Open Access, Peer-reviewed
eISSN 2093-758X
    J Korean Acad Nurs. 2012 Feb;42(1):9-18. Korean.
    Published online Feb 29, 2012.
    https://doi.org/10.4040/jkan.2012.42.1.9
    © 2012 Korean Society of Nursing Science
    Original Article

    A Model on Turnover Intention of Chief Nurse Officers

    Kwang-Ok Park,1 Jong Kyung Kim,2 Se Young Kim,3 and Sunju Chang4
      • 1Assistant Professor, Department of Nursing, Sunchon National University, College of Life Science and Natural Resources, Sunchon, Korea.
      • 2Assistant Professor, Department of Nursing, Dankook University, Cheonan, Korea.
      • 3Full-time lecturer, College of Nursing, Eulji University, Daejeon, Korea.
      • 4Critical Care Nurse Educator, Seoul National University Hospital, Seoul, Korea.
    • Address reprint requests to: Kim, Jong Kyung. Department of Nursing, Dankook University, San#29, Anseo-dong, Dongnam-gu, Cheonan 330-714, Korea. Tel: +82-41-550-3893, Fax: +82-41-559-7902, Email: jongkimk@dankook.ac.kr
    Received April 09, 2011; Accepted February 05, 2012.

    Abstract

    Purpose

    The purpose of this study was to test the turnover intention model for chief nurse officers in general hospitals. The variables for the study included job stress, social support, job satisfaction, and organization commitment.

    Methods

    A predictive, non-experimental design was used with a sample of 144 chief nurse officers from 144 general hospitals. Data were collected using self-administered questionnaires and analyzed using SPSS, AMOS program.

    Results

    The overall fitness of the hypothetical model to the data was good (χ2=16.80, p=.052, GFI=.96, AGFI=.90, NFI=.97, CFI=.99). Job stress, social support, job satisfaction, and organization commitment explained 59.0% of the variance in turnover intention by chief nurse officers. Both organization commitment and social support directly influenced turnover intention for chief nurse officers, and job stress and job satisfaction indirectly influenced turnover intention.

    Conclusion

    The results imply that chief nurse officers in hospitals need social support and management of job stress to increase job satisfaction and organization commitment, and lower turnover intention.

    Keywords
    Personnel turnover; Job satisfaction; Stress; Physiological; Social support; Nurse administrators

    Figures

    Figure 1
    Theoretical framework of study.

    Figure 2
    Path diagram of the model.

    x1=Personal occupational stress; x2=Organizational occupational stress;

    x3=Peer support; x4=Family support; y1=Job satisfaction; y2=Organizational commitment;

    y3=Turnover intention.

    Tables

    Table 1
    General Characteristics of Participants (N=144)

    Table 2
    Descriptive Statistics of Observed Variables (N=144)

    Table 3
    Correlations among Observed Variables

    Table 4
    Effects of Predictive Variables on Endogenous Variables in the Model

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    MeSH Terms
    Models, Theoretical*
    Adult
    Female
    Humans
    Job Satisfaction
    Middle Aged
    Nursing Staff, Hospital/psychology*
    Personnel Turnover/statistics & numerical data*
    Questionnaires
    Social Support
    Metrics
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