공공병원의 간호조직문화와 직장 내괴롭힘이 이직의도에 미치는 영향

This descriptive study investigated the effect of organizational nursing culture and workplace bullying on nurses’ turnover intention in public hospitals. The study findings provided foundational data to help improve nurses’ performance and manage human resources effectively. Using a convenience sampling, 240 nurses working at four public hospitals were recruited for this study from July 17 to July 28 in 2017. A total of 217 responses from the nurses were used for the final data analysis. The factors which had the greatest effect on nurses’ turnover intention were found to be relationship-oriented culture (β=-.147) and workplace bullying result (β=.430). The explanatory power of these variables for nurses’ turnover intention was 24.1%. The findings of this study showed that relationship-oriented culture and workplace bullying result were the major factors in nurses’ turnover intention. Based on these findings, a relationship-oriented nursing organizational culture should be encouraged. To prevent workplace bullying and to change perceptions about workplace bullying, establishment of a positive nursing environment through appropriate attention and effort given by the nursing organizations is vital. An integrated strategy considering all relevant factors on individual and organizational levels could lead to satisfaction in organizational life and reduction in nursing staff turnover.