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The Effect of Work-Life Balance on Job Satisfaction and Turnover Intention of Hospital Nurses: Compared to Female Wage Workers
Korean J Stress Res 2019;27:268-276
Published online September 30, 2019
© 2019 Korean Society of Stress Medicine.

Dong Min Son1 , Young-Il Jung2

1Department of Nursing, Ansan University, Ansan, 2Department of Environmental Health, Korea National Open University, Seoul, Korea
Correspondence to: Young-Il Jung
Department of Environmental Health, Korea National Open University, 86 Daehak-ro, Jongno-gu, Seoul 03087, Korea
Tel: +82-2-3668-4701
Fax: +82-2-741-4701
E-mail: extra012@knou.ac.kr
Received August 22, 2019; Revised September 10, 2019; Accepted September 11, 2019.
Articles published in stress are open-access, distributed under the terms of the Creative Commons Attribution License (http://creativecommons.org/licenses/by-nc/4.0), which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.
Abstract
Background: The purpose of this study was to examine the differences in work-life balance (WLB) between hospital nurses and female wage workers and to investigate its effect on job satisfaction and turnover intention.
Methods: This exploratory comparative study used data from five general hospital nurses (n=437) and college-graduate level female wage workers (n=786). After propensity score matching, the effects of WLB subtypes (work→life balance, life→work balance) on job satisfaction and turnover intention were analyzed.
Results: Hospital nurses had lower levels of WLB subtypes (2.6±0.5, 2.6±0.5), lower job satisfaction (2.8±0.7), higher turnover intention rate (65.5%) than wage workers (3.1±0.4, 2.9±0.4, 3.5±0.5, 1.7%). Analysis of job satisfaction showed significant relationship between work→life balance and job satisfaction in both groups (β=0.32, p≤.001; β=0.18, p=.004). Second, the analysis of turnover intention differed between the two groups. Among hospital nurses, the higher the level of work→life balance, the lower the turnover intention rate (OR=0.49, p=.015), while among wage workers, the opposite was true (OR=0.29, p=.038).
Conclusions: The level of WLB of hospital nurses was relatively low, negatively affecting job satisfaction and turnover intentions. Despite being one of the major female professions, the nursing occupation lacks support for WLB, suggesting a need for tailored support through organizational and social systems.
Keywords : Work-life balance, Job satisfaction, Personnel turnover, Nurse, Comparative study


September 2019, 27 (3)

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