J Korean Acad Nurs.  2012 Feb;42(1):9-18. 10.4040/jkan.2012.42.1.9.

A Model on Turnover Intention of Chief Nurse Officers

• Park KO
• Kim JK
• Kim SY
• Chang S

• KMID: 1245153
• DOI: http://doi.org/10.4040/jkan.2012.42.1.9

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 (chi2=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.

Keyword

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

MeSH Terms

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

Figure

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  Figure 1 Theoretical framework of study.

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  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.

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