Open Access, Peer-reviewed
pISSN 1225-9330
eISSN 2288-4955
    J Korean Acad Nurs Adm. 2015 Mar;21(2):203-211. Korean.
    Published online Mar 31, 2015.
    https://doi.org/10.11111/jkana.2015.21.2.203
    Copyright © 2015 Korean Academy of Nursing Administration
    Original Article

    Job Satisfaction, Organizational Commitment and Turnover Intention among Male Nurses

    Min Kweon Ahn,1 Myung Ha Lee,2 Hyun Kyung Kim,2 and Seok Hee Jeong2
      • 1Design Hospital, Korea.
      • 2College of Nursing, Research Institute of Nursing Science, Chonbuk National University, Korea.
    • Corresponding author: Lee, Myung Ha. College of Nursing, Chonbuk National University, 567 Baekje-daero, deokjin-gu, Jeonju 561-756, Korea. Tel: +82-63-270-3122, Fax: +82-63-270-3127, Email: leemh@jbnu.ac.kr
    Received February 04, 2015; Revised March 20, 2015; Accepted March 21, 2015.

    This is an open access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (http://creativecommons.org/licenses/by-nc/3.0/), which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.

    Abstract

    Purpose

    This study aimed to investigate job satisfaction, organizational commitment and turnover intention among male nurses in South Korea.

    Methods

    Data were collected in May, 2013 and a total of 150 male hospital nurses participated in this study. Job satisfaction, organizational commitment and turnover intention were measured using a structured questionnaire. Collected data were analyzed using SPSS/WIN 20.0 for windows.

    Results

    There were statistically significant correlations between job satisfaction and organizational commitment (r=.74, p<.001), job satisfaction and turnover intention (r=-.56, p<.001), and organizational commitment and turnover intention (r=-.69, p< .001). There was a statistically significant difference in job satisfaction of participants according to education, work unit, and salary. Organizational commitment showed significant difference according to age, education, work unit, and salary. Turnover intention was significantly different according to duration of employment in the hospital, and salary. The most influential factor for turnover intention was organizational commitment (β=-.69, p<.001). This factor accounted for 47.8% of the variance in turnover intention.

    Conclusion

    The results of this study indicate that to reduce turnover intention for men in nursing, it is necessary to increase job satisfaction, and organizational commitment.

    Keywords
    Job satisfaction; Organizational commitment; Turnover intention; Male nurse

    Tables

    Table 1
    Characteristics of Participants (N=150)

    Table 2
    Correlations among Turnover Intention, Job Satisfaction, and Organizational Commitment (N=150)

    Table 3
    Differences in Job Satisfaction, Organizational Commitment and Turnover Intention by General Characteristics (N=150)

    Table 4
    Differences in Job Satisfaction, Organizational Commitment and Turnover Intention by Job related Characteristics (N=150)

    Table 5
    Factors Influencing Turnover Intention (N=150)

    Notes

    This article is a revision of the first author's master's thesis from Chonbuk National University.

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    MeSH Terms
    Education
    Employment
    Humans
    Intention*
    Job Satisfaction*
    Korea
    Male
    Nurses, Male*
    Nursing
    Salaries and Fringe Benefits
    Surveys and Questionnaires
    Metrics
    Share
    Tables
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