The effect of organizational communication and grit on turnover intention of rehabilitation hospital nurses: A cross-sectional correlation study

The effect of turnover intention of nurses in rehabilitation hospitals

Article information

J Korean Gerontol Nurs. 2025;27(1):35-44

Publication date (electronic) : 2025 February 28

doi : https://doi.org/10.17079/jkgn.2024.00598

Inji Ha ¹

, Heeok Park^,²

, Ji Hun Joung ¹

¹Graduate Student, Graduate School of Nursing, Keimyung University, Daegu, Korea

²Professor, College of Nursing, Research Institute of Nursing Science, Keimyung University, Daegu, Korea

Corresponding author: Heeok Park College of Nursing, Research Institute of Nursing Science, Keimyung University, 1095 Dalgubeol-daero, Dalseo-gu, Daegu 42601, Korea TEL: +82-53-258-7655 E-mail: hopark@kmu.ac.kr

Received 2024 September 5; Revised 2025 January 3; Accepted 2025 January 13.

Abstract

Purpose

The purpose of this study was to investigate the effects of organizational communication and grit on nurses’ turnover intention in rehabilitation hospitals.

Methods

The subjects of this study included 159 nurses with more than 6 months of experience working in a rehabilitation hospital. The collected data was analyzed by descriptive statistics, t-test, one-way ANOVA, Scheffé test, Pearson correlation coefficient, and stepwise multiple regression analysis using SPSS 29.0.

Results

The subjects’ organizational communication was 3.34±0.38, grit 2.99±0.31, and turnover intention 2.84±0.57. Turnover intention showed a negative correlation with organizational communication (r=-.38, p<.001) and grit (r=-.41, p<.001). The factors significantly affecting turnover intention included grit (β=-.30, p<.001), the scheduled period of employment (age of retirement; β=-.30, p<.001), organizational communication (β=-.26, p<.001), and salary satisfaction (satisfied to very satisfied; β=-.17, p=.014) in order. These actors explained 38.2% of turnover intention.

Conclusion

Based on this study’s findings, reducing nurses’ turnover intention in rehabilitation hospitals requires developing with effective measures to improve grit and organizational communication and allowing them to work as long as possible.

Keywords: Personnel turnover; Communication; Rehabilitation nursing

INTRODUCTION

1. Rationale

Rehabilitation hospital nurses focus on maximizing patients’ remaining functional abilities and facilitating their recovery. Their responsibilities include direct patient care, cognitive rehabilitation, counseling, education, and care coordination [1]. Rehabilitation hospitals do not have emergency departments; therefore, rehabilitation hospital nurses must be capable of handling emergent situations and delivering specialized nursing care [2]. Additionally, experienced nurses contribute to improved patient outcomes, including functional recovery and timely discharge, which is relevant in rehabilitation hospitals, in which long-term hospitalization is common [3]. Therefore, securing a stable workforce of skilled nurses is crucial, calling for strategies to understand and reduce turnover intention.

According to the 2023 Korea Hospital Nurses Association Workforce Survey, the resignation rate among nurses was 18.7%, with the most common reasons being job dissatisfaction (17.1%) and transition to another hospital (14.4%) [4]. Turnover rates varied by hospital type (for medical-surgical floors), with long-term care hospitals (26.0%), general hospitals (27.1%), tertiary hospitals (15.1%), and smaller healthcare facilities experiencing higher rates [5]. Turnover intention refers to an individual’s inclination to leave their current job and is a key predictor of actual turnover [6]. Factors associated with turnover intention are categorized into organizational and individual factors [7]. Since turnover intention is determined by multiple factors, a comprehensive approach is required to understand its underlying causes. Previous studies have identified age, marital status, job satisfaction, work environment, employment type, planned career duration, and burnout as individual factors influencing turnover intention, whereas organizational commitment, role conflict, emotional labor, communication skills, and job stress have been recognized as organizational factors [3,5-7].

