Korean J Occup Health Nurs.  2022 May;31(2):77-85. 10.5807/kjohn.2022.31.2.77.

Effect of the Effort-Reward Imbalance and Job Satisfaction on Turnover Intention of Hospital Nurses

• Kim EY
• Jung SY
• Kim SH

• KMID: 2537013
• DOI: http://doi.org/10.5807/kjohn.2022.31.2.77

Abstract

Purpose
This study aimed to identify the influence of effort-reward imbalance and job satisfaction on turnover intention among hospital nurses.
Methods
Data were collected from January 28 to February 10, 2022, from 237 nurses from five hospitals including clinics, general hospitals, and tertiary care hospitals located in B city. The collected data were analyzed using descriptive statistics, t-test, ANOVA, the Scheffé test, Pearson’s correlation coefficients, and multiple linear regression analysis, using SPSS/WIN 26.0.
Results
The average of the effort-reward ratio, an indicator of effort-reward imbalance, was 1.67±0.66, and 86.5% of the participants had a value of 1 or more. The mean job satisfaction and turnover intention were 3.32±0.48 and 3.69±0.89 on a 5-point scale, respectively. Multiple regression revealed that factors affecting turnover intention among hospital nurses included effort-reward imbalance (β=.30,p<.001) and job satisfaction (β=-.32, p<.001), and these variables explained 29.0% of turnover intention.
Conclusion
These findings indicate that effort-reward imbalance and job satisfaction are associated with turnover intention. Therefore, to decrease the turnover intention of hospital nurses, interventions and policies should be prepared to resolve the nurse's effort-reward imbalance and increase job satisfaction at regional or national level hospitals.

Keyword

Personnel turnover; Reward; Job satisfaction; Nurses