Purpose : This study was conducted to identify the influencing factors of turnover intention with resilience and organizational socialization of new nurses.
Methods : Total of 130 new nurses who had under 12 months of clinical experience were recruited from a university hospital in D city. The data collection was conducted from 23 September to 5 October, 2020 with the structured questionnaires of resilience scale, organizational socialization and turnover intention. The data were analyzed by descriptive statistics and t-test, one-way ANOVA, Pearson's correlation coefficient and hierarchical multiple regression analysis using IBM SPSS V. 26.0 program.
Results : The results of this study are as follows.
1. The subjects were 24 years of age on average with 8.6 months of work experience, and 5.72 weeks of training with the preceptor on average. Most nurses were women (86.9%), unmarried (96.3%), and had college or higher education (95.4%) as their final education. Among 130 participants, 96 (73.8%) nurses reported they were assigned to the ward according to their preference, and 112 people (86.2%) had preceptors at their ward. 66 (50.8%) nurses were able to get "off duty" when they wanted, while 36 (27.7%) nurses reported that they chose nursing for their aptitude and interest.
2. The mean score of resilience subscales were measured in 5 point scale, ranged from 3.62 for coping to 3.10 for regulation of emotion and cognition. In organizational socialization, the mean score of personal characteristics was 3.70 (out of 5). and The turnover was 3.74 points(out of 5) on average.
3. Among general and job related factors, motivation to choose nursing (F=4.148, p=.008) and male (t=-2.538, p=.012) was significantly associated with resilience and organizational socialization. No general factor was significantly associated with turnover intention.
4. Turnover intention of new nurses was negatively correlated with resilience (r=-.19), personal characteristics (r=-.35), group characteristics (r=-.18), job performance (r=-.35), organizational immersion (r=-.44), and burnout (r=-.32).
5. Multiple regression showed that being male(F=-2.248, p=.026) and the organizational socialization explained 23.7% of variance in turnover intention of new nurses (F=4.814, p=〈.001). Among the sub-factors of organizational socialization, organizational immersion(t=-2.553, p=.012), and burnout (t=-2.124, p=.036) were significant influencing factors.
Conclusions : The study finding showed that organizational socialization was the most important modifiable factor to explain turnover intention among new nurses, specifically organizational immersion and exhaustion subcales. Therefore, in order to reduce the turnover of new nurses, nursing and medical institutions should identify various policy measures and factors to improve resilience, and develop customized education programs suitable for months to enhance organizational socialization for new nurses. It is believed that this will improve the ability to adapt and perform clinical competence for new nurses and consequently to provide high quality care in clinical practice.