Particularly, organizational communication is critical for rehabilitation hospital nurses. As these nurses frequently collaborate with physicians, caregivers, physical therapists, social workers, and other interdisciplinary team members while advocating for patients’ needs within multidisciplinary teams, effective organizational communication is critical [8]. Within an organization, effective communication enhances psychological well-being, increases work efficiency, and strengthens organizational commitment [9]. Conversely, poor communication can lead to interpersonal conflicts, negative emotions, decreased job satisfaction, and turnover intention [10].

Studies on the association between organizational communication and turnover intention are lacking; however, studies that examined the relationship between organizational communication and work-related variables, such as job satisfaction and job embeddedness, suggest that higher levels of organizational communication contribute to increased job satisfaction, which enhances organizational commitment and job embeddedness. Although these findings imply an indirect relationship between organizational communication and turnover intention, direct empirical evidence remains limited. Provided the interdisciplinary nature of rehabilitation nursing and importance of communication in this setting, further investigation into the relationship between organizational communication and turnover intention is warranted.

Grit refers to long-term passion and perseverance in the pursuit of meaningful goals and demonstration of resilience despite failure, adversity, and setbacks [11]. Grit positively influences an individual’s professional competence and problem-solving abilities [12]. Studies in other disciplines have identified an inverse relationship between grit and turnover intention. A study conducted on workers in 2021 indicated that employees with higher grit exhibit stronger organizational trust and lower turnover intention [13]. Furthermore, international studies have highlighted grit as a key factor in the recovery and rehabilitation of patients with stroke, suggesting that it may be a critical attribute for rehabilitation nurses who care for these patients [14]. Provided the long-term nature of rehabilitation care, grit may be an essential psychological resource for nurses, helping them sustain motivation and resilience in their roles. Thus, the relationship between grit and turnover intention should be explored among rehabilitation hospital nurses.

Most previous studies on turnover intention in rehabilitation hospital nurses have primarily focused on organizational factors and examined their correlation with turnover intention. However, this study aimed to expand the scope by incorporating individual factors, specifically grit and organizational communication and examine their effects on turnover intention, to provide foundational data to inform the development of strategies to mitigate turnover intention and improve nurse retention in rehabilitation hospitals.

2. Objectives

This study aimed to investigate the levels of organizational communication, grit, and turnover intention among nurses in rehabilitation hospitals and examine the effect of organizational communication and grit on turnover intention. The specific objectives are as follows:

1) To identify the participants’ general characteristics.

2) To identify the levels of organizational communication, grit, and turnover intention among rehabilitation hospital nurses.

3) To identify the differences in turnover intention based on participants’ general characteristics.

4) To identify the correlations among organizational communication, grit, and turnover intention.

5) To identify the effects of organizational communication and grit on turnover intention.

METHODS

Ethical statement: This study was approved by the Institutional Review Board (IRB) of Keimyung University (IRB No. 40525-202401-HR-064-02). Informed consent was obtained from the participants.

1. Study Design

This descriptive correlational study of rehabilitation hospital nurses aimed to determine the extent of organizational communication and grit and their impact on turnover intentions. This study was written in accordance with the Strengthening the Reporting of Observational Studies in Epidemiology reporting guidelines (https://www.strobe-statement.org).

2. Participants

The participants were nurses working in three rehabilitation hospitals of Daegu City, with at least 6 months of work experience. The required sample size was determined using G*Power 3.1.9.7 software. Based on a previous study by Choi and Cho [15] on factors influencing nurses’ turnover intention, the minimum sample size required for a medium effect size of 0.15, significance level of 0.05, and power of 0.80 with 15 general characteristics and three key variables (organizational communication, grit, and turnover intention) was 146. To account for an anticipated 10% dropout rate, 163 questionnaires were distributed. After excluding one incomplete questionnaire and three unreturned questionnaires, 159 responses were included in the final analysis.

3. Instruments

A structured questionnaire comprising 66 items was used to collect data on general characteristics, organizational communication, grit, and turnover intention. Permission to use or modify each instrument was obtained from the original developers or translators before use.

