The Moderating Role of Organizational Culture in the Relationship Between Job Satisfaction and Retention Intention Among Hospital Nurses: A Cross-Sectional Study

The Moderating Role of Organizational Culture in the Relationship Between Job Satisfaction and Retention Intention Among Hospital Nurses: A Cross-Sectional Study | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article The Moderating Role of Organizational Culture in the Relationship Between Job Satisfaction and Retention Intention Among Hospital Nurses: A Cross-Sectional Study Jiwon Lee, Youngmi Kang This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-9139346/v1 This work is licensed under a CC BY 4.0 License Status: Under Review Version 1 posted 6 You are reading this latest preprint version Abstract Background Nurse retention remains a critical challenge in tertiary hospitals. Although job satisfaction and organizational culture are recognized predictors of retention, the mechanisms linking them remain poorly understood. This study examined the relationships among hospital nurses’ job satisfaction, positive nursing organizational culture, and intention to remain, and evaluated whether organizational culture moderates or mediates the association between job satisfaction and retention intention in a tertiary hospital in Korea. Methods A cross-sectional survey design was conducted. Data were collected from senior nurses working at a tertiary hospital in Korea using structured questionnaires measuring job satisfaction, nursing organizational culture, and intention to remain. Hierarchical regression analysis and interaction analysis were conducted to test moderation and mediation effects. Results Job satisfaction was significantly positively associated with retention intention. Positive nursing organizational culture did not mediate the relationship between job satisfaction and retention intention. However, it significantly moderated this relationship, strengthening the positive effect of job satisfaction on nurses’ intention to remain. Conclusions Positive nursing organizational culture enhances the influence of job satisfaction on retention intention among senior nurses. Strategies aimed at improving nurse retention should therefore focus not only on increasing job satisfaction but also on fostering a supportive and positive organizational culture within hospitals. cross-sectional survey intention to remain job satisfaction moderation analysis nursing organizational culture nurse retention nursing workforce organizational environment senior nurses tertiary hospitals Figures Figure 1 Figure 2 Background The global nursing workforce continues to experience persistent retention challenges, with high turnover rates threatening care quality, patient safety, organizational sustainability, and healthcare costs [ 1 , 2 ]. Evidence indicates that nurses’ intentions to remain in or leave their positions are influenced by a combination of individual, organizational, and cultural factors [ 3 ]. Among individual determinants, job satisfaction consistently emerges as one of the strongest predictors of retention and turnover intention [ 4 , 5 ]. Job satisfaction encompasses perceptions of job stability, workplace relationships, professional recognition, and career development opportunities and is influenced by workload, leadership quality, compensation, and effective communication [ 6 ]. Beyond individual perceptions, the organizational environment plays a critical role in shaping nurses’ well-being and workforce behavior [ 7 , 8 ]. Organizational culture—defined as shared values, expected behaviors, and collective norms—guides decision-making, influences interpersonal interactions, and influences workplace morale [ 9 ]. In nursing settings, where care delivery depends heavily on coordination and teamwork, organizational culture is a central component of effective retention strategies [ 10 ]. Positive cultures characterized by collaboration, professional respect, and supportive leadership are consistently associated with higher job satisfaction and lower turnover intention [ 11 , 12 ]. Recent studies suggest that organizational culture may function not only as a direct predictor of workforce outcomes but also as a contextual mechanism that mediates or moderates relationships among key variables, such as stress, engagement, and turnover intention [ 13 – 17 ]. For instance, culture has been shown to mediate the relationship between environmental uncertainty and intention to stay and to moderate the association between compensation factors and turnover intention [ 14 , 17 ]. These findings indicate that culture may function both as a pathway through which job experiences influence retention and as a boundary condition that strengthens or weakens these relationships. Despite growing international evidence, important contextual gaps remain in the Korean healthcare system. Prior studies have primarily focused on general hospitals, long-term care settings, or mixed nursing populations, with limited attention to tertiary hospitals, which are characterized by high patient acuity, complex clinical demands, and hierarchical structures [ 4 , 18 ]. These characteristics may amplify the influence of organizational culture on job satisfaction and retention intention, particularly among senior nurses, who serve as clinical experts, mentors, and informal leaders within units. In Korea’s collectivist and hierarchical work environments, which emphasize loyalty, role responsibility, and respect for seniority, senior nurses often function as cultural anchors transmitting professional norms, stabilizing teams, and supporting novice staff [ 19 , 20 ]. Retaining this experienced workforce is therefore essential for maintaining care quality and organizational continuity. Notably, organizational culture is considered modifiable through leadership practices, shared governance, communication structures, and professional development initiatives, making it a practical target for interventions [ 21 , 22 ]. However, few empirical studies have directly tested whether positive organizational culture simultaneously mediates and moderates the relationship between job satisfaction and retention intention, particularly in tertiary hospital settings [ 23 , 24 ]. Clarifying these mechanisms is critical for designing targeted, evidence-based retention strategies in high-acuity clinical environments. Accordingly, this study examined the mediating and moderating roles of positive nursing organizational culture in the relationship between job satisfaction and retention intention among senior nurses in a Korean tertiary hospital. Specifically, we hypothesized that positive nursing organizational culture moderates this relationship (H1) and mediates this relationship (H2). The conceptual models underlying these hypotheses are presented in Figs. 1 and 2 . Methods Design A cross-sectional survey design was employed to examine the relationships among hospital nurses’ job satisfaction, positive nursing organizational culture, and intention to remain, and evaluated whether organizational culture moderates or mediates the association between job satisfaction and retention intention in a tertiary hospital in Korea. Participants Senior nurses were recruited through convenience sampling from a tertiary hospital in Seoul, South Korea. Inclusion criteria required at least 36 months of clinical experience at the hospital. Nurses who had worked exclusively in non-clinical roles during the past 36 months (e.g., infection control or insurance review) were excluded. The required sample size was calculated using G*Power 3.1.9.7 software. Based on a multiple regression analysis with a statistical power of 0.90, an effect size of 0.15 [ 25 ], and a significance level of 0.05, the target sample size was 157. Accounting for an estimated 20% attrition rate, 189 participants were initially recruited, and 166 completed the survey. Data Collection Data were collected at a tertiary hospital in Seoul. The first author explained the study’s purpose and procedures to the nursing managers. Nurses who voluntarily agreed to participate provided written informed consent and then accessed the online questionnaire through a survey link or quick response (QR) code. The survey required approximately 10–15 minutes to complete. Measures Job Satisfaction Job satisfaction was assessed using the Job Satisfaction Scale for Clinical Nurses developed by Lee et al. [ 26 ]. This 33-item instrument comprises six subscales: (1) organizational recognition and professional achievement (nine items: #19, 22, 26–30, 32, 33), (2) personal growth through the nursing profession (six items: #12–16, 31), (3) interpersonal interactions through respect and recognition (eight items: #4–11), (4) achieving responsibility as a nurse (four items: #17, 18, 20, 21), (5) demonstrating professional competence (three items: #1–3), and (6) stability and job value (three items: #23–25). Items are rated on a 5-point Likert scale (1 = strongly disagree to 5 = strongly agree), with total scores ranging from 33 to 165; higher scores indicate greater job satisfaction. Construct and convergent validity were confirmed [ 26 ], and the scale demonstrated strong reliability in both the original and current study (α = 0.95 for both). Positive Nursing Organizational Culture Positive nursing organizational culture was measured using the Positive Nursing Organizational Culture Scale developed by Kim and Kim [ 12 ], a 26-item instrument comprising four subscales: (1) pursuit of common values (seven items: #1–7), (2) building organizational relationships based on trust (eight items: #8–15), (3) fair management system (four items: #16–19), and (4) positive leadership of nursing unit managers (seven items: #20–26). Items are rated on a 5-point Likert scale (1 = strongly disagree to 5 = strongly agree), yielding total scores ranging from 26 to 130; higher scores indicate a more positive perception of nursing organizational culture. Convergent and discriminant validity were confirmed [ 12 ], and reliability was strong in the original (α = 0.95) and current study (α = 0.96). Retention Intention Retention intention was assessed using the Nurse Retention Index, developed by Cowin [ 27 ] and translated into Korean by Kim [ 28 ]. This 6-item scale measures retention intentions on an 8-point Likert scale (1 = strongly disagree to 8 = strongly agree), with items 3 and 6 reverse-coded. Total scores range from 6 to 48, with higher scores indicating stronger retention intention. Validity was confirmed in both the original [ 27 ], and Korean versions [ 28 ], and reliability was satisfactory (α = 0.97 in Cowin [ 27 ], 0.88 in Kim [ 28 ], and 0.90 in this study). Data Analysis Analyses were conducted using SPSS version 29.0 (SPSS Inc., Chicago, IL, USA). Descriptive statistics summarized participants’ characteristics. Differences in study variables across general characteristics were assessed using t-tests, one-way ANOVA, Mann-Whitney U tests, and Kruskal-Wallis tests, with post hoc comparisons conducted using Scheffé’s method. Pearson’s correlation coefficients were used to examine relationships among study variables. Hierarchical multiple regression analyses tested whether positive nursing organizational culture mediates or moderates the relationship between job satisfaction and retention intention. Statistical significance was set at a p -value of less than .05. Ethical Considerations Ethical approval for this study was obtained from the Institutional Review Board of the Kangbuk Samsung Hospital (No. KBSMC2024-01-029-003). All participants provided written informed consent prior to participation. This study was conducted in accordance with the Declaration of Helsinki. Results Descriptive Statistics of General Characteristics and Study Variables Table 1 summarizes participants’ general characteristics. The mean age was 32.49 years (standard deviation [SD] = 4.96), with most participants in their 30s (59.0%). More than half were single (56.6%), and the mean total clinical experience was 9.43 years (SD = 5.10). The mean duration of clinical experience at the current institution was 7.91 years (SD = 4.90). The most common department was the general ward (38.6%), and more than half of the participants (62.0%) worked three rotating shifts. Most were staff nurses (84.9%), and the largest salary group (35.6%) reported an annual income of 39.2 million to 46.4 million KRW. More than half (59.0%) had never changed jobs. Table 2 presents descriptive statistics for the study variables. Job satisfaction scores ranged from 52 to 160, with a mean of 117.57 (SD = 16.93) and a mean item score of 3.56 (SD = 0.51, out of 5). Among the subscales, “stability and job value” had the highest average score (4.07 ± 0.60), whereas “organizational recognition and professional achievement” had the lowest (3.32 ± 0.64). Positive nursing organizational culture scores ranged from 38 to 129, with a mean of 91.31 (SD = 16.12) and a mean item score of 3.51 (SD = 0.62, out of 5). The subscale “building organizational relationships based on trust” had the highest score (3.59 ± 0.70), and “fair management system” had the lowest score (3.30 ± 0.74). Retention intention scores ranged from 10 to 48, with a mean of 32.17 (SD = 8.27) and a mean item score of 5.36 (SD = 1.38, out of 8). Differences in Study Variables by General Characteristics Table 3 summarizes differences in job satisfaction, positive nursing organizational culture, and retention intention by general characteristics. No