Korean J Occup Health Nurs.  2022 Nov;31(4):187-197. 10.5807/kjohn.2022.31.4.187.

The Pathways of Nurse Turnover in Long-term Care Hospitals

• Kim S
• Lee GE
• Barbara B
• Jo Y

• KMID: 2537022
• DOI: http://doi.org/10.5807/kjohn.2022.31.4.187

Abstract

Background
This study explores the pathways of nurse turnover in long-term care hospitals (LTCHs) and its underlying conditions in Korea. Although the factors of staying or leaving of nurses in LTCHs have been reported, few studies have examined the trajectory and conditions of nurses staying in and leaving LTCHs.
Methods
A qualitative study design with a grounded theory approach was conducted. Data were collected in one-to-one interviews. Purposive and theoretical sampling led to the inclusion of 20 registered nurses from 15 LTCHs in South Korea.
Results
Seeking work-life balance was the core category of the nurses' turnover pathway. The consequences of the nurses' turnover pathway were categorized into three groups: thriving, surviving, and leaving. Thriving nurses found meaning in their work, fostered good relationships, and saw opportunities for growth. Surviving nurses were enduring their jobs in LTCHs, having a work-life balance, and supportive nursing leaders. Leaving group nurses wished to leave LTCHs due to a lack of professional growth, unappealing work, continued conflict, and social stigma.
Conclusion
This study provided the trajectory and conditions for nurses to enter, stay, move, or leave. Understanding the pathways for staying or leaving can be used as a strategy for successful retention of registered nurses in LTCHs.

Keyword

Long-term care; Personnel turnover; Nursing staff; Reward; Qualitative research