{'fraction_non_alphanumeric': 0.039764359351988215, 'fraction_numerical': 0.019882179675994108, 'mean_word_length': 5.410377358490566, 'pattern_counts': {'":': 0, '<': 2, '<?xml version=': 0, '>': 0, 'https://': 0, 'lorem ipsum': 0, 'www.': 0, 'xml': 0}, 'pii_count': 0, 'substrings_counts': 0, 'word_list_counts': {'cursed_substrings.json': 0, 'profanity_word_list.json': 0, 'sexual_word_list.json': 0, 'zh_pornsignals.json': 0}}
Factors Influencing Differences in Turnover Intention according to Work Periods for Newly Graduated Nurses

Purpose: The purpose of this study was to describe differences in turnover intention according to work period for new nurses and to explore factors influencing differences in turnover intention. Methods: A longitudinal survey design was used. A structured questionnaire regarding CC (Clinical competence), MNC (Missed Nursing Care), WE (Work Engagement) and turnover intention was administered twice(at 2 months and 5 months of employment) to 98 new nurses working at a tertiary hospital. Results: The regression model with each of the differences for MNC, WE, and subjective satisfaction with department against differences of turnover intention was statistically significant (F=11.98, p<.001). This model explained 26% of differences in turnover intention (Adj. R=.26). Especially, differences in WE (β=-.43, p<.001), and differences in MNC (β=.18 p=.044) were identified as factors influencing differences in turnover intention. Conclusion: The turnover intention of new nurses decreased between the first 2 months and 5 months and this difference was influenced by WE and MNC. Therefore, it is necessary to provide social and institutional supports such as effective adaptation programs with sufficient periods of time for newly graduated nurses.