significant differences were observed in job satisfaction or organizational culture ( p > .05). Retention intention, however, varied significantly by age (F = 19.38, p < .001), marital status (t = -3.92, p < .001), total clinical experience (F = 25.91, p < .001), clinical experience at the current institution (F = 16.31, p = .001), and position (t = -2.53, p < .05). Post hoc analyses revealed that participants in their 40s had higher retention intentions than those in their 20s or 30s. Married participants reported higher retention intentions than unmarried participants. Those with 10–15 or more than 15 years of clinical experience had higher retention intentions than those with 3–5 or 5–10 years. Similarly, participants with more than 15 years at their current institution reported higher retention intentions than those with 3–5 or 5–10 years. Charge nurses exhibited higher retention intentions than staff nurses. No significant differences were observed based on education level, department, work type, annual salary, or turnover experience ( p > .05). Correlation Among Study Variables Job satisfaction was positively correlated with positive nursing organizational culture (r = .807, p < .001). Retention intention was positively correlated with job satisfaction (r = .607, p < .001) and positive nursing organizational culture (r = .484, p < .001). Moderating Effect of Positive Nursing Organizational Culture Hierarchical regression analysis results are presented in Table 4 . Job satisfaction significantly predicted retention intention (β = 0.55, p < .001). Control variables that significantly influenced retention intention were included in the model, and mean centering was applied to reduce multicollinearity. In Step 1, job satisfaction had a significant positive effect on retention intention (β = 0.55, p < .001). In Step 2, job satisfaction remained significant (β = 0.58, p < .001), while positive nursing organizational culture alone did not (β = -0.04, p = .712). In Step 3, the interaction between job satisfaction and positive nursing organizational culture significantly predicted retention intention (β = 0.17, p = .008), indicating a moderating effect. The final model explained 45.7% of the variance in retention intention (adjusted R² = 0.457). Across all steps, the Durbin-Watson statistic was near 2, confirming the independence of residuals, and all variance inflation factors were below 10, indicating no multicollinearity. The final model was significant (F = 16.40, p < .001). Mediating Effect of Positive Nursing Organizational Culture A three-step mediated regression analysis was conducted to test the mediating effect (Table 5 ). In Step 2, which examined the effects of job satisfaction and organizational culture on retention intention, the effect of organizational culture was not significant (β = -0.014, p = .888). Therefore, the mediating effect was not supported. Discussion This study examined the relationships among senior nurses’ job satisfaction, positive nursing organizational culture, and intention to remain, focusing on the moderating and mediating roles of organizational culture in a tertiary hospital. Overall, findings indicate that job satisfaction is a key determinant of retention intention, and positive nursing organizational culture functions as a contextual moderator that strengthens this relationship rather than as a mediating mechanism. Regarding participant characteristics, job satisfaction and perceptions of positive organizational culture did not differ significantly across demographic or professional groups. In contrast, retention intention varied by age, marital status, total clinical experience, clinical experience at the current institution, and position. Senior nurses who were older, married, more experienced, or in leadership roles reported higher retention intentions. These findings align with prior evidence suggesting that career investment, organizational embeddedness, and role advancement are major drivers of retention among experienced nurses [ 29 ]. The relatively uniform perceptions of job satisfaction and organizational culture may reflect prolonged exposure to shared institutional norms and leadership structures in tertiary hospitals. Practically, these findings support differentiated retention strategies across career stages, including flexible and family-friendly policies for older nurses and structured training, counseling, and career development pathways for younger nurses at high risk of burnout. Hierarchical regression analyses confirmed that job satisfaction plays a central role in predicting retention intention, consistent with systematic reviews identifying it as one of the most robust predictors of nurses’ retention decisions [ 5 , 30 ]. Positive nursing organizational culture did not show a significant direct effect when entered alone, differing from some prior studies. This suggests that in senior nurse populations, the independent contribution of culture may be weaker than that of job satisfaction. However, the interaction between job satisfaction and positive organizational culture was significant, indicating a moderating effect. Specifically, the relationship between job satisfaction and retention intention was stronger when organizational culture was more positive. This suggests that culture functions as a contextual amplifier, enhancing the effect of job satisfaction on retention. These findings align with recent studies reporting similar moderating effects [ 14 , 31 ] and with organizational commitment literature exhibiting that leadership quality, empowerment, and reduced role stress strengthen job satisfaction and commitment while lowering turnover intentions. The mediation analysis did not support an indirect effect of organizational culture, suggesting that, in this sample, culture does not serve as a psychological pathway linking job satisfaction to retention intention. Instead, job satisfaction appears to exert a more direct influence. Differences from prior mediation findings may reflect variations in study populations, organizational contexts, or outcome variables. In broader nurse samples or studies examining other outcomes, culture may play a stronger mediating role. These findings can be further interpreted within the hierarchical and collectivist context of Korean tertiary hospitals, where experienced nurses are deeply socialized into norms of authority, respect, and group harmony [ 13 , 21 ]. In such settings, organizational culture alone may not independently drive retention decisions. However, when characterized by fairness, relational support, and recognition, culture creates an enabling environment in which satisfied nurses are more likely to translate positive job attitudes into long-term organizational commitment. Therefore, positive culture is more plausibly a moderating boundary condition rather than a mediating pathway in the job satisfaction–retention relationship among senior nurses. Overall, this study extends existing retention models by clarifying the conditional role of positive organizational culture in tertiary hospital settings. Retention strategies should therefore prioritize strengthening job satisfaction while simultaneously investing in cultural and leadership practices that reinforce its effect. Future research should include diverse organizational types and nurse populations to more precisely test indirect and conditional pathways linking organizational culture, job satisfaction, and retention intention. Limitations This study has several strengths. It focused on senior nurses in a tertiary hospital, an underexamined group in retention research. Both moderating and mediating roles of positive organizational culture were tested, providing a nuanced understanding of organizational effects. The use of hierarchical regression with interaction analysis enhanced methodological rigor. Integrating individual and organizational factors within the Korean cultural context increased the study’s theoretical and practical relevance. Finally, the findings offer actionable, career-stage–tailored implications for retention strategies. Nonetheless, some limitations should be noted. First, generalizability may be limited owing to convenience sampling from a single tertiary hospital in Seoul. Second, reliance on self-reported questionnaires may introduce response bias. Third, individual and external factors influencing job satisfaction and retention, such as resilience, burnout, organizational incentives, and job performance, were not considered. Future studies should include more diverse samples and additional influencing variables to provide a comprehensive understanding of nurse retention predictors. Implications The findings highlight practical implications for nursing management. Strategies aimed at increasing job satisfaction should be prioritized, including recognition of professional achievements, opportunities for career development, and fair management practices. Additionally, fostering a positive organizational culture through trust-based relationships and transparent leadership may further enhance workforce retention. Finally, targeted retention strategies should address the needs of younger and less experienced nurses, who report lower retention intentions. Conclusion This study highlights the critical role of job satisfaction in nurse retention and identifies the moderating effect of a positive nursing organizational culture. The findings suggest that healthcare institutions should simultaneously enhance job satisfaction and foster a work environment characterized by collaboration, fairness, and mutual respect. Implementing strategies that prioritize fair management, recognition, and professional development can strengthen the retention of skilled nursing professionals. Future research should explore additional factors influencing retention and assess interventions that improve both job satisfaction and organizational culture to promote long-term workforce stability. Abbreviations None. Declarations Ethics approval and i nformed c onsent This study was conducted in accordance with the Declaration of Helsinki. Ethical approval was obtained from the Institutional Review Board of the Kangbuk Samsung Hospital (No. KBSMC2024-01-029-003). All participants provided written informed consent . Consent for publication Not applicable. Availability of availability and materials The data utilized in this study are available upon reasonable request from the corresponding author. Competing Interest The authors declare no conflict of interest. Funding This research did not receive any specific grant from funding agencies in the public, commercial, or not-for-profit sectors. Author ’s Contributions Jiwon Lee : Conceptualization, data curation, formal analysis, investigation, project administration, methodology, validation, and writing (original draft, review & editing). Youngmi Kang : Conceptualization, investigation, supervision, methodology, validation, and writing (original draft, review & editing). Acknowledgements This article is a revision of the first author’s master’s thesis from Kyung Hee University. The authors would also like to thank all the participants of the study. References Randa MB, Phale JM. 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Characteristics Categories n (%) or M±SD Age (year) 32.49±4.96 <30 48 (28.9) 30–<40 98 (59.0) ≥40 20 (12.1) Marital status Single 94 (56.6) Married 72 (43.4) Education level Diploma 11 (6.6) Bachelor 133 (80.1) Master 22 (13.3) Total clinical experience (year) 9.43±5.10 3–<5 33 (19.9) 5–<10 76 (45.8) 10–<15 30 (18.1) ≥15 27 (16.2) Clinical experience at the current institution (year) 7.91±4.90 3–<5 56 (33.7) 5–<10 65 (39.2) 10–<15 29 (17.5) ≥15 16 (9.6) Department Outpatient department 53 (31.9) General ward 64 (38.6) Special part (ICU, OR, ER etc.) 49 (29.5) Work type Fixed duty 63 (38.0) Shift duty 103 (62.0) Position Staff nurse 141 (84.9) Charge nurse 25 (15.1) Annual salary (million KRW) <45 15 (9.0) 45-<55 46 (27.7) 55-<65 59 (35.6) ≥65 46 (27.7) Turnover experience No 98 (59.0) Yes 68 (41.0) Notes . M: Mean, SD: Standard deviation, ICU: Intensive care unit, OR: Operating room, ER: Emergency room, KRW: South Korean Won Table 2. Descriptive statistics of the study variables (N=166). Variables Total score Item average score M±SD Min-Max Possible range M±SD Min-Max Possible range Job satisfaction 117.57±16.93 52–160 33–165 3.56±0.51 1.58–4.85 1-5 Organizational recognition and professional achievement 29.85±5.75 9–45 9–45 3.32±0.64 1.00–5.00 1-5 Personal growth through the nursing profession 20.86±4.33 6–30 6–30 3.48±0.72 1.00–5.00 1-5 Interpersonal interactions through respect and recognition 27.90±4.42 11–37 8–40 3.49±0.55 1.38–4.63 1-5 Achieving responsibility as a nurse 15.75±2.20 9–20 4–20 3.94±0.55 2.25–5.00 1-5 Demonstrating professional competence 11.01±1.55 6–15 3–15 3.67±0.52 2.00–5.00 1-5 Stability and job value 12.20±1.80 8–15 3–15 4.07±0.60 2.67–5.00 1-5 Positive nursing organizational culture 91.31±16.12 38–129 26–130 3.51±0.62 1.46–4.96 1-5 Pursuit of common values 24.80±4.38 12–35 7–35 3.54±0.63 1.71–5.00 1-5 Building organizational relationships based on trust 28.72±5.61 11–40 8–40 3.59±0.70 1.38–5.00 1-5 Fair management system 13.20±2.97 4–20 5–25 3.30±0.74 1.00–5.00 1-5 Positive leadership of nursing unit managers 24.60±5.03 9–35 7–35 3.51±0.72 1.29–5.00 1-5 Retention intention 32.17±8.27 10–48 6–48 5.36±1.38 1.67–8.00 1-8 Notes . Min: Minimum, Max: Maximum, M: Mean, SD: Standard deviation Table 3. Differences in