Sung-Heui Bae1, Mijung Cho2, Oksoo Kim2, Yanghee Pang2, Chiyoung Cha2, Heeja Jung3, Sue Kim4, Hyunseon Jeong2. 1. College of Nursing, Graduate Program in System Health Science and Engineering (BK21), Ewha Womans University 52, Ewhayeodae-gil, Seodaemun-gu, Seoul, 03760, Republic of Korea. 2. College of Nursing, Ewha Research Institute of Nursing Science, Ewha Womans University, 52, Ewhayeodae-gil, Seodaemun-gu, Seoul, 03760, Republic of Korea. 3. College of Nursing, Konyang University, Daejeon, 35365, Republic of Korea. 4. College of Nursing, Yonsei University, 50-1, Yonsei-ro, Seodaemun-gu, Seoul, 03722, Republic of Korea.
Abstract
AIMS: To examine the factors affecting actual turnover among nurses working in hospitals using the Brewer-Kovner synthesis model. BACKGROUND: To increase retention of nurses, it is important to understand factors contributing to actual turnover among nurses. METHODS: A longitudinal study design was utilized with 2,633 of 20,613 eligible female hospital nurses who participated in Korea Nurses' Health Study. We created two age groups: a younger group (20-35 years) and an older group (36-49 years). Multivariate logistic regression was used to identify the factors influencing turnover by age group. RESULTS: Pregnancy and childbirth increased young nurses' turnover. When we excluded intent to leave, depression and burnout were significant factors affecting young nurses' turnover. Salary and hospital size were factors predicting nurse turnover among nurses over 36-year age. CONCLUSIONS: It is essential to develop prevention strategies of female nurse turnover based on the age group in Korea. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers and healthcare institutes need to develop new managerial and policy strategies to reduce nurse turnover in each age group. This article is protected by copyright. All rights reserved.
AIMS: To examine the factors affecting actual turnover among nurses working in hospitals using the Brewer-Kovner synthesis model. BACKGROUND: To increase retention of nurses, it is important to understand factors contributing to actual turnover among nurses. METHODS: A longitudinal study design was utilized with 2,633 of 20,613 eligible female hospital nurses who participated in Korea Nurses' Health Study. We created two age groups: a younger group (20-35 years) and an older group (36-49 years). Multivariate logistic regression was used to identify the factors influencing turnover by age group. RESULTS: Pregnancy and childbirth increased young nurses' turnover. When we excluded intent to leave, depression and burnout were significant factors affecting young nurses' turnover. Salary and hospital size were factors predicting nurse turnover among nurses over 36-year age. CONCLUSIONS: It is essential to develop prevention strategies of female nurse turnover based on the age group in Korea. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers and healthcare institutes need to develop new managerial and policy strategies to reduce nurse turnover in each age group. This article is protected by copyright. All rights reserved.
Entities:
Keywords:
burnout; depression; female nurses; nurse turnover; pregnancy and childbirth