신규간호사의 회복탄력성과 간호관리자 임파워링 리더십이 이직의도에 미치는 영향: 전환충격의 매개효과.
| Autor: | 정 현 진, 김 현 경, 정 석희 |
|---|---|
| Předmět: |
PSYCHOLOGICAL resilience
CROSS-sectional method PEARSON correlation (Statistics) NURSE administrators SELF-efficacy DATA analysis GRADUATES HOSPITAL nursing staff LEADERSHIP PEER relations LABOR turnover TERTIARY care DESCRIPTIVE statistics MANN Whitney U Test INTENTION NURSES' attitudes TRANSITIONAL programs (Education) PSYCHOLOGICAL stress RESEARCH methodology STATISTICS FACTOR analysis CONFIDENCE intervals |
| Zdroj: | Journal of Korean Academy of Nursing Administration; Jun2024, Vol. 30 Issue 3, p212-223, 12p |
| Abstrakt: | Purpose: This study aimed to identify the effects of resilience and nursing managers' empowering leadership on turnover intention among new nurses, as well as the mediating role of transition shock. Methods: This was a descriptive, cross-sectional study. Data were collected from 167 new nurses working in tertiary hospitals in Korea between July 1st and July 13, 2022. The relationships among the variables were analyzed using Pearson's correlation coefficients, and the factors affecting turnover intention were identified using PROCESS macro analysis. Results: Resilience (direct effect=-0.02, p=.781) and nursing managers' empowering leadership (direct effect=-0.00, p=.992) did not directly affect new nurses' turnover intention. Transition shock had mediating role in the relationship between resilience and turnover intention (indirect effect=-0.12, 95% Boot confidence interval=-0.23~-0.04) and between nursing managers' empowering leadership and turnover intention (indirect effect=-0.14, 95% Boot confidence interval=-0.23~-0.06). Conclusion: Resilience and nursing managers' empowering leadership indirectly influence turnover intention through transition shock among new nurses. To reduce turnover intention among new nurses, programs for preventing or mitigating their transition shock should be provided. In addition, improving the resilience of new nurses and nursing managers' empowering leadership may contribute to reducing turnover intention among new nurses by mitigating their transition shock. [ABSTRACT FROM AUTHOR] |
| Databáze: | Complementary Index |
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