1) General and Work-Related Characteristics

General and work-related characteristics included 15 items; gender, age, religion, marital status, highest educational attainment, work type, number of night shifts per month, total nursing experience, current workplace tenure, job position, expected duration of employment at the current hospital, previous job changes, salary, salary satisfaction, and job satisfaction.

2) Organizational Communication

Organizational communication was measured using the Communication Satisfaction Questionnaire, originally developed by Downs and Hazen [16] and adapted for nursing organizations by Hong [17]. This tool comprises 24 items in four domains; vertical communication (eight items), horizontal communication (five items), communication media (six items), and organizational climate (five items). Item 6 is reverse-scored. Each item was rated on a 5-point Likert scale (1=“strongly disagree” to 5=“strongly agree”), with higher scores indicating higher levels of organizational communication. The reliability of the instrument (Cronbach’s α) was .95 during development, .88 in Hong’s study [17], and .84 in this study.

3) Grit

Grit was measured using the Clinical Nurses Grit Scale, developed by Park et al. [18]. This scale comprises 14 items in three subscales; perseverance (five items), passion (five items), and intrinsic motivation (four items). Each item was rated on a 4-point Likert scale (1=“strongly disagree” to 4=“strongly agree”), with higher scores indicating higher grit levels. The reliability of the instrument (Cronbach’s α) was .91 during development and .82 in this study.

4) Turnover Intention

Turnover intention was assessed using a modified version of Mobley’s Turnover Process Model [19], translated and revised by Lee [20], and further adapted by Ham [21] to replace “workplace” with “hospital.” This tool comprises 13 items, with items 4 and 12 being reverse-scored. Each item was measured on a 5-point Likert scale (1=“strongly disagree” to 5=“strongly agree”), with higher scores indicating greater turnover intention. The reliability of the instrument (Cronbach’s α) was .94 during development, .89 in Ham’s study [21], and .85 in this study.

4. Data Collection

This study was approved by the Institutional Review Board (IRB) of Keimyung University (IRB No: 40525-202401-HR-064-02), and data were obtained between March 26, 2024 and April 1, 2024. The author contacted three rehabilitation hospitals in Daegu City by telephone and visited them in person to explain the study’s objectives and methodology to the directors of nursing and obtain permission for data collection. Recruitment notices were posted on hospital bulletin boards to invite participants. All potential participants were informed about the study’s purpose, procedures, estimated completion time, confidentiality measures, and their right to withdraw at any time without consequences. After explaining that the questionnaires were anonymous and collected data were used exclusively for research purposes, written consent were obtained. To ensure confidentiality, each participant’s data were assigned a coded identifier. The data were securely stored on a password-protected laptop, and all research materials were maintained in a locked storage area in compliance with Article 15 of the Bioethics and Safety Act Enforcement Rules. The data will be retained for three years and destroyed using a document shredder. Completing the questionnaire took approximately 15 minutes, and participants received a small token of appreciation for their time.

5. Data Analysis

Data were analyzed using SPSS/WIN 29.0 software (IBM Corp.). General characteristics were analyzed using frequency, percentage, mean, and standard deviation, and organizational communication, grit, and turnover intention were analyzed with mean and standard deviation. Differences in turnover intention based on general characteristics were examined using t-tests and one-way ANOVA, with Scheffé’s post-hoc test conducted for multiple comparisons if homogeneity of variance was confirmed. The relationships among organizational communication, grit, and turnover intention were assessed using Pearson’s correlation coefficients. Stepwise multiple regression analysis was performed to identify factors influencing turnover intention.

RESULTS

1. General and Work-Related Characteristics

The participants’ general characteristics are listed in Table 1. The participants were 159 rehabilitation hospital nurses, of whom 132 (83.0%) were women and 27 (17.0%) were men. The most common age group was 30 to <40 years (n=69, 43.4%), with a mean age of 32.57±6.81 years. Most participants had no religious affiliation (n=98, 61.6%), were married (n=81, 50.9%), and held a bachelor’s degree (n=141, 88.7%). Regarding work-related characteristics, most participants worked rotating 8-hour shifts (n=119, 74.8%), and worked <6 night shifts monthly (n=86, 54.1%).