study variables according to participants’ general characteristics (N=166). Variables Job satisfaction Positive nursing organizational culture Retention intention M±SD t or F ( p ) Scheffé M±SD t or F ( p ) Scheffé M±SD t or F ( p ) Scheffé Age (year) † <30 a 3.43±0.55 4.98 (.083) 3.38±0.64 2.02 (.364) 4.74±1.54 19.38 (<.001) a,b<c 30-<40 b 3.60±0.49 3.55±0.63 5.48±1.17 ≥40 c 3.69±0.50 3.63±0.48 6.29±1.27 Marital status Single a 3.53±0.54 -1.02 (.311) 3.44±0.67 -1.74 (.083) 5.01±1.39 -3.92 (<.001) Married b 3.61±0.47 3.61±0.54 5.82±1.23 Education level Diploma a 3.47±0.38 1.71 (.425) 3.39±0.38 1.28 (.527) 5.03±1.22 5.31 (.070) Bachelor b 3.56±0.52 3.51±0.64 5.29±1.40 Master c 3.63±0.51 3.56±0.60 5.97±1.16 Total clinical experience (year) † 3-<5 a 3.40±0.56 9.25 (.026) 3.40±0.66 3.19 (.363) 4.70±1.47 25.91 (<.001) a,b<c,d 5-<10 b 3.53±0.51 3.47±0.66 5.13±1.31 10-<15 c 3.74±0.42 3.68±0.52 5.88±0.90 ≥15 d 3.67±0.51 3.59±0.53 6.25±1.29 Clinical experience at current hospital (year) 3-<5 a 3.47±0.55 5.08 (.166) 3.45±0.62 1.56 (.670) 5.04±1.43 16.31 (.001) a,b<d 5-<10 b 3.56±0.51 3.50±0.69 5.17±1.35 10-<15 c 3.67±0.52 3.63±0.53 5.95±0.89 ≥15 d 3.69±0.34 3.56±0.50 6.20±1.45 Department Outpatient department a 3.65±0.50 1.72 (.182) 3.58±0.64 2.25 (.109) 5.69±1.30 2.55 (.081) General ward b 3.56±0.51 3.58±0.61 5.31±1.37 Special part (ICU, OR, ER etc.) c 3.47±0.53 3.36±0.59 5.09±1.42 Work type Fixed duty a 3.61±0.53 0.99 (.323) 3.50±0.69 -0.23 (.822) 5.58±1.39 1.57 (.117) Shift duty b 3.53±0.50 3.52±0.58 5.23±1.36 Position † Staff nurse a 3.54±0.52 -1.43 (.154) 3.51±0.64 -0.36 (.716) 5.25±1.37 -2.53 (.011) Charge nurse b 3.68±0.48 3.50±0.53 5.99±1.26 Annual salary (million KRW) † <45 a 3.70±0.40 2.15 (.541) 3.72±0.57 1.77 (.621) 5.08±1.23 3.47 (.325) 45-<55 b 3.48±0.50 3.47±0.62 5.13±1.38 55-<65 c 3.55±0.58 3.48±0.70 5.56±1.30 ≥65 d 3.62±0.47 3.53±0.53 5.43±1.50 Experience of turnover No a 3.54±0.49 -0.82 (.413) 3.50(0.62 -0.42 (.677) 5.19±1.40 -1.91 (.058) Yes b 3.60±0.55 3.54(0.62 5.61±1.31 Notes . M: Mean, SD: Standard deviation, ICU: Intensive care unit, OR: Operating room, ER: Emergency room, KRW: South Korean Won, † Nonparametric rank tests: Mann-Whitney test, Kruskal-Wallis test Table 4. Moderating role of positive nursing organizational culture in the relationship between job satisfaction and retention intention (N=166). Variables Model 1 Model 2 Model 3 β t ( p ) β t ( p ) β t ( p ) (Constant) 30.17 (<.001) 30.08 (<.001) 28.64 (<.001) Age (year) <30 Ref Ref Ref 30-<40 0.04 0.48 (.634) 0.04 0.48 (.633) 0.04 0.42 (.674) ≥40 0.09 0.93 (.356) 0.09 0.93 (.354) 0.09 0.88 (.382) Marital status Single Ref Ref Ref Married 0.13 1.92 (.057) 0.14 1.94 (.055) 0.15 2.14 (.034) Total clinical experience (year) 0.21 1.60 (.113) 0.21 1.58 (.117) 0.20 1.49 (.139) Clinical experience at current hospital (year) -0.08 -0.78 (.436) -0.08 -0.78 (.436) -0.07 -0.61 (.543) Position Staff nurse Ref Ref Ref Charge nurse 0.01 0.09 (.929) 0.00 0.05 (.962) 0.01 0.09 (.930) Job satisfaction 0.55 9.29 (<.001) 0.58 5.68 (<.001) 0.64 6.25 (<.001) Positive nursing organizational culture -0.03 -0.32 (.752) -0.04 -0.37 (.712) Positive nursing organizational culture* Job satisfaction 0.17 2.68(.008) Adjusted R 2 0.438 0.435 0.457 F 19.40 16.89 16.40 p <.001 <.001 <.001 Notes . ref: reference group; β=standardized coefficient Table 5. Mediating role of positive nursing organizational culture in the relationship between job satisfaction and retention intention (N=166). Model 1 Model 2 Model 3 β t ( p ) β t ( p ) β t ( p ) Age (years) <30 Ref 30-<40 0.01 0.154 (.878) 0.045 0.528 (.598) 0.045 0.528 (.598) ≥40 0.038 0.463 (.644) 0.09 0.849 (.397) 0.09 0.847 (.398) Marital status Single Ref Married 0.089 1.691 (.093) 0.122 1.752 (.082) 0.12 1.754 (.081) Work department Outpatient department Ref General ward 0.039 0.728 (.468) -0.016 -0.222 (.825) -0.016 -0.231 (.818) Special part (ICU, OR, ER) -0.06 -1.095 (.275) -0.03 -0.422 (.674) -0.029 -0.413 (.68) Position Staff nurse Ref Charge or head nurse -0.09 -1.608 (.11) -0.009 -0.127 (.899) -0.008 -0.11 (.912) Total clinical career (year) -0.042 -.411 (.682) 0.262 1.973(.05) 0.262 1.985 (.049 Clinical career in current hospitals (year) -0.018 -0.226 (.822) -0.142 -1.344(.181) -0.142 -1.346 (.18) Job satisfaction 0.814 17.855 (<.001) 0.556 5.437 (<.001) 0.544 9.16 (<.001) Positive nursing organizational culture -0.014 -0.142 (.888) Adjusted R 2 0.660 0.420 0.424 F 38.375 13.534 15.126 p <.001 <.001 <.001 Notes . Ref: reference group, β=standardized coefficient, ICU: Intensive care unit, OR: Operating room, ER: Emergency room Additional Declarations No competing interests reported. Cite Share Download PDF Status: Under Review Version 1 posted Reviewers agreed at journal 29 Apr, 2026 Reviewers invited by journal 14 Apr, 2026 Editor invited by journal 26 Mar, 2026 Editor assigned by journal 20 Mar, 2026 Submission checks completed at journal 20 Mar, 2026 First submitted to journal 20 Mar, 2026 You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. As a division of Research Square Company, we’re committed to making research communication faster, fairer, and more useful. We do this by developing innovative software and high quality services for the global research community. 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Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-9139346","acceptedTermsAndConditions":true,"allowDirectSubmit":false,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":623300081,"identity":"5da94630-7391-4f23-8f13-b0caba43d4de","order_by":0,"name":"Jiwon Lee","email":"","orcid":"","institution":"Kangbuk Samsung Hospital","correspondingAuthor":false,"prefix":"","firstName":"Jiwon","middleName":"","lastName":"Lee","suffix":""},{"id":623300082,"identity":"4e7693bd-7d71-4ae4-90b8-99d4a8a292c6","order_by":1,"name":"Youngmi Kang","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAAAvklEQVRIiWNgGAWjYDACHhBRkZAA4R0gWssZkrUwtpGixeDM4WcPv85LyzM4wPzwA8OZe0RoOdtmbiy7LafY4ACbsQTDjWIitJxnMJOW3FaRuOEAgxkDw4cEYrSwf5OWnAPSwv6NSC1ne8wkPzbkALXwAG25QYQWyTNnyqQZjqUlzjzMUyyRcIYILXxn0rdJ/qhJTuw73r7xw4djRGhROMDAwAyOTmYgJkIDA4N8AzAmfxCjchSMglEwCkYuAAA7wD9ZUjpK3gAAAABJRU5ErkJggg==","orcid":"","institution":"Kyung Hee University","correspondingAuthor":true,"prefix":"","firstName":"Youngmi","middleName":"","lastName":"Kang","suffix":""}],"badges":[],"createdAt":"2026-03-16 14:53:44","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-9139346/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-9139346/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":107604262,"identity":"31efe7fb-e47e-4811-aa01-ec534e1c83f4","added_by":"auto","created_at":"2026-04-23 07:21:26","extension":"jpg","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":22658,"visible":true,"origin":"","legend":"\u003cp\u003eA conceptual framework of the study (moderating effect)\u003c/p\u003e","description":"","filename":"1.jpg","url":"https://assets-eu.researchsquare.com/files/rs-9139346/v1/1bc1f3883fd4de44ac956b5e.jpg"},{"id":107706564,"identity":"5d3a5143-0d87-4d1b-99b1-113552edfb99","added_by":"auto","created_at":"2026-04-24 09:18:21","extension":"jpg","order_by":2,"title":"Figure 2","display":"","copyAsset":false,"role":"figure","size":26602,"visible":true,"origin":"","legend":"\u003cp\u003eA conceptual framework of the study (mediating effect)\u003c/p\u003e","description":"","filename":"2.jpg","url":"https://assets-eu.researchsquare.com/files/rs-9139346/v1/c1d53f0f0105a4817c5b8748.jpg"},{"id":107709031,"identity":"cca2bc91-e8c7-4131-adc3-193cc0e43d65","added_by":"auto","created_at":"2026-04-24 09:34:20","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":654097,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-9139346/v1/76d38e45-209a-4322-a851-c3c0b98c6199.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"The Moderating Role of Organizational Culture in the Relationship Between Job Satisfaction and Retention Intention Among Hospital Nurses: A Cross-Sectional Study","fulltext":[{"header":"Background","content":"\u003cp\u003eThe global nursing workforce continues to experience persistent retention challenges, with high turnover rates threatening care quality, patient safety, organizational sustainability, and healthcare costs [\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e, \u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e]. Evidence indicates that nurses\u0026rsquo; intentions to remain in or leave their positions are influenced by a combination of individual, organizational, and cultural factors [\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e]. Among individual determinants, job satisfaction consistently emerges as one of the strongest predictors of retention and turnover intention [\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e, \u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e]. Job satisfaction encompasses perceptions of job stability, workplace relationships, professional recognition, and career development opportunities and is influenced by workload, leadership quality, compensation, and effective communication [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eBeyond individual perceptions, the organizational environment plays a critical role in shaping nurses\u0026rsquo; well-being and workforce behavior [\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e, \u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e]. Organizational culture\u0026mdash;defined as shared values, expected behaviors, and collective norms\u0026mdash;guides decision-making, influences interpersonal interactions, and influences workplace morale [\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e]. In nursing settings, where care delivery depends heavily on coordination and teamwork, organizational culture is a central component of effective retention strategies [\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e]. Positive cultures characterized by collaboration, professional respect, and supportive leadership are consistently associated with higher job satisfaction and lower turnover intention [\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e, \u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eRecent studies suggest that organizational culture may function not only as a direct predictor of workforce outcomes but also as a contextual mechanism that mediates or moderates relationships among key variables, such as stress, engagement, and turnover intention [\u003cspan additionalcitationids=\"CR14 CR15 CR16\" citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e]. For instance, culture has been shown to mediate the relationship between environmental uncertainty and intention to stay and to moderate the association between compensation factors and turnover intention [\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e, \u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e]. These findings indicate that culture may function both as a pathway through which job experiences influence retention and as a boundary condition that strengthens or weakens these relationships.\u003c/p\u003e \u003cp\u003eDespite growing international evidence, important contextual gaps remain in the Korean healthcare system. Prior studies have primarily focused on general hospitals, long-term care settings, or mixed nursing populations, with limited attention to tertiary hospitals, which are characterized by high patient acuity, complex clinical demands, and hierarchical structures [\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e, \u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e]. These characteristics may amplify the influence of organizational culture on job satisfaction and retention intention, particularly among senior nurses, who serve as clinical experts, mentors, and informal leaders within units.\u003c/p\u003e \u003cp\u003eIn Korea\u0026rsquo;s collectivist and hierarchical work environments, which emphasize loyalty, role responsibility, and respect for seniority, senior nurses often function as cultural anchors transmitting professional norms, stabilizing teams, and supporting novice staff [\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e, \u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e]. Retaining this experienced workforce is therefore essential for maintaining care quality and organizational continuity. Notably, organizational culture is considered modifiable through leadership practices, shared governance, communication structures, and professional development initiatives, making it a practical target for interventions [\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e, \u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e22\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eHowever, few empirical studies have directly tested whether positive organizational culture simultaneously mediates and moderates the relationship between job satisfaction and retention intention, particularly in tertiary hospital settings [\u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e23\u003c/span\u003e, \u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e24\u003c/span\u003e]. Clarifying these mechanisms is critical for designing targeted, evidence-based retention strategies in high-acuity clinical environments. Accordingly, this study examined the mediating and moderating roles of positive nursing organizational culture in the relationship between job satisfaction and retention intention among senior nurses in a Korean tertiary hospital. Specifically, we hypothesized that positive nursing organizational culture moderates this relationship (H1) and mediates this relationship (H2). The conceptual models underlying these hypotheses are presented in Figs.