Purpose This study aimed to examine the moderating effect of calling on the relationship between post-traumatic stress and turnover intention among nurses caring for COVID-19 patients. Methods Data were collected from 151 nurses caring for COVID-19 patients at three university hospitals located in D City. Participants completed selfreported online surveys on post-traumatic stress (IES-R-K), calling (CVQ-R), and turnover intention. Descriptive statistics, t-tests, one-way ANOVA, Scheffé test, Pearson's correlation coefficients, and hierarchical multiple regression were performed using SPSS 25.0. Results The mean scores of post-traumatic stress, calling, and turnover intention were 0.83±0.70, 1.51±0.71, and 2.89±1.10, respectively. Post-traumatic stress had positive correlations with calling (r=.20, p=.011) and turnover intention (r=.29, p=.001), whereas calling had a negative correlation with calling and turnover intention (r=-.17, p=.029). Calling had a moderating effect in the relationship between post-traumatic stress and turnover intention (β=-.16, p=.032). Conclusion Calling has a moderating effect on the relationship between post-traumatic stress and turnover intention. Therefore, developing and implementing a program is necessary to strengthen nurses' perceptions of calling to prevent nurses with post-traumatic stress from leaving their jobs.
Purpose The purpose of this study was to establish a structural model explaining the factors affecting advanced beginner-stage nurses' intention to continue employment. This model was designed to provide basic data for improving the intention to continue employment among advanced beginner-stage nurses and to efficiently manage nurses as human resources. Methods In order to construct a hypothetical model, latent factors affecting nurses' intention to continue employment were identified through systematic review and meta-analysis. As a result of systematic review, hypothetical model was constructed with nursing professionalism, calling, work environment, positive psychological capital, and job satisfaction. Structural equation modeling was then conducted through SPSS 25.0, AMOS 22.0, and Mplus 6.12 statistics programs. Results First, none of the pathways affected by nursing professionalism were statistically significant. Second, the final structural model showed fit very well based on the fit indices RMSEA=.062, SRMR=.052, RMR=.048, CFI=0.95, and TLI=0.94. Conclusion This study’s results identified that job satisfaction, calling, work environment, and positive psychological capital affected advanced beginner-stage nurses' intention to continue employment. Among these, job satisfaction was the most powerful variable influencing the decision to continue employment for advanced beginner-stage nurses.
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Purpose This study was done to identify mediating effects of calling and role breadth self-efficacy in the relationship between supportive supervision and job crafting for nurses in general hospitals. Methods A descriptive correlational design was used. Participants were 128 nurses in general hospitals. Measurements included the Supportive Supervision Scale, the Job Crafting Scale, the Korean version of the Calling and Vocation Questionnaire, and the Role Breadth Self-efficacy Scale. Data were analyzed using descriptive statistics, Pearson correlation coefficients analysis, and multiple regression analysis with Hayes's method for mediation. Results Supportive supervision showed a significant positive correlation with calling (r=.51, p<.001) and role breadth self-efficacy (r=.40, p<.001). Job crafting was also significantly correlated with supportive supervision (r=.51, p<.001), calling (r=.42, p<.001), and role breadth self-efficacy (r=.38, p<.001). Furthermore, calling (β=.15, p=.013) and role breadth self-efficacy (β=.15, p=.011) showed a mediation effect on the relationship between supportive supervision and job crafting. Conclusion The impact of supportive supervision on job crafting in general hospital nurses was mediated by calling and role breadth self-efficacy. This result suggests that strategies for enhancing supportive supervision, calling and role breadth self-efficacy of nurses in general hospitals should be considered when developing programs for improving nurses’ job crafting.
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PURPOSE This study was done to identify the mediating effect of self-efficacy on the relationships between calling and nursing professionalism for nurses in general hospitals. METHODS Participants were 119 nurses in general hospitals. A survey was used and data were collected in April 2018. Data were analyzed using the IBM SPSS/WIN 22.0 program. RESULTS The significant predictors for the nursing professionalism of nurses were self-efficacy (β=.61) and clinical career in current hospital (β=−.21). These variables explained 42% of the variance in nursing professionalism of nurses. Also, self-efficacy had a total mediating effect on the relationship between calling and nursing professionalism. CONCLUSION Findings indicate that calling and self-efficacy are important factors for nursing professionalism of nurses in general hospitals.
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