Effect of Perception of Career Ladder System on Job Satisfaction, Intention to Leave among Perioperative Nurses

Se Na Chae, Il Sun Ko, In Sook Kim, Kye Sook Yoon
2015 Journal of Korean Academy of Nursing Administration  
Purpose: This was a correlational study to identify effects of perception of clinical ladder system on job satisfaction and intention to leave in perioperative nurses. Methods: Participants were 154 of perioperative nurses from larger general hospitals in Seoul. Data were collected from April, 16 to 22, 2013 using self-report questionnaires which included items on perception of clinical ladder system, job satisfaction, and intention to leave. Data were analyzed using frequency, t-test, ANOVA,
more » ... y, t-test, ANOVA, Scheffé test, Pearson correlation coefficients, and multiple stepwise regression. Results: The average mean score for perception of clinical ladder system was midline at 2.69 point out of 4 point. Perception of clinical ladder system correlated positively with job satisfaction (r=.38, p<.01) and negatively with intention to leave (r=-.88, p<.01). Perception of clinical ladder system was the factor which most influenced job satisfaction explaining 17.1% of the variance, also perception of clinical ladder system was the factor which most influenced intention to leave, explaining 12.7% of the variance. Conclusion: Results of this study suggest that there is a need to enhance the perception of the clinical ladder system and to find ways to fulfill the expected effects for improving perioperative nurses' job satisfaction and reducing the intention to leave. This is an open access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (http://creativecommons.org/licenses/ by-nc/3.0), which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited. 서 론 1. 연구의 필요성 간호사는 병원 전체인력의 56.2%를 차지하는[1] 중요한 인 력이지만, 2013년 국내 443개 병원의 간호사 이직률은 평균 16.9%이고[2], 이직의도를 가지고 있는 잠재적 이직자를 포함 하면 70~80%에 이른다[3]. 그런데 숙련된 간호사의 이직은 새로운 인력의 모집, 선발, 교육에 대한 추가비용을 발생시킬 뿐만 아니라 조직의 안정성을 저해하고 있다. 간호사 이직의 ⓒ 2015 Korean Academy of Nursing Administration
doi:10.11111/jkana.2015.21.3.233 fatcat:7neu5brcpbgqxi5kbd4hpi56mu