Factors associated with retention intention of Registered Nurses in Korean nursing homes

Aim To identify the factors associated with retention intention among Registered Nurses in South Korean nursing homes. Background Although nurses are not mandatory personnel, Korean nursing homes employ Registered Nurses. Introduction Determining the factors related to Registered Nurses’ retention intention is important for their job stability and ensure provision of quality care. Methods This mixed‐methods study employed a sequential explanatory design. A self‐reported questionnaire survey was conducted between May 1 and July 3, 2019, with 155 Registered Nurses providing direct care from 37 nursing homes. In‐depth qualitative interviews were conducted with 10 participants from August 1 to September 30, 2019. Data were analyzed using multilevel analysis for quantitative study and thematic analysis for qualitative study. Results The participants’ average age was 48.48 years. Personal factors related to retention intention were Registered Nurses’ role, educational level, and job satisfaction. Institutional factors were ownership, number of beds, and working environment. The qualitative study revealed five themes: “Satisfaction with meaningful relationships,” “Potential for professional growth,” “Nursing service accompanied by emotional labor,” “Poor working environments in nursing homes,” and “Unprotected nursing expertise.” Discussion A nursing home's work environment is related to the Registered Nurses’ retention intention. Most Registered Nurses in Korea received low wages, lacked access to career management programs, and experienced emotional labor. Conclusion This study highlighted the personal and institutional factors related to retention intention among Registered Nurses in South Korean nursing homes. Implications for nursing and nursing policy A law that designates Registered Nurses as an essential nursing home workforce is required. Further, nursing homes should increase the number of Registered Nurses to improve working conditions and thereby job satisfaction. It is also necessary to foster a working environment that facilitates professional development opportunities and job clarity.