The purpose of this descriptive, correlational study was to identify, describe the patterns of nursing unit culture, nursing performance. job satisfaction and tti´rriover intention in thE~ hospital setting, and to analyze the relationships between nursing unit culture, nursing performance, job satisfaction and turnover intention among the characteristic of the subjects.
The subject consisted of 223 nurses who were employed in medical &surgical units of 3 different University hospitals in Seoul.
Dater collection was done in November, 1996 by mean:; of questionnaire.
The instruments used for this study were the questionnaire based on the Nursing unit cultural assessment tool developed by Coeling(.1993). Nursing performance scale used by Yoon(1991), Job satisfaction scale developed by Slavitt, et al. (197 8) and Turnover intention scale used by Lee(1995).
The data were analyzed by percentage distribution. ~earson correlation coefficient and ANOVA.
The summarized results were as follows
1. There was significant differences in the nursing unit culture between individual cultural behavior and group cultural behavior.
2. There was positive correlation between nursing unit culture. nursing performance -and job satisfaction.
3. There was negative correlation between nursing unit culture and turnover intention.
4. There was significant difference in nursing performance efficiency according to the age, educational level. professional carriex in the. nursing unit, in the hospital.
5. ´There was significant difference in turnover intention according to the age, educational level.
According to these results, the following implications can be made
1. It, needs to study on the nursing unit culture in other size hospitals and compare them to these results.
2. It is necessary to assess nursing unit culture and endeaveor good climate for the nursing orga ni´rational outcomes and prepare the training tour se of leadership of nurse manager.
3. In nursing administration. there should be an emphasis on assessment of staff nurses" cultural behavior in case of nurses orientation, allocation recruitment, continuning education. so that staff nurses performance and job satisfaction will be increased and trunover intention will be decreased.
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