Purpose: This study examined the impact of job stress on turnover intention among nurses in comprehensive nursing care units. Methods: This was a descriptive study. Data were collected from 127 nurses working at a general hospital using a questionnaire. The data were analyzed with SPSS/WIN 23.0, employing descriptive statistics, t-tests, one-way ANOVA, the Scheffé test, Pearson’s correlation coefficient, and multiple linear regression. Results: The mean age of the participants was 29.24±6.49 years. Job stress had a mean score of 51.74±7.53, which was in the highest 50% range. Turnover intention was highest among nurses in their 20s, with both the 20s and 30s age groups having higher turnover intention than those aged 50 and older (F=8.89, p<.001). Nurses with 5 to 10 years of clinical experience had the highest turnover intention (39.09±6.74), and this was significantly higher compared to other experience groups (F=6.41, p<.001). Job stress and turnover intention were positively correlated (r=.51, p<.001). The regression model for turnover intention was statistically significant (F=10.57, p<.001), and the total explanatory power of the variables was 46.3%. Conclusion: To reduce turnover, efforts should focus on managing job stress and improving job satisfaction. Further research is needed to develop interventions aimed at reducing job stress and turnover intention.
Purpose: This study examined the impact of job stress on turnover intention among nurses in comprehensive nursing care units. Methods: This was a descriptive study. Data were collected from 127 nurses working at a general hospital using a questionnaire. The data were analyzed with SPSS/WIN 23.0, employing descriptive statistics, t-tests, one-way ANOVA, the Scheffé test, Pearson’s correlation coefficient, and multiple linear regression. Results: The mean age of the participants was 29.24±6.49 years. Job stress had a mean score of 51.74±7.53, which was in the highest 50% range. Turnover intention was highest among nurses in their 20s, with both the 20s and 30s age groups having higher turnover intention than those aged 50 and older (F=8.89, p<.001). Nurses with 5 to 10 years of clinical experience had the highest turnover intention (39.09±6.74), and this was significantly higher compared to other experience groups (F=6.41, p<.001). Job stress and turnover intention were positively correlated (r=.51, p<.001). The regression model for turnover intention was statistically significant (F=10.57, p<.001), and the total explanatory power of the variables was 46.3%. Conclusion: To reduce turnover, efforts should focus on managing job stress and improving job satisfaction. Further research is needed to develop interventions aimed at reducing job stress and turnover intention.
서 론 연구방법 연구결과 논 의 결 론 REFERENCES
