group interview revealed four themes and 16 sub-themes. The four themes were the definitions of QoC, QoWL, and PW, and dimensions of QoC. Conclusion More than half of health professionals reported poor quality of work life, quality of life and personal wellbeing which were influenced by personal and work-related factors. All these may have influenced the poor quality of care reported, despite the finding of a good knowledge of what quality of care entails.

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“…Due to the influences of both historical and realistic factors (this issue will be further discussed in the "Discussion" section), across almost all industries (including the education industry) in China-Mainland, having a job paid by government is considered to be steadier and promising (Tan, 2009;Lin, 2019). To date, although there is less direct evidence about the relationship between self-occupation stereotypes and turnover intention, there actually are several studies in other industries suggesting the significant correlation between negative stereotypes and turnover intention (von Hippel et al, 2013;Park et al, 2014;Kim and Moon, 2021). For example, Park et al (2014) found that, in South Korea, those male nurses who possess the stereotypes that females than males are more suitable for nursing displayed a significant turnover intention.…”

Section: Occupation Stereotypesmentioning

confidence: 99%

If You Believe, It May Come True: The Relationship and Mechanism Between Self-Occupation Stereotypes of Private Kindergarten Teachers and Their Turnover Intention in China-Mainland

Yang

Han

2021

Front. Psychol.

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In China-Mainland, the turnover rate of private kindergarten teachers remains high for a long time. With 692 Chinese private kindergarten teachers as subjects, we applied a questionnaire survey to examine the relationship between self-occupation stereotypes held by private kindergarten teachers and their turnover intention and the underlying mechanisms. The structured equation model (SCM) was conducted to analyze data and revealed a significantly positive correlation between self-occupation stereotypes and turnover intention. Further analyses showed that on the individual level, personal control sense mediated the relationship between self-occupation stereotypes and turnover intention, and on the organization level, professional identity mediated the relationship between them. Additionally, self-occupation stereotypes were also related to turnover intention via the chain-mediating role of personal control sense and professional identity. The current research firstly clarified the acting paths between self-occupation stereotypes of private kindergarten teachers and turnover intention on both the individual and the organization levels. In practice, the research provided a novel perspective for policy makers to alleviate the turnover tendency of private kindergarten teachers.

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Factors Influencing Turnover Intention among Male Nurses in Korea

Cited by 22 publications

References 45 publications

Organizational commitment of emergency physician and its related factors: A national cross-sectional survey in China

Organizational commitment of emergency physician and its related factors: A national cross-sectional survey in China

Pattern and perception of wellbeing, quality of work life and quality of care of health professionals in Southwest Nigeria

If You Believe, It May Come True: The Relationship and Mechanism Between Self-Occupation Stereotypes of Private Kindergarten Teachers and Their Turnover Intention in China-Mainland

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