\u0026nbsp;\u003cspan refid=\"Fig3\" class=\"InternalRef\"\u003e1\u003c/span\u003e and \u003cspan refid=\"Fig2\" class=\"InternalRef\"\u003e2\u003c/span\u003e.\u003c/p\u003e"},{"header":"Methods","content":"\u003cdiv id=\"Sec3\" class=\"Section2\"\u003e \u003ch2\u003eDesign\u003c/h2\u003e \u003cp\u003eA cross-sectional survey design was employed to examine the relationships among hospital nurses\u0026rsquo; job satisfaction, positive nursing organizational culture, and intention to remain, and evaluated whether organizational culture moderates or mediates the association between job satisfaction and retention intention in a tertiary hospital in Korea.\u003c/p\u003e \u003c/div\u003e\n\u003ch3\u003eParticipants\u003c/h3\u003e\n\u003cp\u003eSenior nurses were recruited through convenience sampling from a tertiary hospital in Seoul, South Korea. Inclusion criteria required at least 36 months of clinical experience at the hospital. Nurses who had worked exclusively in non-clinical roles during the past 36 months (e.g., infection control or insurance review) were excluded. The required sample size was calculated using G*Power 3.1.9.7 software. Based on a multiple regression analysis with a statistical power of 0.90, an effect size of 0.15 [\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e], and a significance level of 0.05, the target sample size was 157. Accounting for an estimated 20% attrition rate, 189 participants were initially recruited, and 166 completed the survey.\u003c/p\u003e\n\u003ch3\u003eData Collection\u003c/h3\u003e\n\u003cp\u003eData were collected at a tertiary hospital in Seoul. The first author explained the study\u0026rsquo;s purpose and procedures to the nursing managers. Nurses who voluntarily agreed to participate provided written informed consent and then accessed the online questionnaire through a survey link or quick response (QR) code. The survey required approximately 10\u0026ndash;15 minutes to complete.\u003c/p\u003e\n\u003ch3\u003eMeasures\u003c/h3\u003e\n\u003cdiv id=\"Sec7\" class=\"Section2\"\u003e \u003ch2\u003eJob Satisfaction\u003c/h2\u003e \u003cp\u003eJob satisfaction was assessed using the Job Satisfaction Scale for Clinical Nurses developed by Lee et al. [\u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e26\u003c/span\u003e]. This 33-item instrument comprises six subscales: (1) organizational recognition and professional achievement (nine items: #19, 22, 26\u0026ndash;30, 32, 33), (2) personal growth through the nursing profession (six items: #12\u0026ndash;16, 31), (3) interpersonal interactions through respect and recognition (eight items: #4\u0026ndash;11), (4) achieving responsibility as a nurse (four items: #17, 18, 20, 21), (5) demonstrating professional competence (three items: #1\u0026ndash;3), and (6) stability and job value (three items: #23\u0026ndash;25). Items are rated on a 5-point Likert scale (1\u0026thinsp;=\u0026thinsp;strongly disagree to 5\u0026thinsp;=\u0026thinsp;strongly agree), with total scores ranging from 33 to 165; higher scores indicate greater job satisfaction. Construct and convergent validity were confirmed [\u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e26\u003c/span\u003e], and the scale demonstrated strong reliability in both the original and current study (α\u0026thinsp;=\u0026thinsp;0.95 for both).\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec8\" class=\"Section2\"\u003e \u003ch2\u003ePositive Nursing Organizational Culture\u003c/h2\u003e \u003cp\u003ePositive nursing organizational culture was measured using the Positive Nursing Organizational Culture Scale developed by Kim and Kim [\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e], a 26-item instrument comprising four subscales: (1) pursuit of common values (seven items: #1\u0026ndash;7), (2) building organizational relationships based on trust (eight items: #8\u0026ndash;15), (3) fair management system (four items: #16\u0026ndash;19), and (4) positive leadership of nursing unit managers (seven items: #20\u0026ndash;26). Items are rated on a 5-point Likert scale (1\u0026thinsp;=\u0026thinsp;strongly disagree to 5\u0026thinsp;=\u0026thinsp;strongly agree), yielding total scores ranging from 26 to 130; higher scores indicate a more positive perception of nursing organizational culture. Convergent and discriminant validity were confirmed [\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e], and reliability was strong in the original (α\u0026thinsp;=\u0026thinsp;0.95) and current study (α\u0026thinsp;=\u0026thinsp;0.96).\u003c/p\u003e \u003c/div\u003e\n\u003ch3\u003eRetention Intention\u003c/h3\u003e\n\u003cp\u003eRetention intention was assessed using the Nurse Retention Index, developed by Cowin [\u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e27\u003c/span\u003e] and translated into Korean by Kim [\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e]. This 6-item scale measures retention intentions on an 8-point Likert scale (1\u0026thinsp;=\u0026thinsp;strongly disagree to 8\u0026thinsp;=\u0026thinsp;strongly agree), with items 3 and 6 reverse-coded. Total scores range from 6 to 48, with higher scores indicating stronger retention intention. Validity was confirmed in both the original [\u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e27\u003c/span\u003e], and Korean versions [\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e], and reliability was satisfactory (α\u0026thinsp;=\u0026thinsp;0.97 in Cowin [\u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e27\u003c/span\u003e], 0.88 in Kim [\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e], and 0.90 in this study).\u003c/p\u003e \u003cdiv id=\"Sec10\" class=\"Section2\"\u003e \u003ch2\u003eData Analysis\u003c/h2\u003e \u003cp\u003eAnalyses were conducted using SPSS version 29.0 (SPSS Inc., Chicago, IL, USA). Descriptive statistics summarized participants\u0026rsquo; characteristics. Differences in study variables across general characteristics were assessed using t-tests, one-way ANOVA, Mann-Whitney U tests, and Kruskal-Wallis tests, with post hoc comparisons conducted using Scheff\u0026eacute;\u0026rsquo;s method. Pearson\u0026rsquo;s correlation coefficients were used to examine relationships among study variables. Hierarchical multiple regression analyses tested whether positive nursing organizational culture mediates or moderates the relationship between job satisfaction and retention intention. Statistical significance was set at a \u003cem\u003ep\u003c/em\u003e-value of less than .05.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec11\" class=\"Section2\"\u003e \u003ch2\u003eEthical Considerations\u003c/h2\u003e \u003cp\u003eEthical approval for this study was obtained from the Institutional Review Board of the Kangbuk Samsung Hospital (No. KBSMC2024-01-029-003). All participants provided written informed consent prior to participation. This study was conducted in accordance with the Declaration of Helsinki.\u003c/p\u003e \u003c/p\u003e \u003c/div\u003e"},{"header":"Results","content":"\u003cdiv id=\"Sec13\" class=\"Section2\"\u003e \u003ch2\u003eDescriptive Statistics of General Characteristics and Study Variables\u003c/h2\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e summarizes participants\u0026rsquo; general characteristics. The mean age was 32.49 years (standard deviation [SD]\u0026thinsp;=\u0026thinsp;4.96), with most participants in their 30s (59.0%). More than half were single (56.6%), and the mean total clinical experience was 9.43 years (SD\u0026thinsp;=\u0026thinsp;5.10). The mean duration of clinical experience at the current institution was 7.91 years (SD\u0026thinsp;=\u0026thinsp;4.90). The most common department was the general ward (38.6%), and more than half of the participants (62.0%) worked three rotating shifts. Most were staff nurses (84.9%), and the largest salary group (35.6%) reported an annual income of 39.2\u0026nbsp;million to 46.4\u0026nbsp;million KRW. More than half (59.0%) had never changed jobs.\u003c/p\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e presents descriptive statistics for the study variables. Job satisfaction scores ranged from 52 to 160, with a mean of 117.57 (SD\u0026thinsp;=\u0026thinsp;16.93) and a mean item score of 3.56 (SD\u0026thinsp;=\u0026thinsp;0.51, out of 5). Among the subscales, \u0026ldquo;stability and job value\u0026rdquo; had the highest average score (4.07\u0026thinsp;\u0026plusmn;\u0026thinsp;0.60), whereas \u0026ldquo;organizational recognition and professional achievement\u0026rdquo; had the lowest (3.32\u0026thinsp;\u0026plusmn;\u0026thinsp;0.64).\u003c/p\u003e \u003cp\u003ePositive nursing organizational culture scores ranged from 38 to 129, with a mean of 91.31 (SD\u0026thinsp;=\u0026thinsp;16.12) and a mean item score of 3.51 (SD\u0026thinsp;=\u0026thinsp;0.62, out of 5). The subscale \u0026ldquo;building organizational relationships based on trust\u0026rdquo; had the highest score (3.59\u0026thinsp;\u0026plusmn;\u0026thinsp;0.70), and \u0026ldquo;fair management system\u0026rdquo; had the lowest score (3.30\u0026thinsp;\u0026plusmn;\u0026thinsp;0.74). Retention intention scores ranged from 10 to 48, with a mean of 32.17 (SD\u0026thinsp;=\u0026thinsp;8.27) and a mean item score of 5.36 (SD\u0026thinsp;=\u0026thinsp;1.38, out of 8).\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec14\" class=\"Section2\"\u003e \u003ch2\u003eDifferences in Study Variables by General Characteristics\u003c/h2\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e summarizes differences in job satisfaction, positive nursing organizational culture, and retention intention by general characteristics. No significant differences were observed in job satisfaction or organizational culture (\u003cem\u003ep\u003c/em\u003e \u0026gt; .05). Retention intention, however, varied significantly by age (F\u0026thinsp;=\u0026thinsp;19.38, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001), marital status (t = -3.92, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001), total clinical experience (F\u0026thinsp;=\u0026thinsp;25.91, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001), clinical experience at the current institution (F\u0026thinsp;=\u0026thinsp;16.31, \u003cem\u003ep\u003c/em\u003e = .001), and position (t = -2.53, \u003cem\u003ep\u003c/em\u003e \u0026lt; .05).\u003c/p\u003e \u003cp\u003ePost hoc analyses revealed that participants in their 40s had higher retention intentions than those in their 20s or 30s. Married participants reported higher retention intentions than unmarried participants. Those with 10\u0026ndash;15 or more than 15 years of clinical experience had higher retention intentions than those with 3\u0026ndash;5 or 5\u0026ndash;10 years. Similarly, participants with more than 15 years at their current institution reported higher retention intentions than those with 3\u0026ndash;5 or 5\u0026ndash;10 years. Charge nurses exhibited higher retention intentions than staff nurses. No significant differences were observed based on education level, department, work type, annual salary, or turnover experience (\u003cem\u003ep\u003c/em\u003e \u0026gt; .05).\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec15\" class=\"Section2\"\u003e \u003ch2\u003eCorrelation Among Study Variables\u003c/h2\u003e \u003cp\u003eJob satisfaction was positively correlated with positive nursing organizational culture (r = .807, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001). Retention intention was positively correlated with job satisfaction (r = .607, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001) and positive nursing organizational culture (r = .484, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001).\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec16\" class=\"Section2\"\u003e \u003ch2\u003eModerating Effect of Positive Nursing Organizational Culture\u003c/h2\u003e \u003cp\u003eHierarchical regression analysis results are presented in Table\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e. Job satisfaction significantly predicted retention intention (β\u0026thinsp;=\u0026thinsp;0.55, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001). Control variables that significantly influenced retention intention were included in the model, and mean centering was applied to reduce multicollinearity.\u003c/p\u003e \u003cp\u003eIn Step 1, job satisfaction had a significant positive effect on retention intention (β\u0026thinsp;=\u0026thinsp;0.55, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001). In Step 2, job satisfaction remained significant (β\u0026thinsp;=\u0026thinsp;0.58, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001), while positive nursing organizational culture alone did not (β = -0.04, \u003cem\u003ep\u003c/em\u003e = .712). In Step 3, the interaction between job satisfaction and positive nursing organizational culture significantly predicted retention intention (β\u0026thinsp;=\u0026thinsp;0.17, \u003cem\u003ep\u003c/em\u003e = .008), indicating a moderating effect. The final model explained 45.7% of the variance in retention intention (adjusted R\u0026sup2; = 0.457). Across all steps, the Durbin-Watson statistic was near 2, confirming the independence of residuals, and all variance inflation factors were below 10, indicating no multicollinearity. The final model was significant (F\u0026thinsp;=\u0026thinsp;16.40, \u003cem\u003ep\u003c/em\u003e \u0026lt; .001).