Earticle

이 연구는 평생교육사의 감성지능, 조직침묵, 이직의도 간의 구조적 관계를 분석하고자 하였다. 그리고 이때 평생교육사들의 근무기간에 따른 조절효과가 나타나는지를 확인하고 자 하였다. 이를 위해 평생학습도시의 평생교육사 350명을 대상으로 연구를 진행하였다. 연구문제는 첫째, 감성지능, 조직침묵, 이직의도 간에는 어떠한 관계인가?, 둘째, 조직침묵 은 감성지능과 이직의도 사이에서 매개하는가?, 셋째, 감성지능, 조직침묵, 이직의도 간 구 조적 관계에서 근무기간의 차이에 따른 효과가 있는가? 로 설정하였다.수집된 자료는 SPSS 21.0 프로그램과 AMOS 21.0 프로그램을 사용하여 분석하였다. 본 연구의 결과는 다음과 같다. 첫째, 감성지능은 조직침묵과 이직의도에 유의한 부적 영향을 주었으며, 조직침묵은 이직의도에 유의한 정적 영향을 주었다. 둘째, 조직침묵은 감성지능과 이직의도 사이에서 간접매개효과가 있음을 확인하였다. 매개효과의 검증은 붓스트랩 절차를 통하여 확인하였 다. 셋째, 감성지능, 조직침묵, 이직의도의 구조적 관계에서 근무기간에 따른 유의한 조절 효과가 있음을 확인하였다. 본 연구는 공공영역에서 근무하는 평생교육사의 이직의도를 낮 추는 방안을 강구하는 데 그 의의를 두고 있다.

This study attempted to analyze the structural relationship between emotional intelligence, organizational silence, and turnover intention of lifelong educators. And at this time, it was intended to check whether there was a moderating effect according to the working period of lifelong educators. To this end, a study was conducted on 350 lifelong educators in lifelong learning cities. The research question is, first, what is the relationship between emotional intelligence, organizational silence, and turnover intention? Second, does organizational silence mediate between emotional intelligence and turnover intention? Third, is there an effect according to the difference in working period in the structural relationship between emotional intelligence, organizational silence, and turnover intention? It was set to .The collected data were analyzed using the SPSS 21.0 program and the AMOS 21.0 program. The results of this study are as follows. First, emotional intelligence had a significant negative effect on organizational silence and turnover intention, and organizational silence had a significant positive effect on turnover intention. Second, it was confirmed that organizational silence had an indirect mediating effect between emotional intelligence and turnover intention. The verification of the mediating effect was confirmed through the brushstrap procedure. Third, it was confirmed that there was a significant moderating effect according to the working period in the structural relationship between emotional intelligence, organizational silence, and turnover intention. The significance of this study is to devise a plan to lower the turnover intention of lifelong educators working in the public sector.

Purpose: This study was done to construct and verify a model of turnover intention in clinical nurses, considering the effects of compassion fatigue, coping, social support, and job satisfaction. Methods: For this study a cross-sectional correlational design was used. Participants were 283 clinical nurses in four general hospitals. Data were collected using a questionnaire and were analyzed with descriptive statistics, Pearson correlation coefficient and path analysis. Results: The modified model of turnover intention had a good fit in this study. Turnover intention was influenced by job satisfaction, and job satisfaction was affected by workload, problem-focused coping, peer support, family-friend support and compassion fatigue. Compassion fatigue was associated with occupational trauma events, problem-focused coping and emotional-focused coping. Job satisfaction was the most important factors controlling nurse's turnover intention. Conclusion: Findings show that job satisfaction, compassion fatigue, and traumatic events are important factors influencing turnover intention. Nurse managers try to manage job satisfaction, compassion fatigue, support, and coping for nurses, it could be expected making proper nursing circumstance.