Table 1.

Subjects’General Characteristics (N=159)

Regarding total nursing experience, the largest group had 3~10 years of experience (n=79, 49.7%), have worked <3 years in the current hospital (n=73, 45.9%). Most participants were staff nurses (n=127, 79.9%). Regarding expected duration of employment at the current hospital, 64 (40.3%) intended to work until retirement. A total of 134 (84.3%) had changed jobs before, with 71 (53.0%) having changed jobs once. The most common salary range was 2.5~2.9 million KRW monthly (n=81, 50.9%), followed by 3.0~3.4 million KRW (n=40, 25.2%), and 2.0~2.4 million KRW (n=28, 17.6%). Most participants reported dissatisfaction to strong dissatisfaction with their salary (n=83, 52.2%) and were neutral regarding satisfaction with the nursing profession (n=75, 47.2%).

2. Levels of Organizational Communication, Grit, and Turnover Intention

The participants’ levels of organizational communication, grit, and turnover intention are listed in Table 2. The mean organizational communication score was 3.34±0.38 on a 5-point scale, with the highest score for vertical communication (3.73±0.48), followed by communication media (3.37±0.52), horizontal communication (3.19±0.50), and organizational climate (2.86±0.60). The mean grit score was 2.99±0.31 on a 4-point scale, with the highest score for intrinsic motivation (3.14±0.48), followed by passion (3.10±0.36), and perseverance (2.75±0.36). The mean turnover intention score was 2.84±0.57 on a 5-point scale.

Table 2.

Subjects’ Organizational Communication, Grit, and Turnover Intention (N=159)

3. Differences in Turnover Intention According to General Characteristics

Differences in turnover intention based on participants’ general characteristics are presented in Table 3. Statistically significant differences in turnover intention were observed for total nursing experience (F=3.90, p=.024), expected duration of employment at the current hospital (F=6.90, p<.001), salary satisfaction (F=16.76, p<.001), and job satisfaction (F=18.35, p<.001). Post-hoc analysis showed that nurses with 3~10 years of total experience had significantly higher turnover intention than those with <3 years of experience. Nurses who expected to work for <5 years had significantly higher turnover intention than those who intended to remain until retirement. Turnover intention was significantly higher among nurses who reported dissatisfaction to strong dissatisfaction with their salary compared to those who reported neutral or satisfied responses. Similarly, nurses who reported dissatisfaction to strong dissatisfaction with their job had significantly higher turnover intention than those who reported neutral or satisfied responses.

Table 3.

Differences in Turnover Intention by Subjects’ Characteristics (N=159)

4. Correlations Among Organizational Communication, Grit, and Turnover Intentions

The correlations among organizational communication, grit, and turnover intention are shown in Table 4. Turnover intention had a significant negative correlation with organizational communication (r=-.38, p<.001) and grit (r=-.41, p<.001).

Table 4.

Subjects’ Correlation Between Organizational Communication, Grit, and Turnover Intention (N=159)

5. Predictors of Turnover Intention

The predictors of turnover intention are presented in Table 5. Stepwise multiple regression analysis was conducted with turnover intention as the dependent variable. Six independent variables were included; total nursing experience, expected duration of employment at the current hospital, salary satisfaction, and job satisfaction, which were found to be statistically significant in the group comparison analysis, and organizational communication and grit, which showed significant correlations with turnover intention. Total years of experience, expected duration of employment at the current hospital, nursing job satisfaction, and salary satisfaction were dummy-coded.

Table 5.