\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec17\" class=\"Section2\"\u003e \u003ch2\u003eMediating Effect of Positive Nursing Organizational Culture\u003c/h2\u003e \u003cp\u003eA three-step mediated regression analysis was conducted to test the mediating effect (Table\u0026nbsp;\u003cspan refid=\"Tab5\" class=\"InternalRef\"\u003e5\u003c/span\u003e). In Step 2, which examined the effects of job satisfaction and organizational culture on retention intention, the effect of organizational culture was not significant (β = -0.014, \u003cem\u003ep\u003c/em\u003e = .888). Therefore, the mediating effect was not supported.\u003c/p\u003e \u003c/div\u003e"},{"header":"Discussion","content":"\u003cp\u003eThis study examined the relationships among senior nurses\u0026rsquo; job satisfaction, positive nursing organizational culture, and intention to remain, focusing on the moderating and mediating roles of organizational culture in a tertiary hospital. Overall, findings indicate that job satisfaction is a key determinant of retention intention, and positive nursing organizational culture functions as a contextual moderator that strengthens this relationship rather than as a mediating mechanism.\u003c/p\u003e \u003cp\u003eRegarding participant characteristics, job satisfaction and perceptions of positive organizational culture did not differ significantly across demographic or professional groups. In contrast, retention intention varied by age, marital status, total clinical experience, clinical experience at the current institution, and position. Senior nurses who were older, married, more experienced, or in leadership roles reported higher retention intentions. These findings align with prior evidence suggesting that career investment, organizational embeddedness, and role advancement are major drivers of retention among experienced nurses [\u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e29\u003c/span\u003e]. The relatively uniform perceptions of job satisfaction and organizational culture may reflect prolonged exposure to shared institutional norms and leadership structures in tertiary hospitals. Practically, these findings support differentiated retention strategies across career stages, including flexible and family-friendly policies for older nurses and structured training, counseling, and career development pathways for younger nurses at high risk of burnout.\u003c/p\u003e \u003cp\u003eHierarchical regression analyses confirmed that job satisfaction plays a central role in predicting retention intention, consistent with systematic reviews identifying it as one of the most robust predictors of nurses\u0026rsquo; retention decisions [\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e, \u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e]. Positive nursing organizational culture did not show a significant direct effect when entered alone, differing from some prior studies. This suggests that in senior nurse populations, the independent contribution of culture may be weaker than that of job satisfaction.\u003c/p\u003e \u003cp\u003eHowever, the interaction between job satisfaction and positive organizational culture was significant, indicating a moderating effect. Specifically, the relationship between job satisfaction and retention intention was stronger when organizational culture was more positive. This suggests that culture functions as a contextual amplifier, enhancing the effect of job satisfaction on retention. These findings align with recent studies reporting similar moderating effects [\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e, \u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e31\u003c/span\u003e] and with organizational commitment literature exhibiting that leadership quality, empowerment, and reduced role stress strengthen job satisfaction and commitment while lowering turnover intentions.\u003c/p\u003e \u003cp\u003eThe mediation analysis did not support an indirect effect of organizational culture, suggesting that, in this sample, culture does not serve as a psychological pathway linking job satisfaction to retention intention. Instead, job satisfaction appears to exert a more direct influence. Differences from prior mediation findings may reflect variations in study populations, organizational contexts, or outcome variables. In broader nurse samples or studies examining other outcomes, culture may play a stronger mediating role.\u003c/p\u003e \u003cp\u003eThese findings can be further interpreted within the hierarchical and collectivist context of Korean tertiary hospitals, where experienced nurses are deeply socialized into norms of authority, respect, and group harmony [\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e, \u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e]. In such settings, organizational culture alone may not independently drive retention decisions. However, when characterized by fairness, relational support, and recognition, culture creates an enabling environment in which satisfied nurses are more likely to translate positive job attitudes into long-term organizational commitment. Therefore, positive culture is more plausibly a moderating boundary condition rather than a mediating pathway in the job satisfaction\u0026ndash;retention relationship among senior nurses.\u003c/p\u003e \u003cp\u003eOverall, this study extends existing retention models by clarifying the conditional role of positive organizational culture in tertiary hospital settings. Retention strategies should therefore prioritize strengthening job satisfaction while simultaneously investing in cultural and leadership practices that reinforce its effect. Future research should include diverse organizational types and nurse populations to more precisely test indirect and conditional pathways linking organizational culture, job satisfaction, and retention intention.\u003c/p\u003e \u003cdiv id=\"Sec19\" class=\"Section2\"\u003e \u003ch2\u003eLimitations\u003c/h2\u003e \u003cp\u003eThis study has several strengths. It focused on senior nurses in a tertiary hospital, an underexamined group in retention research. Both moderating and mediating roles of positive organizational culture were tested, providing a nuanced understanding of organizational effects. The use of hierarchical regression with interaction analysis enhanced methodological rigor. Integrating individual and organizational factors within the Korean cultural context increased the study\u0026rsquo;s theoretical and practical relevance. Finally, the findings offer actionable, career-stage\u0026ndash;tailored implications for retention strategies.\u003c/p\u003e \u003cp\u003eNonetheless, some limitations should be noted. First, generalizability may be limited owing to convenience sampling from a single tertiary hospital in Seoul. Second, reliance on self-reported questionnaires may introduce response bias. Third, individual and external factors influencing job satisfaction and retention, such as resilience, burnout, organizational incentives, and job performance, were not considered. Future studies should include more diverse samples and additional influencing variables to provide a comprehensive understanding of nurse retention predictors.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec20\" class=\"Section2\"\u003e \u003ch2\u003eImplications\u003c/h2\u003e \u003cp\u003eThe findings highlight practical implications for nursing management. Strategies aimed at increasing job satisfaction should be prioritized, including recognition of professional achievements, opportunities for career development, and fair management practices. Additionally, fostering a positive organizational culture through trust-based relationships and transparent leadership may further enhance workforce retention. Finally, targeted retention strategies should address the needs of younger and less experienced nurses, who report lower retention intentions.\u003c/p\u003e \u003c/div\u003e"},{"header":"Conclusion","content":"\u003cp\u003eThis study highlights the critical role of job satisfaction in nurse retention and identifies the moderating effect of a positive nursing organizational culture. The findings suggest that healthcare institutions should simultaneously enhance job satisfaction and foster a work environment characterized by collaboration, fairness, and mutual respect. Implementing strategies that prioritize fair management, recognition, and professional development can strengthen the retention of skilled nursing professionals. Future research should explore additional factors influencing retention and assess interventions that improve both job satisfaction and organizational culture to promote long-term workforce stability.\u003c/p\u003e"},{"header":"Abbreviations","content":"\u003cp\u003eNone.\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eEthics approval and i\u003c/strong\u003e\u003cstrong\u003enformed\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003ec\u003c/strong\u003e\u003cstrong\u003eonsent\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis study was conducted in accordance with the Declaration of Helsinki. Ethical approval was obtained from the Institutional Review Board of the Kangbuk Samsung Hospital (No. KBSMC2024-01-029-003). All participants provided written informed consent\u003cem\u003e.\u003c/em\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConsent for publication\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNot applicable.\u003cbr\u003e\u003cstrong\u003eAvailability of availability\u003c/strong\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003eand materials\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe data utilized in this study are available upon reasonable request from the corresponding author.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eCompeting\u003c/strong\u003e\u003cstrong\u003e\u0026nbsp;Interest\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors declare no conflict of interest.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFunding\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis research did not receive any specific grant from funding agencies in the public, commercial, or not-for-profit sectors.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAuthor\u003c/strong\u003e\u003cstrong\u003e\u0026rsquo;s\u003c/strong\u003e\u003cstrong\u003e\u0026nbsp;Contributions\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eJiwon Lee\u003c/strong\u003e: Conceptualization, data curation, formal analysis, investigation, project administration, methodology, validation, and writing (original draft, review \u0026amp; editing).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eYoungmi Kang\u003c/strong\u003e: Conceptualization, investigation, supervision, methodology, validation, and writing (original draft, review \u0026amp; editing).\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAcknowledgements\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis article is a revision of the first author\u0026rsquo;s master\u0026rsquo;s thesis from Kyung Hee University. The authors would also like to thank all the participants of the study.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\u003cli\u003e\u003cspan\u003eRanda MB, Phale JM. The effects of high nurses\u0026rsquo; turnover on patient care: perspectives of unit managers in critical care units. Int J Afr Nurs Sci. 2023;19:100580. \u003cspan class=\"ExternalRef\"\u003e\u003cspan class=\"RefSource\"\u003e10.1016/j.ijans.2023.100580\u003c/span\u003e\u003cspan address=\"10.1016/j.ijans.2023.100580\" targettype=\"DOI\" class=\"RefTarget\"\u003e\u003c/span\u003e\u003c/span\u003e.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eYue LH, Wang LY, Guo JL, Li WL, Zhang JW. An investigation into the present status and influencing factors of nurse retention in grade-A tertiary general hospitals in Shanxi Province within the framework of the magnet hospital concept. 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Seoul: Hanyang University; 2006.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eKim MJ, Lee HJ. Organizational culture, job satisfaction, and retention intention among experienced hospital nurses. BMC Nurs. 2023;22:412. \u003cspan class=\"ExternalRef\"\u003e\u003cspan class=\"RefSource\"\u003e10.1186/s12912-023-01521-7\u003c/span\u003e\u003cspan address=\"10.1186/s12912-023-01521-7\" targettype=\"DOI\" class=\"RefTarget\"\u003e\u003c/span\u003e\u003c/span\u003e.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003ePressley C, Garside J. Safeguarding the retention of nurses: A systematic review on determinants of nurses\u0026rsquo; intentions to stay. Nurs Open. 2023;10:2842\u0026ndash;58. \u003cspan class=\"ExternalRef\"\u003e\u003cspan class=\"RefSource\"\u003e10.1002/nop2.1588\u003c/span\u003e\u003cspan address=\"10.1002/nop2.1588\" targettype=\"DOI\" class=\"RefTarget\"\u003e\u003c/span\u003e\u003c/span\u003e.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eGoyal R, Kaur G. Determining the role of employee engagement in nurse retention along with the mediation of organizational culture. Healthcare. 2023;11:760. \u003cspan class=\"ExternalRef\"\u003e\u003cspan class=\"RefSource\"\u003e10.3390/healthcare11050760\u003c/span\u003e\u003cspan address=\"10.3390/healthcare11050760\" targettype=\"DOI\" class=\"RefTarget\"\u003e\u003c/span\u003e\u003c/span\u003e.\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"},{"header":"Tables","content":"\u003cp\u003eTable 1. General characteristics of the participants (N=166).