Purpose: The purpose of this study was to explore factors affecting the turnover intention of newly graduated nurses during the COVID-19 pandemic. Methods: This study was conducted as a secondary analysis of data from the 2019 Graduates Occupational Mobility Survey, collected in September 2020. Overall, 240 nurses who graduated from universities in August 2018 or February 2019 were selected for data analysis. Descriptive statistics and logistic analysis of the data were performed using Stata 15.0. Results: The results of logistic regression analysis demonstrated that among individual factors, married individuals and men (relative to single individuals and women, respectively) were more likely to hold turnover intentions. While none of the organizational factors affect turnover intentions of new nurses, both work-related factors, namely job satisfaction and perceptions of human resource management, negatively affect turnover intention (β=-0.67, p=.018, β=-0.59, p=.043, respectively). Conclusion: In response to the call for further studies on nurses' turnover during the pandemic, we provide additional empirical evidence that corroborate with and expand upon the results of previous studies. Moreover, this study offers a nuanced view to understand nurses' turnover by considering the importance of nurses' human resource management perceptions in minimizing turnover intentions, which may help medical institutions understand factors and strategies to reduce turnover.

Purpose: Around the world, male nurses face a variety of difficulties within clinical settings; accordingly, a large number of male nurses consider changing their occupation. In particular, male nurses in a number of Asian countries with a Confucian heritage experience difficulties. Thus, the purpose of this study was to explore individual differences in turnover intention among male nurses in one such country, South Korea, and on that basis to suggest concrete strategies for reducing turnover among male nurses in Confucian cultures. Methods: Q methodology, which is used to analyze human subjectivity, was applied. Q statements were derived from 207 candidate statements gathered from various documents and interviews; 40 statements were finalized. A purposive sample of 41 male nurses was selected as likely to have diverse opinions on turnover intention of male nurses. The collected data were analyzed using PQMethod software. Results: Four distinct types of subjectivity about turnover intention among male nurses were identified: (1) ?Pursuing occupational values,? (2) ?Dissatisfaction with treatment,? (3) ?Seeking a relaxed and stable life,? and (4) ?Conflict related to organizational culture.? Conclusion: This study suggests various ways of reducing turnover and increasing retention among male nurses based on the four identified perspectives, especially in Confucian heritage regions.

Purpose: This study examined the factors that influence nurse turnover intention and, in particular, the differential factors that affected nurses’ turnover intention in crises such as the coronavirus disease 2019 (COVID-19) pandemic. Methods: This study utilized data from the Graduates Occupational Mobility Survey (GOMS), which was collected over several years. The study used data from the most recent three waves (2017∼2019) of the survey, which were conducted both before and after the outbreak of COVID-19, and a logit model was used for empirical analysis. Results: The analysis found that personal factors, such as gender, marital status, reasons for having chosen the nursing major, and organizational and work-related factors, such as working hours, job satisfaction, and perceptions of human resource management, influenced nurses’ intention to leave their jobs. In particular, analyzing the differences in influencing factors by varying points in time revealed that the reasons the nurses had chosen the nursing profession proved statistically significant. Conclusion: Job satisfaction consistently emerged as a significant factor that influenced nurses’ turnover intention, regardless of temporal or contextual changes. The relationship between lower turnover intention and an internally motivated (as opposed to externally motivated) decision to pursue the nursing major was stronger during the COVID-19 pandemic than before it. This finding underscores the importance of promoting nurses’ internal motivations to reduce their turnover intention, especially in challenging work conditions.

Purpose: This study explored the factors affecting job satisfaction and turnover intention among newly graduated nurses in South Korea. Methods: A sample of 104 nurses who had worked less than 12 months in a National University Hospital were included. Self-report questionnaires that measured job satisfaction, turnover intention, perceived preceptor’s coaching leadership, and self-leadership, were used to collect data. Collected data were analyzed using t-test, ANOVA, and quantile regression with Stata version 16. Results: Self-leadership was significant at all percentiles, and the possibility to request days off was a significant factor affecting job satisfaction in the 10th percentile (B=6.98, p=.005), 50th percentile (B=3.82, p<.001), 75th percentile (B=3.57, p=.013), and 90th percentile (B=6.20, p=.033). Moreover, the average number of night shifts per month was a significant factor affecting job satisfaction in the 10th percentile (B=2.76, p=.029). The possibility to request days off was a factor affecting turnover intention in the 25th percentile (B=-3.48, p=.010) and 50th percentile (B=-1.50, p=.037), and the average number of night shifts per month was a significant factor affecting turnover intention in the 90th percentile (B=-2.11, p=.037). Conclusion: To improve job satisfaction and reduce the turnover intention of newly graduated nurses, the nursing organization needs policies that reinforce nurses’ self-leadership, guarantee autonomy in requesting days off, and reduce the number of night work days.

