Relationships among basic psychological needs, organizational commitment, perceived authentic leadership and turnover intention in Korean nurses: A cross-sectional study

Abstract

Aim: This study determined the relationships of satisfaction and frustration with basic psychological needs, organizational commitment, perceived authentic leadership and turnover intention in nurses in South Korea.

Background: Minimizing nurse turnover is essential for improving the quality of nursing care and patient safety.

Methods: This was a cross-sectional, correlational pilot study of 216 nurses at a university hospital in South Korea. Data were collected with a self-report questionnaire, from 1 to 15 September 2020. Collected data were analysed using SPSS 24.0.

Results: Multiple regression analysis revealed that clinical experience (3 to 5 years, β = 2.35, p = .019; 5 to 10 years, β = 2.23, p = .026), subjective workload (severe, β = 2.10, p = .036; extreme, β = 2.84, p = .005), psychological needs frustration (β = 0.35, p < .001), organizational commitment (β = -0.17, p = .011) and perceived authentic nurse leadership (β = -0.14, p = .030) were found to have significant effects on nurses' turnover intention.

Conclusions: The results suggest that it is necessary to create a transparent work environment based on authentic leadership and consider individual frustrations with regard to basic psychological needs and organizational commitments.

Implications for nursing management: This study offers a new approach to reducing nurses' turnover. A strategy is needed for efficient nursing staffing management to assist with reduction of nurses' turnover intentions.