\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" align=\"\" width=\"613\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 216px;\"\u003e\n \u003cp\u003eCharacteristics\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 232px;\"\u003e\n \u003cp\u003eCategories\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 165px;\"\u003e\n \u003cp\u003en (%) or M\u0026plusmn;SD\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003eAge (year)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e32.49\u0026plusmn;4.96\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003e\u0026lt;30\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e48 (28.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003e30\u0026ndash;\u0026lt;40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e98 (59.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003e\u0026ge;40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e20 (12.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003eMarital status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003eSingle\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e94 (56.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003eMarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e72 (43.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003eEducation level\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003eDiploma\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e11 (6.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003eBachelor\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e133 (80.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003eMaster\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e22 (13.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"5\" valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003eTotal clinical experience (year)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e9.43\u0026plusmn;5.10\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003e3\u0026ndash;\u0026lt;5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e33 (19.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003e5\u0026ndash;\u0026lt;10\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e76 (45.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003e10\u0026ndash;\u0026lt;15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e30 (18.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003e\u0026ge;15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e27 (16.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"5\" valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003eClinical experience at the current institution (year)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e7.91\u0026plusmn;4.90\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003e3\u0026ndash;\u0026lt;5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e56 (33.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003e5\u0026ndash;\u0026lt;10\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e65 (39.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003e10\u0026ndash;\u0026lt;15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e29 (17.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003e\u0026ge;15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e16 (9.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"3\" valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003eDepartment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003eOutpatient department\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e53 (31.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003eGeneral ward\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e64 (38.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003eSpecial part (ICU, OR, ER\u0026nbsp;etc.)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e49 (29.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003eWork type\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003eFixed duty\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e63 (38.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003eShift duty\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e103 (62.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003ePosition\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003eStaff nurse\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e141 (84.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003eCharge nurse\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e25 (15.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"4\" valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003eAnnual salary (million KRW)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003e\u0026lt;45\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e15 (9.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003e45-\u0026lt;55\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e46 (27.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003e55-\u0026lt;65\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e59 (35.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003e\u0026ge;65\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e46 (27.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" valign=\"top\" style=\"width: 216px;\"\u003e\n \u003cp\u003eTurnover experience\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e98 (59.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 232px;\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 165px;\"\u003e\n \u003cp\u003e68 (41.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e\u003cem\u003eNotes\u003c/em\u003e.\u0026nbsp;M: Mean, SD: Standard deviation, ICU: Intensive care unit, OR: Operating room, ER: Emergency room,\u0026nbsp;KRW: South Korean Won\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eTable 2. Descriptive statistics of the study variables (N=166).\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" align=\"\" width=\"1077\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd rowspan=\"2\" style=\"width: 340px;\"\u003e\n \u003cp\u003eVariables\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"3\" style=\"width: 369px;\"\u003e\n \u003cp\u003eTotal score\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"3\" style=\"width: 369px;\"\u003e\n \u003cp\u003eItem average score\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003eM\u0026plusmn;SD\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003eMin-Max\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003ePossible range\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003eM\u0026plusmn;SD\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 123px;\"\u003e\n \u003cp\u003eMin-Max\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 142px;\"\u003e\n \u003cp\u003ePossible range\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 340px;\"\u003e\n \u003cp\u003eJob satisfaction\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e117.57\u0026plusmn;16.93\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e52\u0026ndash;160\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e33\u0026ndash;165\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e3.56\u0026plusmn;0.51\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 123px;\"\u003e\n \u003cp\u003e1.58\u0026ndash;4.85\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 142px;\"\u003e\n \u003cp\u003e1-5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 340px;\"\u003e\n \u003cp\u003eOrganizational recognition and professional achievement\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e29.85\u0026plusmn;5.75\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e9\u0026ndash;45\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e9\u0026ndash;45\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e3.32\u0026plusmn;0.64\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 123px;\"\u003e\n \u003cp\u003e1.00\u0026ndash;5.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 142px;\"\u003e\n \u003cp\u003e1-5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 340px;\"\u003e\n \u003cp\u003ePersonal growth through the nursing profession\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e20.86\u0026plusmn;4.33\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e6\u0026ndash;30\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e6\u0026ndash;30\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e3.48\u0026plusmn;0.72\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 123px;\"\u003e\n \u003cp\u003e1.00\u0026ndash;5.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 142px;\"\u003e\n \u003cp\u003e1-5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 340px;\"\u003e\n \u003cp\u003eInterpersonal interactions through respect and recognition\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e27.90\u0026plusmn;4.42\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e11\u0026ndash;37\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e8\u0026ndash;40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e3.49\u0026plusmn;0.55\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 123px;\"\u003e\n \u003cp\u003e1.38\u0026ndash;4.63\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 142px;\"\u003e\n \u003cp\u003e1-5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 340px;\"\u003e\n \u003cp\u003eAchieving responsibility as a nurse\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e15.75\u0026plusmn;2.20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e9\u0026ndash;20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e4\u0026ndash;20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e3.94\u0026plusmn;0.55\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 123px;\"\u003e\n \u003cp\u003e2.25\u0026ndash;5.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 142px;\"\u003e\n \u003cp\u003e1-5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 340px;\"\u003e\n \u003cp\u003eDemonstrating professional competence\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e11.01\u0026plusmn;1.55\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e6\u0026ndash;15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e3\u0026ndash;15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e3.67\u0026plusmn;0.52\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 123px;\"\u003e\n \u003cp\u003e2.00\u0026ndash;5.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 142px;\"\u003e\n \u003cp\u003e1-5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 340px;\"\u003e\n \u003cp\u003eStability\u0026nbsp;and job value\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e12.20\u0026plusmn;1.80\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e8\u0026ndash;15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e3\u0026ndash;15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e4.07\u0026plusmn;0.60\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 123px;\"\u003e\n \u003cp\u003e2.67\u0026ndash;5.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 142px;\"\u003e\n \u003cp\u003e1-5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 340px;\"\u003e\n \u003cp\u003ePositive nursing organizational culture\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e91.31\u0026plusmn;16.12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e38\u0026ndash;129\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e26\u0026ndash;130\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e3.51\u0026plusmn;0.62\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 123px;\"\u003e\n \u003cp\u003e1.46\u0026ndash;4.96\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 142px;\"\u003e\n \u003cp\u003e1-5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 340px;\"\u003e\n \u003cp\u003ePursuit of common values\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e24.80\u0026plusmn;4.38\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e12\u0026ndash;35\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e7\u0026ndash;35\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e3.54\u0026plusmn;0.63\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 123px;\"\u003e\n \u003cp\u003e1.71\u0026ndash;5.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 142px;\"\u003e\n \u003cp\u003e1-5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 340px;\"\u003e\n \u003cp\u003eBuilding organizational relationships based on trust\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e28.72\u0026plusmn;5.61\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e11\u0026ndash;40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e8\u0026ndash;40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e3.59\u0026plusmn;0.70\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 123px;\"\u003e\n \u003cp\u003e1.38\u0026ndash;5.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 142px;\"\u003e\n \u003cp\u003e1-5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 340px;\"\u003e\n \u003cp\u003eFair management system\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e13.20\u0026plusmn;2.97\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e4\u0026ndash;20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e5\u0026ndash;25\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e3.30\u0026plusmn;0.74\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 123px;\"\u003e\n \u003cp\u003e1.00\u0026ndash;5.