This is a descriptive correlation study which is designed to compare teamwork between nurses and physicians who are the main medical manpower, and the impact of the teamwork on retention intention. This study is aiming to seek for a method of human re...
This is a descriptive correlation study which is designed to compare teamwork between nurses and physicians who are the main medical manpower, and the impact of the teamwork on retention intention. This study is aiming to seek for a method of human resource management for emergency room(ER) as well as to provide basic data in order to promote retention of quality medical manpower.
The subjects are 112 nurses and 56 physicians working at the ER in 1 industrial hospital and 4 university hospitals, and the data had been collected from November 7 to November 14 in 2015 by structured self- questionnaires.
The questionnaire used in this study to measure teamwork was developed by Larson & Lafasto (1989) and used by Loyd(2005) in his study. And it was translated into Korean and restructured by Kim(2006) but some parts were revised in this study depending on the subjects. The questionnaire to measure retention intention was developed by Cowin(2002) and standardized in Korean by Kim(2006). Some parts were also revised in this study depending on the subjects.
SPSS 19 was used to analyze collected data in order to calculate frequency, percentage, average, standard deviation, t-test, ANOVA, Scheffe’s test, Pearson’s correlation, Multiple Linear, Regression and Cronbach’s Alphas Coefficient.
The findings of this study are shown below.
1. Majority of the nurse participants are in their twenties(70.5%), female(92.9%), unmarried(77.7%) and university-graduated(92.9%). Majority of the nurse participants are general nurses(77.7%) and have less than 3 years tenure(38.4%) as well as less than 3 years tenure at their current hospitals(40.2%). 57.1% participants work for an industrial hospital and 46.4% participants have less than 3 years tenure at the ER. 45.5% of the participants have less than 3 year tenure at the ER of their current hospitals and 92.9% nurses do 5 to 10 days night shift per month. Majority of the physician participants are their thirties(69.6%) and 64.3% participants are male. 53.6% participants are unmarried and 58.9% are university-graduated. The majority of physician participants are residents(71.4%) and have 3 to 5 years tenure(32.1%). 44.6% of the participants have worked at the current hospitals for less than 3 years, and 57.1% participants work for university hospitals. 53.6% participants have less than 3 years tenure at the ER and 55.4% have worked at the ER of their current hospitals for less than 3 years. 58.9% of the participants do more than 10 days night shift per month.
2. Teamwork of the nurses shows average 3.55±0.59 out of 5. The sub-factors appear as shared goals 3.76±0.61, result-driven structure 3.65±0.64, teamwork satisfaction 3.54±0.84 and mutual cooperation 3.42±0.64.Teamwork of the physicians is average 3.37±0.73 out of 5. The sub-factors appear as shared goals 3.50±0.74, result-driven structure 3.46±0.81, teamwork satisfaction 3.36±0.88 and mutual cooperation 3.27±0.80.
3. Retention intention of the nurses shows average 4.91±1.42 out of 8, and the physicians’ retention intention appears 6.44±1.18.
4. As a result of teamwork analysis according to general and work-related features of the nurses, the difference of shared goals appears statistically significant depending on their age(t=2.03, p=.045), tenure(F=4.59, p=.005), tenure at the current hospitals(F=6.08, p=.003), tenure at the ER(F=4.16, p=.018). In addition, result-driven structure(t=-2.30, p=0.023) and teamwork satisfaction(t=-2.34, p=.021) statistically differs depending on hospital types. As a result of teamwork analysis according to general and work-related features of the physicians, the difference of teamwork(F=9.32, p<.001), shared goals(F=3.59, p=.034), result-driven structure(F=8.18, p=.001), mutual cooperation(F=9.19, p<.001) and teamwork satisfaction(F=8.02, p=.001) appears statistically significant depending on frequency of night shift per month.
5. As a result of retention intention analysis according to general and work-related features of the nurses, tenure(F=3.14, p=.028), tenure at their current hospital(F=4.44, p=.014), hospital type(t=-2.80, p=.006), tenure at the ER(F=3.21, p=.044), tenure at the ER of their current hospital(F=3.62, p=.030) appear significantly different depending on night shift per month(t=2.43, p=.017).The result of retention intention of the physicians according to their general and work-related features shows statistically significant difference depending on their tenure(F=3.38, p=.025).
6. The result of correlation analysis of teamwork and retention intention of the nurses shows that the sub-factors of teamwork, which are shared goals(r=0.35, p<.001), result-driven structure(r=0.38, p<.001), mutual cooperation(r=0.33, p<.001), teamwork satisfaction(r=0.41, p<.001), are positively(/) correlated with retention intention. In case of the physicians, shared goals(r=0.40, p=.002), mutual cooperation(r=0.35, p=.008) among the sub-factors of teamwork are positively(/) correlated with retention intention.
7. Multiple linear analysis had been conducted in order to analyse how general and work-related features of the nurses and teamwork effect on retention intention. The result shows positive(/) relationship between retention intention and teamwork satisfaction(t=2.09, p=.039) and negative(-) relationship between retention intention and night shift per month(t=-2.50, p=.014). In addition, university hospital(t=2.05, p=.042) significantly increases retention intention of the nurses. Regression model appears statistically significant(F=4.52, p<.001) and explanatory power of the model is 24.1%. Although multiple linear analysis had been conducted to analyse how general and work-related features of the physicians and teamwork effect on retention intention, no predictors have been found.
In conclusion, teamwork significantly increases retention intention of the nurses working at the ER. Especially because teamwork satisfaction is positively(/) related to retention intention, strategies to reinforce teamwork as well as to encourage teamwork-centered organizational culture are required in order to increase teamwork satisfaction that finally increases retention intention of the nurses.
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