Factors Influencing Subjects’ Turnover Intention (N=159)

The regression model was statistically significant (F=17.29, p<.001). Multicollinearity was assessed, with tolerance values ranging from 0.10~0.24 (all <1.0) and variance inflation factors ranging from 1.11~1.31 (<10), confirming no multicollinearity issues. The Durbin-Watson statistic was 1.97, indicating no autocorrelation among independent variables. Based on the stepwise multiple regression analysis, grit (β=-.30, p<.001), expected duration of employment at the current hospital (β=-.30, p<.001), organizational communication (β=-.26, p<.001), and salary satisfaction (β=-.17, p=.014) were significant predictors of turnover intention. The adjusted R² for the final model was 38.2%, indicating that these variables collectively explained 38.2% of the variance in turnover intention.

DISCUSSION

This descriptive correlational study examined the levels of turnover intention among rehabilitation hospital nurses and assessed the impact of organizational communication and grit on turnover intention.

The mean turnover intention score among the participants was 2.84 out of 5. This result aligns with previous studies conducted among nurses in rehabilitation hospitals, in which Kim and Park [2] reported a mean score of 3.04, and Yun [22] found a mean score of 3.03 among nurses in small- and medium-sized hospitals. However, the mean turnover intention score was higher (3.60) in a study by Lee and Lee [23] involving university hospital nurses. The lower turnover intention in rehabilitation hospital settings compared to university hospitals may be attributed to differences in organizational culture. Small- and medium-sized hospitals have a more relationship-oriented culture rather than a hierarchical one, which has been associated with lower turnover intention [24].

Stepwise multiple regression analysis identified grit, expected duration of employment at the current hospital, organizational communication, and salary satisfaction as significant predictors of turnover intention, explaining 38.2% of the variance.

Grit was the most potent predictor of turnover intention among rehabilitation hospital nurses. The mean grit score in this study was 2.99, which is comparable to the 2.92 reported in a study by Lee [25] on general hospital nurses but lower than the 3.37 reported by Kim [26] for emergency department nurses. Grit is recognized as a positive psychological trait that helps individuals overcome adversity and setbacks in the workplace, contributing to greater perceived control and work-life balance [11]. Additionally, higher education levels have been associated with higher grit scores, as nurses with greater grit tend to engage in continuous professional development to enhance their expertise [27], suggesting that a nurses’ passion to continue education and advance professional expertise may be associated with grit. Therefore, hospitals must develop and actively promote grit-enhancing programs to support nurses.

Expected duration of employment at the current hospital significantly predicted turnover intention. A previous study on rehabilitation hospital nurses [2] reported that a longer anticipated duration of employment is associated with lower turnover intention. Hence, nursing managers should identify and provide targeted support for nurses with shorter expected employment durations to enhance their engagement and interest in their work. Strategies, such as career development programs and initiatives aimed at increasing job satisfaction, must be implemented to help reinforce nurses’ sense of belonging and reduce turnover intention.

Organizational communication was a significant predictor of turnover intention. Provided that rehabilitation hospitals primarily comprise multidisciplinary teams, organizational communication directly impacts work efficiency and patient outcomes [28]. Higher levels of organizational communication contribute to improved treatment outcomes, increased patient satisfaction, and enhanced nursing performance [9]. The mean organizational communication score in this study was 3.34. Although there is no study examining the direct relationship between organizational communication and turnover intention, this score is comparable to the 3.35 reported by Lee and Yoo [29] in a study on job embeddedness among nurses. Among the domains of organizational communication, vertical communication had the highest score (3.73), followed by communication media (3.37), horizontal communication (3.19), and organizational climate (2.86). The finding that vertical communication was the highest-rated domain aligns with Lee and Yoo’s study [29]. Regardless of hospital size, nurses tend to follow directives and respect the opinions of their supervisors. Additionally, nursing managers often make efforts to collect feedback and address concerns raised by their team members, which may contribute to the relatively high scores in vertical communication [28,29].

Salary satisfaction was a significant predictor of turnover intention, consistent with findings from studies on nurses in long-term care and small- to medium-sized hospitals [30]. In this study, turnover intention was highest among nurses who reported dissatisfaction to strong dissatisfaction with their salary. Most participants had 3~10 years of total nursing experience, which is a critical period if financial stability becomes a primary concern because of family responsibilities, such as childcare and household financial obligations [22].