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 142px;\"\u003e\n \u003cp\u003e1-5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 340px;\"\u003e\n \u003cp\u003ePositive leadership of nursing unit managers\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e24.60\u0026plusmn;5.03\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e9\u0026ndash;35\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e7\u0026ndash;35\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e3.51\u0026plusmn;0.72\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 123px;\"\u003e\n \u003cp\u003e1.29\u0026ndash;5.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 142px;\"\u003e\n \u003cp\u003e1-5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 340px;\"\u003e\n \u003cp\u003eRetention intention\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e32.17\u0026plusmn;8.27\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e10\u0026ndash;48\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 132px;\"\u003e\n \u003cp\u003e6\u0026ndash;48\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\n \u003cp\u003e5.36\u0026plusmn;1.38\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 123px;\"\u003e\n \u003cp\u003e1.67\u0026ndash;8.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 142px;\"\u003e\n \u003cp\u003e1-8\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e\u003cem\u003eNotes\u003c/em\u003e.\u0026nbsp;Min: Minimum, Max: Maximum, M: Mean, SD: Standard deviation\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eTable 3. Differences in study variables\u0026nbsp;according to participants\u0026rsquo; general characteristics\u0026nbsp;(N=166).\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" align=\"\" width=\"747\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" rowspan=\"2\" style=\"width: 243px;\"\u003e\n \u003cp\u003eVariables\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 168px;\"\u003e\n \u003cp\u003eJob satisfaction\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 168px;\"\u003e\n \u003cp\u003ePositive nursing\u003c/p\u003e\n \u003cp\u003eorganizational culture\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 168px;\"\u003e\n \u003cp\u003eRetention intention\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 95px;\"\u003e\n \u003cp\u003eM\u0026plusmn;SD\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 73px;\"\u003e\n \u003cp\u003et or F (\u003cem\u003ep\u003c/em\u003e)\u003c/p\u003e\n \u003cp\u003eScheff\u0026eacute;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 97px;\"\u003e\n \u003cp\u003eM\u0026plusmn;SD\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 71px;\"\u003e\n \u003cp\u003et or F (\u003cem\u003ep\u003c/em\u003e)\u003c/p\u003e\n \u003cp\u003eScheff\u0026eacute;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 89px;\"\u003e\n \u003cp\u003eM\u0026plusmn;SD\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 78px;\"\u003e\n \u003cp\u003et or F (\u003cem\u003ep\u003c/em\u003e)\u003c/p\u003e\n \u003cp\u003eScheff\u0026eacute;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 243px;\"\u003e\n \u003cp\u003eAge (year)\u003csup\u003e\u0026dagger;\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 95px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd style=\"width: 73px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 97px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 89px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 78px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 243px;\"\u003e\n \u003cp\u003e\u0026lt;30\u003csup\u003ea\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.43\u0026plusmn;0.55\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"3\" valign=\"top\" style=\"width: 73px;\"\u003e\n \u003cp\u003e4.98\u003c/p\u003e\n \u003cp\u003e(.083)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.38\u0026plusmn;0.64\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"3\" valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e2.02\u003c/p\u003e\n \u003cp\u003e(.364)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e4.74\u0026plusmn;1.54\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"3\" valign=\"top\" style=\"width: 78px;\"\u003e\n \u003cp\u003e19.38\u003c/p\u003e\n \u003cp\u003e(\u0026lt;.001)\u003c/p\u003e\n \u003cp\u003ea,b\u0026lt;c\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003e30-\u0026lt;40\u003csup\u003eb\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.60\u0026plusmn;0.49\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.55\u0026plusmn;0.63\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.48\u0026plusmn;1.17\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003e\u0026ge;40\u003csup\u003ec\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.69\u0026plusmn;0.50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.63\u0026plusmn;0.48\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e6.29\u0026plusmn;1.27\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" colspan=\"3\" style=\"width: 411px;\"\u003e\n \u003cp\u003eMarital status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 97px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 89px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 78px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 243px;\"\u003e\n \u003cp\u003eSingle\u003csup\u003ea\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.53\u0026plusmn;0.54\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"2\" valign=\"top\" style=\"width: 73px;\"\u003e\n \u003cp\u003e-1.02\u003c/p\u003e\n \u003cp\u003e(.311)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.44\u0026plusmn;0.67\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"2\" valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e-1.74\u003c/p\u003e\n \u003cp\u003e(.083)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.01\u0026plusmn;1.39\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"2\" valign=\"top\" style=\"width: 78px;\"\u003e\n \u003cp\u003e-3.92\u003c/p\u003e\n \u003cp\u003e(\u0026lt;.001)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003eMarried\u003csup\u003eb\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.61\u0026plusmn;0.47\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.61\u0026plusmn;0.54\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.82\u0026plusmn;1.23\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" colspan=\"3\" style=\"width: 411px;\"\u003e\n \u003cp\u003eEducation level\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 97px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 89px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 78px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 243px;\"\u003e\n \u003cp\u003eDiploma\u003csup\u003ea\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.47\u0026plusmn;0.38\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"3\" valign=\"top\" style=\"width: 73px;\"\u003e\n \u003cp\u003e1.71\u003c/p\u003e\n \u003cp\u003e(.425)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.39\u0026plusmn;0.38\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"3\" valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e1.28\u003c/p\u003e\n \u003cp\u003e(.527)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.03\u0026plusmn;1.22\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"3\" valign=\"top\" style=\"width: 78px;\"\u003e\n \u003cp\u003e5.31\u003c/p\u003e\n \u003cp\u003e(.070)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003eBachelor\u003csup\u003eb\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.56\u0026plusmn;0.52\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.51\u0026plusmn;0.64\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.29\u0026plusmn;1.40\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003eMaster\u003csup\u003ec\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.63\u0026plusmn;0.51\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.56\u0026plusmn;0.60\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.97\u0026plusmn;1.16\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" colspan=\"3\" style=\"width: 411px;\"\u003e\n \u003cp\u003eTotal clinical experience\u0026nbsp;(year)\u003csup\u003e\u0026dagger;\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 97px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 89px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 78px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003e3-\u0026lt;5\u003csup\u003ea\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.40\u0026plusmn;0.56\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"4\" valign=\"top\" style=\"width: 73px;\"\u003e\n \u003cp\u003e9.25\u003c/p\u003e\n \u003cp\u003e(.026)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.40\u0026plusmn;0.66\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"4\" valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e3.19\u003c/p\u003e\n \u003cp\u003e(.363)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e4.70\u0026plusmn;1.47\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"4\" valign=\"top\" style=\"width: 78px;\"\u003e\n \u003cp\u003e25.91\u003c/p\u003e\n \u003cp\u003e(\u0026lt;.001)\u003c/p\u003e\n \u003cp\u003ea,b\u0026lt;c,d\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003e5-\u0026lt;10\u003csup\u003eb\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.53\u0026plusmn;0.51\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.47\u0026plusmn;0.66\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.13\u0026plusmn;1.31\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003e10-\u0026lt;15\u003csup\u003ec\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.74\u0026plusmn;0.42\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.68\u0026plusmn;0.52\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.88\u0026plusmn;0.90\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003e\u0026ge;15\u003csup\u003ed\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.67\u0026plusmn;0.51\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.59\u0026plusmn;0.53\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e6.25\u0026plusmn;1.29\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 411px;\"\u003e\n \u003cp\u003eClinical experience at current hospital\u0026nbsp;(year)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 97px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 89px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 78px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003e3-\u0026lt;5\u003csup\u003ea\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.47\u0026plusmn;0.55\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"4\" valign=\"top\" style=\"width: 73px;\"\u003e\n \u003cp\u003e5.08\u003c/p\u003e\n \u003cp\u003e(.166)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.45\u0026plusmn;0.62\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"4\" valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e1.56\u003c/p\u003e\n \u003cp\u003e(.670)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.04\u0026plusmn;1.43\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"4\" valign=\"top\" style=\"width: 78px;\"\u003e\n \u003cp\u003e16.31\u003c/p\u003e\n \u003cp\u003e(.001)\u003c/p\u003e\n \u003cp\u003ea,b\u0026lt;d\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003e5-\u0026lt;10\u003csup\u003eb\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.56\u0026plusmn;0.51\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.50\u0026plusmn;0.69\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.17\u0026plusmn;1.35\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003e10-\u0026lt;15\u003csup\u003ec\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.67\u0026plusmn;0.52\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.63\u0026plusmn;0.53\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.95\u0026plusmn;0.89\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003e\u0026ge;15\u003csup\u003ed\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.69\u0026plusmn;0.34\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.56\u0026plusmn;0.50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e6.20\u0026plusmn;1.45\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" colspan=\"4\" style=\"width: 507px;\"\u003e\n \u003cp\u003eDepartment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 89px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 78px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 243px;\"\u003e\n \u003cp\u003eOutpatient department\u003csup\u003ea\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.65\u0026plusmn;0.50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"3\" valign=\"top\" style=\"width: 73px;\"\u003e\n \u003cp\u003e1.72\u003c/p\u003e\n \u003cp\u003e(.182)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.58\u0026plusmn;0.64\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"3\" valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e2.25\u003c/p\u003e\n \u003cp\u003e(.109)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.69\u0026plusmn;1.30\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"3\" valign=\"top\" style=\"width: 78px;\"\u003e\n \u003cp\u003e2.55\u003c/p\u003e\n \u003cp\u003e(.081)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003eGeneral ward\u003csup\u003eb\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.56\u0026plusmn;0.51\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.58\u0026plusmn;0.61\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.31\u0026plusmn;1.37\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003eSpecial part (ICU, OR, ER etc.)