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김근령 ( Kim Guen-Lyoung ) - 부산대학교 간호대학
이해정 ( Lee Hae-Jung ) - 부산대학교 간호대학
조영숙 ( Cho Young-Suk ) - 부산대학교 간호대학
김명희 ( Kim Myung-Hee ) - 부산대학교 간호대학
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Abstract
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Purpose:The purpose of this study was to describe experience of turnover decision making in new graduate nurses (NGN).
Methods:This study used naturalistic inquiry approach. Data were collected from 15 NGNs who resigned from tertiary hospitals within 1 year after first hospital employment. Data were analyzed by constant comparison methods suggested by Lincoln and Guba (1985).
Results:The turnover experiences of NGNs derived 47 semantic units, 19 themes, and 6 categories. ‘Limitation of job competence’ derived from isolation, lack of nursing knowledge, lack of nursing skills ‘Work related burden’ derived from work overload and worries of making mistakes ‘Dissatisfaction with work environment’ derived from dissatisfied nursing management, dissatisfaction with overtime and salary, workplace bullying, and distress from inappropriate preceptorship; ‘Loss of self-esteem’derived from feelings of harassment, indifference, intimidation, exclusion, and humiliation; ‘Stress-related psychosomatic reaction’ derived from palpitation and sleep disturbance, dullness, neurologic hypersensitivity; ‘Disappointment of the unsupportive reaction from nurse managers’ characterized by inapprehension and careless.
Conclusion:The finding of this study suggest the needs ofinstitutional support systems, such as a ‘self-esteem promotion program’, ‘counsel windows’, and ‘dating with a new graduate nurses’, to prevent early turnover of NGNs.
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KeyWords
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간호사 , 이직의사결정 , 질적 연구
Nurses , Personnel Turnover , Decision making , Qualitative research
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원문 및 링크아웃 정보
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등재저널 정보
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