Purpose: This study aimed to identify relationships between compassion fatigue, burnout, and turnover intention in Korean hospital nurses. Methods: In total, 142 hospital nurses were surveyed as part of data collection. Data related to compassion fatigue, burnout, and turnover intention were collected using a questionnaire between May 2011 and September 2011. The data analysis was performed using PASW 19.0 program, which included one-way ANOVA, independent t-tests, Pearson's correlation coefficient, and hierarchical regression analysis. Results: This study detected a positive correlation between compassion fatigue and burnout(r=.37, p<.001), and turnover intention(r=.55, p<.001). Compassion fatigue accounted for 29.6% of the variance for turnover intention among Korean hospital nurses. Conclusion: The results indicate that it is necessary to reduce compassion fatigue, and turnover intention among Korean hospital nurses.

Numerous studies have linked empowerment to employee's behaviors and attitudes. The purpose of this study was to examine the effects of empowerment on the organizational commitment and turnover intention of social worker in private social welfare organizations. For the research, empowerment was consisted of meaning, competence, self-determination and impact. This study was analyzed 342 social workers by survey. The results of this study were summarized as follows: Social Workers had correlation to empowerment on the organizational commitment (+). Especially, meaning, self-determination and impact had a positive effect on the organizational commitment; Meaning, competence, and self-determination had a negative effect on the turnover intention. This study finally discussed theoretical implications for future study and practical implications for empowerment strategies on the results.

The purpose of this study was to provide a more comprehensive model which integrates a social exchange construct (i.e., organizational commitment) as a mediator to test the relationship between organizational justice and employees' bebaviors such as intent to leaving and custormer-oriented behavior. Based on the data collected from ten Chinese full-service restaurants, this study analyzed the proposed hypotheses through model comparison by using structural equation modeling (SEM) technique with AMOS 7.0. The results indicated that (1)distributive justice had negative influence on employees' turnover intention and positive influence on employees' customer oriented behavior and these influences were fully mediated by employees' affective commitment to their organizations; (2)procedural justice had negative influence on employees' turnover intention and positive influence on customer oriented behavior and these influences were only partially mediated by employees' affective commitment to their organizations. Managerial implications and future research directions were proposed at the last part of this study.

Purpose: During the coronavirus disease 2019 (COVID-19) pandemic, anxiety and need satisfaction may predict turnover intention among emergency room nurses, with need satisfaction negatively influencing turnover intention. This study aimed to examine the mediating effect of need satisfaction on the relationship between COVID-19?induced anxiety and job turnover intention among emergency room nurses during the pandemic. Methods: This descriptive cross-sectional study recruited 206 emergency room nurses from 11 hospitals in South Korea. Data were collected using a questionnaire from December 2022 to February 2023. Results: High COVID-19?induced anxiety was associated with increased turnover intention among nurses. Physiological needs partially mediated the relationship between COVID-19?induced anxiety and turnover intention. However, safety and belongingness needs showed no mediating effect. Conclusion: During the COVID-19 pandemic, if physiological needs were not satisfied, reducing anxiety and turnover intention among emergency room nurses proved challenging, even when other needs were met. Therefore, physiological needs should be prioritized and addressed before focusing on other types of needs.