This study is significant in that it comprehensively analyzed organizational and psychological factors influencing turnover intention in rehabilitation hospital nurses. Particularly, the study incorporated variables that have not been widely explored previously, namely organizational communication and grit, and confirmed that these factors affect nurses’ turnover intention. The findings highlight the need for strategies to improve organizational communication and grit as part of efforts to reduce turnover intention.

However, this study has a few limitations. The findings may not be generalizable, as the study was conducted with nurses from three rehabilitation hospitals in Daegu Metropolitan City. The instrument used to measure organizational communication was originally developed for general corporate employees, which may limit its applicability to the rehabilitation hospital setting. Future research should consider developing and validating an organizational communication tool tailored to the characteristics of rehabilitation hospitals.

CONCLUSION

This study investigated the impact of organizational communication and grit on turnover intention to provide foundational data for human resource management strategies aimed at reducing turnover intention. The results demonstrated that grit, expected duration of employment at the current hospital, organizational communication, and salary satisfaction significantly predicted turnover intention. Based on these findings, interventions should focus on developing programs to enhance grit among nurses and implementing hospital-level strategies to extend anticipated employment duration. Additionally, it is important to improve organizational communication strategies that align with the specific work environment in rehabilitation hospitals, establish an appropriate compensation structure, and improve working conditions to increase salary satisfaction.

Several recommendations can be made based on the study findings. First, this study has limited generalizability, as it was conducted among rehabilitation hospital nurses in a single metropolitan area. Future research should expand the study scope by including a larger sample from multiple regions. Second, the instrument used to measure organizational communication was originally developed for corporate employees, which may not fully capture the communication dynamics specific to rehabilitation hospitals. Future studies should develop and validate a measurement tool tailored to this setting. Finally, grit was identified as the strongest predictor of turnover intention. Provided its importance, studies should develop and evaluate hospital-level programs to foster motivation and engagement based on nurses’ psychological characteristics and career stages.

Notes

Authors' contribution

Study conception and design acquisition - IH and HP; Data collection - IH; Analysis and interpretation of the data - IH, HP, and JHJ; Drafting - IH and HP; Critical revision of the manuscript - IH, HP, and JHJ; Final approval - IH, HP, and JHJ

Conflict of interest

No existing or potential conflict of interest relevant to this article was reported.

Funding

None.

Data availability

Please contact the corresponding author for data availability.

Acknowledgements

This paper is an excerpt of some of the master’s thesis by the first author Inji Ha at Keimyung University.

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Characteristic	Category	n (%)	Mean±SD
Gender	Woman	132 (83.0)
	Man	27 (17.0)
Age (year)	<30	62 (39.0)	32.57±6.81
	30 to <40	69 (43.4)
	≥40	28 (17.6)
Religion	Yes	61 (38.4)
	No	98 (61.6)
Marriage	Single	78 (49.1)
	Married	81 (50.9)
Education	Diploma	18 (11.3)
	Bachelor of science nursing	141 (88.7)
Type of work	Three shifts	119 (74.8)
	Fixed work	40 (25.2)
Number of night shifts	<6	86 (54.1)
	≥6	73 (45.9)
Total career (year)	<3	32 (20.1)
	3 to <10	79 (49.7)
	≥10	48 (30.2)
One’s current career (year)	<3	73 (45.9)
	3 to <10	70 (44.0)
	≥10	16 (10.1)
Post position	General nurse	127 (79.9)
	Responsible nurse	32 (20.1)
Scheduled period of employment (year)	<5	57 (35.8)
	5 to ≤10	38 (23.9)
	To retirement age	64 (40.3)
Experience of changing jobs	Yes	134 (84.3)
	No	25 (15.7)
Number of turnovers	0	25 (15.7)
	1	71 (44.7)
	2	38 (23.9)
	≥3	25 (15.7)
Monthly income (10,000 won)	200 to <250	28 (17.6)
	250 to <300	81 (50.9)
	300 to <350	40 (25.2)
	≥350	10 (6.3)
Salary satisfaction	Unsatisfied~very unsatisfied	83 (52.2)
	Average	57 (35.9)
	Satisfied~very satisfied	19 (11.9)
Nursing satisfaction	Unsatisfied~very unsatisfied	33 (20.8)
	Average	75 (47.2)
	Satisfied~very satisfied	51 (32.0)

