직무순환 경험을 한 간호사의 이직의도 영향요인: 혼합연구방법

초록

Purpose: This study aims to develop and validate a structural model based on Affective Events Theory to explain the relationships among nurses’ job rotation stress, psychological well-being, organizational commitment, and turnover intention. Additionally, it sought to explore nurses’ experiences with job rotation through in-depth interviews to enhance understanding of the quantitative findings. Methods: A sequential explanatory mixed-methods design was employed. The quantitative phase involved a survey conducted from October 24to November 21, 2024, among 219 general hospital nurses with prior job rotation experience. The hypothesized pathways were tested using structural equation modeling. In the qualitative phase, in-depth interviews were conducted with six nurses, from December 26, 2024 to January 17, 2025, and the data were analyzed using thematic analysis. Results: Job rotation stress had a significant direct effect on turnover intention (β=0.16, 95%CI=.00~.31), and an indirect effect through psychological well-being and organizational commitment (β= 0.16, 95%CI=.04~.27), resulting in a total effect of β=0.32 (95%CI=.15~.48). Qualitative findings indicatedthat turnover intention initially increased due to involuntary rotations and limited support, but decreased as nurses adapted and experienced professional growth. Conclusion: Job rotation stress significantly influenced turnover intention both directly and indirectly through the sequential mediation of psychological well-being and organizational commitment. Early support and clear communication regarding the purpose of job rotation may promote psychological stability and organizational commitment, thereby reducing turnover intention.

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