Purpose: The purpose of this study was to investigate the effects of organizational communication and grit on nurses’ turnover intention in rehabilitation hospitals. Methods: The subjects of this study included 159 nurses with more than 6 months of experience working in a rehabilitation hospital. The collected data was analyzed by descriptive statistics, t-test, one-way ANOVA, Scheffe test, Pearson correlation coefficient, and stepwise multiple regression analysis using SPSS 29.0. Results: The subjects’ organizational communication was 3.34±0.38, grit 2.99±0.31, and turnover intention 2.84±0.57. Turnover intention showed a negative correlation with organizational communication (r=-.38, p<.001) and grit (r=-.41, p<.001). The factors significantly affecting turnover intention included grit (β=-.30, p<.001), the scheduled period of employment (age of retirement; β=-.30, p<.001), organizational communication (β=-.26, p<.001), and salary satisfaction (satisfied to very satisfied; β=-.17, p=.014) in order. These actors explained 38.2% of turnover intention. Conclusion: Based on this study’s findings, reducing nurses’ turnover intention in rehabilitation hospitals requires developing with effective measures to improve grit and organizational communication and allowing them to work as long as possible.

The importance and the value of call center callers are increasing since they play very crucial roles as representatives of their companies at the closest contact point with customers. However, they have low satisfaction at work and are more likely to leave their jobs due to the fact that they are exhausted from heavy work load; they provide less pay and less chance for promotion than other jobs in the same industry. The high turnover costs companies high expenses on finding and training new callers. In the mean time, customer satisfaction may drop and it can give the customers negative image of the company. Therefore, solutions are required to keep the turnover of call center callers to the minimum. In this study, call center employees in Gwangju area were investigated for their job attitude and turnover intention. Based on the results, several implications are suggested.

Purpose: This study aimed to investigate the changes in reality shock among new nurses and their influencing factors to identify turnover reduction methods. Methods: A total of 146 new nurses from 6 general hospitals participated in the survey. The survey data were collected from August 5 to November 10, 2015. Results: The mean scores for factors related to turn over were 2.75 for nurse practice environment, 2.84 (4point scale) for reality shock, and 3.08 (5point scale) for turnover intention. A significant difference in the impact of reality shock was observed depending on whether the nurses selected their work unit (F=6.24, p=.003) and whether they could take the possibility of holiday on the desired day at will (t=-2.57, p=.013). Changes in reality shock correlated with turnover intention, with the 'increased reality shock' group demonstrating an odds ratio of 2.37 (CI: 1.41~3.98) for turnover intention. Conclusion: The current findings indicate the need for lowering reality shock and turnover intention by considering nurses' work-related characteristics and improving their practice environments. To further study the changes in reality shock new nurses experienced, additional research is warranted while homogenizing the participants in terms of preceptorship duration and timing of independence.

Purpose: The aim of this study was to evaluate the mediating role of psychological capital (PCP) in the relationship between occupational stress and turnover intention in nurses. Methods: Data were collected from a sample of 447 nurses working at four Veterans Administration Hospitals throughout South Korea from July 1 to July 31, 2014. We collected data from the nurses using the following surveys: the Short Form Korean-Occupational Stress Scale, the Korean version of the Turnover Intention Scale, and the Korean version of the Psychological Capital Questionnaire. Multiple linear regression analysis was performed to examine the mediating role of PCP. Results: The level of occupational stress was 1.81 ± 0.23, the level of turnover intention was 3.29 ± 0.86, and the PCP level was 3.95 ± 0.52. There were significant correlations among the three variables (occupational stress, turnover intention, and PCP). PCP played a partial mediating role (b = 0.22, p = .008) in the relationship between occupational stress and turnover intention (p < .001) among nurses working at the Veterans Administration Hospitals. Conclusion: Based on the findings of this study, we recommend that South Korean hospitals offer occupational stress management programs that incorporate relevant programs in efforts to strengthen the overall components of PCP among nurses to reduce turnover intentions. Further studies are required to determine the most effective intervention programs for hospital settings.