Variable	Possible range	Mean±SD	Minimum	Maximum
Organizational communication	1~5	3.34±0.38	2	4
Vertical communication		3.73±0.48	3	5
Horizontal communication		3.19±0.50	2	4
Media		3.37±0.52	2	5
Organizational climate		2.86±0.60	1	4
Grit	1~4	2.99±0.31	2	4
Persistence to achieve long-term goals		2.75±0.36	2	3
Passion to become a nursing expert		3.10±0.36	2	4
Patient-oriented intrinsic motivation		3.14±0.48	2	4
Turnover intention	1~5	2.84±0.57	2	4

Characteristic	Category	Turnover intention
Characteristic	Category	Mean±SD	t/F	p (Scheffé)
Gender	Woman	2.86±0.59	0.87	.385
	Man	2.75±0.49
Age (year)	<30	2.91±0.67	1.97	.146
	30 to <40	2.83±0.53
	≥40	2.70±0.38
Religion	Yes	2.81±0.52	-0.58	.563
	No	3.86±0.59
Marriage	Single	2.87±0.61	0.59	.559
	Married	2.81±0.52
Education	Diploma	2.64±0.48	-1.61	.108
	Bachelor of science nursing	2.86±0.58
Type of work	Three shifts	2.84±0.57	0.06	.956
	Fixed work	2.83±0.58
Number of night shifts	<6	2.86±0.46	0.54	.589
	≥6	2.81±0.67
Total career (year)	<3	2.62±0.57	3.90	.024
	3 to <10	2.96±0.63		(b>c>a)
	≥10	2.80±0.38
One’s current career (year)	<3	2.73±0.56	1.62	.195
	3 to <10	2.82±0.73
	≥10	2.93±0.50
Post position	General nurse	2.86±0.60	1.03	.305
	Responsible nurse	2.76±0.41
Scheduled period of employment (year)	<5^a	3.00±0.60	6.90	<.001
	5 to ≤10^b	2.88±0.70		(a>b>c)
	To retirement age^c	2.67±0.38
Experience of changing jobs	Yes	2.86±0.58	1.24	.217
	No	2.71±0.52
Number of turnovers	1	2.86±0.60	0.22	.800
	2	2.82±0.56
	≥3	2.92±0.52
Monthly income (10,000 won)	200 to <250	2.86±0.64	1.17	.332
	250 to <300	2.83±0.63
	300 to <350	2.83±0.41
	≥350	2.68±0.27
Salary satisfaction	Unsatisfied~very unsatisfied^a	3.06±0.58	16.76	<.001
	Average^b	2.63±0.46		(a>b>c)
	Satisfied~very satisfied^c	2.51±0.39
Nursing satisfaction	Unsatisfied~very unsatisfied^a	3.30±0.46	18.35	<.001
	Average^b	2.79±0.54		(a>b>c)
	Satisfied~very satisfied^c	2.62±0.52

Variable	B	SE	β	t	p	VIF
(Constant)	6.13	0.43	-	14.23	<.001	-
Grit	-0.56	0.12	-.30	-4.58	<.001	1.11
Scheduled period of employment^* (to retirement age)	-0.35	0.08	-.30	-4.21	<.001	1.31
Organizational communication	-0.38	0.10	-.26	-3.70	<.001	1.21
Salary satisfaction^* (unsatisfied~very unsatisfied)	-0.30	0.12	-.17	-2.48	.014	1.20
R²=.410, adjusted R²=.382, F=17.29, p<.001