Purpose: This research aimed to investigate the effects of a cognitive rehearsal program (CRP) on workplace bullying among nurses. Methods: A randomized controlled trial was performed. Participants were 40 nurses working in different university hospitals in B city, South Korea. The experimental group was provided with a 20-hour CRP comprising scenarios on bullying situations, standard communication, and role-playing. To evaluate effects of the CRP, we measured interpersonal relationships, workplace bullying, symptom experience, and turnover intention at preand post-intervention. Follow-up effect was measured in the experimental group only at 4 weeks after the intervention. Results: After the intervention, there were significant differences in interpersonal relationships (F=6.21, p=.022) and turnover intention (F=5.55, p=.024) between experimental and wait-list groups. However, there was no significant difference in workplace bullying or symptom experience between the 2 groups. The beneficial effects on interpersonal relationships and turnover intention lasted at least up to 4 weeks after CRP. Conclusion: The CRP for workplace bullying improves interpersonal relationships and decreases turnover intention. So it can be utilized as one of the personal coping strategies to reduce the the turnover among nurses. Further studies on the effects of unit- or hospital-based CRP and on the long-term effects of CRP are necessary.

Purpose: This study explored the mediating effect of career calling in the relationship between familysupportive supervisor behaviors and turnover intention among nurses. Methods: Data were gathered from 563 nurses enrolled in eight public hospitals in China. They were required to complete measures of family-supportive supervisor behaviors, career calling, and turnover intention. Hierarchical multiple regression analysis and the bootstrapping procedure were used to examine the mediating role of career calling. Results: Family-supportive supervisor behaviors were positively associated with career calling, but negatively associated with turnover intention. Furthermore, career calling partially mediated the relationship between family-supportive supervisor behaviors and turnover intention. Conclusion: This study provides strong evidence for an increasing body of work that emphasizes the importance of nursing leaders engaging in family-supportive behaviors for increasing employee career calling and reducing turnover intention.

목적: 본 연구는 프랜차이즈 피부미용실에 근무하는 피부미용사를 대상으로, 직무 불만족이 이직의도를 매개로 이직행동에 미치는 영향을 규명하고자 하였다. 방법: 2025년 9월, 프랜차이즈 피부미용실 78개소에 근무하는 피부미용사를 대상으로 설문조사를 실시하였으며, 회수된 설문지 중 총 320부를 최종 분석에 사용하였다. 수집된 자료는 SPSS 19.0과 AMOS 19.0을 이용하여 빈도분석, 신뢰도 및 타당도 분석, 구조방정식 모형 적합도(RMSEA, RMR, GFI, NFI, TLI, CFI) 분석을 실시하였으며, 매개효과 검증을 위해 소벨 검증(Sobel test)을 시행하였다. 신뢰도 계수(Cronbach’s α)는 0.740-0.759로 나타났다. 결과: 소벨 검증 결과, ‘임금’ (Z=2.307, p<0.05), ‘근무시간’ (Z=1.997, p<0.05), ‘근로환경’ (Z=2.019, p<0.05), ‘동료관계’ (Z=2.507, p<0.05), ‘상사관계’ (Z=2.649, p<0.01) 모두에서 이직의도를 매개로 한 이직행동이 유의미한 것으로 나타났다. 결론: 피부미용사의 직무 불만족 요인을 완화하기 위해서는 효과적인 의사소통 체계 구축과 함께 제도적 개선 노력이 필요하다.

Purpose: This study aims to examine how job dissatisfaction influences turnover behavior among estheticians working in franchise skin care salons, with turnover intention serving as the mediating variable. Methods: A survey was conducted in September 2025 among estheticians employed at 78 franchise skin care salons, yielding 320 valid questionnaires for analysis. Data were analyzed using SPSS 19.0 and AMOS 19.0, including frequency analysis, reliability and validity analysis, and structural equation modeling. Model fit was evaluated using the following fit indices: root mean square error of approximation (RMSEA), root mean square residual (RMR), goodness-of-fit index (GFI), normed fit index (NFI), Tucker–Lewis index (TLI), and comparative fit Index (CFI). The Sobel test was used to assess the mediating effect of turnover intention. Reliability coefficients (Cronbach’s α) ranged from 0.740 to 0.759. Results: The Sobel test results indicated that turnover intention significantly mediated the relationship between job dissatisfaction factors and turnover behavior. Significant mediation was observed for wages (Z=2.307, p<0.05), working hours (Z=1.997, p<0.05), work environment (Z=2.019, p<0.05), coworker relationships (Z=2.507, p<0.05), and supervisor relationships (Z=2.649, p<0.01). Conclusion: Reducing job dissatisfaction among estheticians requires effective communication systems and institutional improvements.

目的: 本研究旨在以连锁美容院的美容师为对象，探讨工作不满通过离职意向这一中介变量对离职行为产生的 影响。方法: 2025年9月，以在78家连锁美容院工作的美容师为对象进行了问卷调查，并将收回的问卷中合格 的320份投入最终分析。收集的数据利用SPSS 19.0和AMOS 19.0进行了频数分析、信度与效度分析，以及结 构方程模型拟合度(RMSEA、RMR、GFI、NFI、TLI、CFI)分析；同时，为验证中介效应，进行了索贝尔检验 (Sobel test)。信度系数(Cronbach’s α)在0.740至0.759之间。结果: 索贝尔检验结果表明，在“薪酬”(Z=2.307, p <0.05)、“工作时间”(Z=1.997, p <0.05)、“工作环境”(Z=2.019, p <0.05)、“同事关系”(Z=2.507, p <0.05)以及“上 下级关系”(Z=2.649, p <0.01)中，以离职意向为中介的离职行为均具有显著性。结论: 为了缓解美容师的工作不 满情绪，既需要构建有效的沟通机制，同时也需要付出制度层面的改善努力。

본 연구는 정서사건과 정서, 직무만족이 임상간호사의 이직의도에 미치는 영향을 확인하고 이직의도를 감소시 키기 위한 중재 및 전략에 대한 지침을 제공하기 위하여 수행되었다. 정서사건과 정서, 직무만족, 이직의도의 관계는 경로분석을 활용하여 검증하였다. 총 296명의 임상간호사를 대상으로 구조화된 자기보고식 설문지를 통해 수집하였고, 수집된 자료는 SPSS Statistics 24.0과 AMOS 24.0 프로그램을 활용하여 분석하였다. 최종 경로모형은 권장 적합도 수준에 적합하였고, 경로분석 결과, 긍정과 부정사건, 긍정과 부정정서, 직무만족은 이직의도에 통계적으로 유의한 영 향을 미쳤으며, 이 변수들의 설명력은 37.0%이었다. 본 연구는 임상간호사의 이직의도에 미치는 영향요인을 확인하였 으며, 임상간호사의 이직의도를 감소시키기 위한 전략수립에 기여할 것이다.

This research was conducted to investigate the influence of affective events, affect, and job satisfaction on clinical nurse’s turnover intention and to provide guidelines for interventions and strategies to decrease turnover intention. The participants consisted of 296 nurses recruited from three general hospitals in South Korea. Data was collected by a structured self-report questionnaire, and were analyzed using SPSS Statistics 24.0 and AMOS 24.0. The final path model was a good fit for the data based on the model fit indices. In the path analysis, positive events, negative events, positive affect, negative affect, and job satisfaction had statistically significant effects on turnover intention, explaining 37.0% of the variance. This research provided evidence identifying factors influencing turnover intention in clinical nurses. Therefore, findings from this research can be used to design appropriate strategies to decrease the clinical nurse's turnover intention.

우리나라는 2003년 이후로 OECD 국가 중 자살률 1위 국가로 다양한 정신건강의 문제가 발생하여 사회적, 국가적 위기현상이 초래되고 있다. 공공 분야의 정신건강복지센터는 이에 대응하기 위해 기능과 필요성 이 요구되나 종사자의 이직은 높은 실정이다. 본 연구의 목적은 정신건강복지센터에 근무하는 종사자의 이직의도 영향요인을 파악하여 이직을 예방하고 전문직으로 업무수행을 하기 위한 기초자료로 활용하고 자 한다. 연구 대상자는 부산, 울산, 경상남도의 정신건강복지센터 종사자 161명을 대상으로 실시하였다. 이 연구에서는 감정노동, 소진, 직무 불안정성은 이직의도에 유의한 양의 상관관계를 보였다. 이 관련요 인들의 이직의도에 대한 설명력은 35.3%이었다. 따라서 근로자의 이직률을 낮추기 위해서는 근로환경 개선, 감정노동 업무에 효율적인 대처를 위한 심리상담 및 중재프로그램 개발 및 보급, 고용안정을 위한 정책개발 등의 개입이 필요하다.

Since 2003, South Korea has been ranked first in suicide rates among OECD countries, leading to various mental health problems and causing social and national crises. Mental health welfare centers are required to respond to the crisis, but the turnover rate of workers is high. The purpose of this study is to identify the influencing factors on turnover intentions among professionals working in mental health welfare centers in order to prevent turnover and provide foundational data for performing specialized tasks. The subjects were 161 employees from mental health welfare centers in Busan, Ulsan, and Gyeongsangnam-do, South Korea. In this study, emotional labor, burnout, and job insecurity were had to significant positive (+) correlation to turnover intention. The explanatory power was turnover intention associated with these factors accounted for 35.3%. Therefore, interventions such as improvement of working environment, providing psychological counseling and intervention programs for efficient coping with emotional labor, and developing and implementing policies for employment stability are necessary to reduce turnover rates among workers.

본 연구는 간호사의 이직의도를 수도권의 800병상 이상 의료기관과 비수도권의 800병상 미만 의료 기관으로 구분하여 이직의도에 영향을 미치는 요인을 살펴보았다. 대상자는 의료기관에서 근무 중 인 간호사로 편의추출하였으며, 600부의 설문지를 배부하고 총 512부를 분석하였다. 분석 결과, 수도 권 소재의 800병상 이상 병원 간호사는 10년 이상의 임상경력 그룹에 비해 1년 미만 그룹의 이직의 도 odds가 낮았고(OR: 0.16, 95% CI: 0.04~0.68), 직업만족도가 높을수록 이직의도가 있을 odds가 낮았 다(OR: 082, 95% CI: 0.73~0.91). 반면, 수도권 800병상 미만 또는 지방병원 간호사는 임상경력은 10년 이상에 비해 1년 미만 그룹이 odds가 낮았고(OR: 0.34, 95% CI: 0.14~0.84), 임금을 만족하고 있는 군에 비해 불만족하는 군(OR 2.74, 95% CI 1.58~4.71)의 odds가 높았고, 직업만족도가 낮을수록 (OR 0.91, 95% CI 0.84~0.97), 만성피로도가 높을수록(OR: 1.07, 95% CI: 1.02~1.13) 이직의도가 있을 odds가 높았다. 따라서 병원의 구조적 특성을 고려하여 차별화된 이직관리 전략을 마련하고 적용해야 할 것이다.

In this study, we have investigated the factors affecting turnover intention of nurses in Seoul Capital Area (SCA) hospitals with above 800 beds and the others. The 600 participants were recruited by convenience sampling and 512 cases were analyzed. For the nurses with more than 10-year career in the SCA hospitals with above 800 beds showed lower turnover intention odds than the nurses with less than 1-year career (OR: 0.16, 95% CI: 0.04~0.68). And the nurses with higher job satisfaction showed lower odds of a turnover intention (OR: 0.82, 95%, CI: 0.73~0.91). For the hospitals with less than 800 beds or located in non-SCA, the nurses with less than 1-year career showed lower turnover intention odds compared to the nurses with more than 10-year career (OR: 0.34, 95% CI: 0.14~0.84). Higher odds of turnover intention were showed for the nurses with lower job satisfaction (OR 2.74, 95% CI 1.58~4.71), lower wage satisfaction (OR 0.91, 95% CI 0.84~0.97), and higher degree of chronic fatigue (OR: 1.07, 95% CI: 1.02~1.13). Therefore, turnover management should be designed according to the characteristics of a hospital.