\u003csup\u003ec\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.47\u0026plusmn;0.53\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.36\u0026plusmn;0.59\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.09\u0026plusmn;1.42\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" colspan=\"4\" style=\"width: 507px;\"\u003e\n \u003cp\u003eWork type\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 89px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 78px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 243px;\"\u003e\n \u003cp\u003eFixed duty\u003csup\u003ea\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.61\u0026plusmn;0.53\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"2\" valign=\"top\" style=\"width: 73px;\"\u003e\n \u003cp\u003e0.99\u003c/p\u003e\n \u003cp\u003e(.323)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.50\u0026plusmn;0.69\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"2\" valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e-0.23\u003c/p\u003e\n \u003cp\u003e(.822)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.58\u0026plusmn;1.39\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"2\" valign=\"top\" style=\"width: 78px;\"\u003e\n \u003cp\u003e1.57\u003c/p\u003e\n \u003cp\u003e(.117)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003eShift duty\u003csup\u003eb\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.53\u0026plusmn;0.50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.52\u0026plusmn;0.58\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.23\u0026plusmn;1.36\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" colspan=\"4\" style=\"width: 507px;\"\u003e\n \u003cp\u003ePosition\u003csup\u003e\u0026dagger;\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 89px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 78px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 243px;\"\u003e\n \u003cp\u003eStaff nurse\u003csup\u003ea\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.54\u0026plusmn;0.52\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"2\" valign=\"top\" style=\"width: 73px;\"\u003e\n \u003cp\u003e-1.43\u003c/p\u003e\n \u003cp\u003e(.154)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.51\u0026plusmn;0.64\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"2\" valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e-0.36\u003c/p\u003e\n \u003cp\u003e(.716)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.25\u0026plusmn;1.37\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"2\" valign=\"top\" style=\"width: 78px;\"\u003e\n \u003cp\u003e-2.53\u003c/p\u003e\n \u003cp\u003e(.011)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003eCharge nurse\u003csup\u003eb\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.68\u0026plusmn;0.48\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.50\u0026plusmn;0.53\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.99\u0026plusmn;1.26\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"4\" style=\"width: 507px;\"\u003e\n \u003cp\u003eAnnual salary (million KRW)\u003csup\u003e\u0026dagger;\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 89px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 78px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003e\u0026lt;45\u003csup\u003ea\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.70\u0026plusmn;0.40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"4\" valign=\"top\" style=\"width: 73px;\"\u003e\n \u003cp\u003e2.15\u003c/p\u003e\n \u003cp\u003e(.541)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.72\u0026plusmn;0.57\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"4\" valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e1.77\u003c/p\u003e\n \u003cp\u003e(.621)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.08\u0026plusmn;1.23\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"4\" valign=\"top\" style=\"width: 78px;\"\u003e\n \u003cp\u003e3.47\u003c/p\u003e\n \u003cp\u003e(.325)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003e45-\u0026lt;55\u003csup\u003eb\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.48\u0026plusmn;0.50\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.47\u0026plusmn;0.62\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.13\u0026plusmn;1.38\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003e55-\u0026lt;65\u003csup\u003ec\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.55\u0026plusmn;0.58\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.48\u0026plusmn;0.70\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.56\u0026plusmn;1.30\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003e\u0026ge;65\u003csup\u003ed\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.62\u0026plusmn;0.47\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.53\u0026plusmn;0.53\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.43\u0026plusmn;1.50\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" colspan=\"4\" style=\"width: 507px;\"\u003e\n \u003cp\u003eExperience of turnover\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 71px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 89px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 78px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 243px;\"\u003e\n \u003cp\u003eNo\u003csup\u003ea\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.54\u0026plusmn;0.49\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"2\" valign=\"top\" style=\"width: 73px;\"\u003e\n \u003cp\u003e-0.82\u003c/p\u003e\n \u003cp\u003e(.413)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.50(0.62\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"2\" valign=\"top\" style=\"width: 71px;\"\u003e\n \u003cp\u003e-0.42\u003c/p\u003e\n \u003cp\u003e(.677)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.19\u0026plusmn;1.40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" rowspan=\"2\" valign=\"top\" style=\"width: 78px;\"\u003e\n \u003cp\u003e-1.91\u003c/p\u003e\n \u003cp\u003e(.058)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 243px;\"\u003e\n \u003cp\u003eYes\u003csup\u003eb\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 95px;\"\u003e\n \u003cp\u003e3.60\u0026plusmn;0.55\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 97px;\"\u003e\n \u003cp\u003e3.54(0.62\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" valign=\"top\" style=\"width: 89px;\"\u003e\n \u003cp\u003e5.61\u0026plusmn;1.31\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e\u003cem\u003eNotes\u003c/em\u003e.\u0026nbsp;M: Mean, SD: Standard deviation, ICU: Intensive care unit, OR: Operating room, ER: Emergency room,\u0026nbsp;KRW: South Korean Won,\u003csup\u003e\u0026nbsp;\u0026dagger;\u003c/sup\u003eNonparametric rank tests: Mann-Whitney test, Kruskal-Wallis test\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eTable 4. Moderating role of positive nursing organizational culture in the relationship between job satisfaction and retention intention (N=166).\u003c/p\u003e\n\u003ctable border=\"0\" cellspacing=\"0\" cellpadding=\"0\" align=\"\" width=\"926\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" rowspan=\"2\" style=\"width: 435px;\"\u003e\n \u003cp\u003eVariables\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 161px;\"\u003e\n \u003cp\u003eModel 1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 180px;\"\u003e\n \u003cp\u003eModel 2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\n \u003cp\u003eModel 3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 57px;\"\u003e\n \u003cp\u003e\u0026beta;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003et (\u003cem\u003ep\u003c/em\u003e)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e\u0026beta;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003et (\u003cem\u003ep\u003c/em\u003e)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 47px;\"\u003e\n \u003cp\u003e\u0026beta;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003et (\u003cem\u003ep\u003c/em\u003e)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 435px;\"\u003e\n \u003cp\u003e(Constant)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 161px;\"\u003e\n \u003cp\u003e30.17 (\u0026lt;.001)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 180px;\"\u003e\n \u003cp\u003e30.08 (\u0026lt;.001)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\n \u003cp\u003e28.64 (\u0026lt;.001)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 435px;\"\u003e\n \u003cp\u003eAge (year)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 57px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 47px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 435px;\"\u003e\n \u003cp\u003e\u0026lt;30\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 57px;\"\u003e\n \u003cp\u003eRef\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003eRef\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 47px;\"\u003e\n \u003cp\u003eRef\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 435px;\"\u003e\n \u003cp\u003e30-\u0026lt;40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 57px;\"\u003e\n \u003cp\u003e0.04\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e0.48 (.634)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.04\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e0.48 (.633)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 47px;\"\u003e\n \u003cp\u003e0.04\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e0.42 (.674)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 435px;\"\u003e\n \u003cp\u003e\u0026ge;40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 57px;\"\u003e\n \u003cp\u003e0.09\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e0.93 (.356)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.09\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e0.93 (.354)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 47px;\"\u003e\n \u003cp\u003e0.09\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e0.88 (.382)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 435px;\"\u003e\n \u003cp\u003eMarital status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 57px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 47px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 435px;\"\u003e\n \u003cp\u003eSingle\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 57px;\"\u003e\n \u003cp\u003eRef\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003eRef\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 47px;\"\u003e\n \u003cp\u003eRef\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 435px;\"\u003e\n \u003cp\u003eMarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 57px;\"\u003e\n \u003cp\u003e0.13\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e1.92 (.057)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.14\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e1.94 (.055)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 47px;\"\u003e\n \u003cp\u003e0.15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e2.14 (.034)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 435px;\"\u003e\n \u003cp\u003eTotal clinical experience (year)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 57px;\"\u003e\n \u003cp\u003e0.21\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e1.60 (.113)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.21\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e1.58 (.117)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 47px;\"\u003e\n \u003cp\u003e0.20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e1.49 (.139)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 435px;\"\u003e\n \u003cp\u003eClinical experience at current hospital\u0026nbsp;(year)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 57px;\"\u003e\n \u003cp\u003e-0.08\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e-0.78 (.436)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e-0.08\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e-0.78 (.436)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 47px;\"\u003e\n \u003cp\u003e-0.07\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e-0.61 (.543)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 435px;\"\u003e\n \u003cp\u003ePosition\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 57px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 47px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 435px;\"\u003e\n \u003cp\u003eStaff nurse\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 57px;\"\u003e\n \u003cp\u003eRef\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003eRef\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 47px;\"\u003e\n \u003cp\u003eRef\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 435px;\"\u003e\n \u003cp\u003eCharge nurse\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 57px;\"\u003e\n \u003cp\u003e0.01\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e0.09 (.929)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.00\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e0.05 (.962)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 47px;\"\u003e\n \u003cp\u003e0.01\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e0.09 (.930)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 435px;\"\u003e\n \u003cp\u003eJob satisfaction\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 57px;\"\u003e\n \u003cp\u003e0.55\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e9.29 (\u0026lt;.001)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.58\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e5.68 (\u0026lt;.001)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 47px;\"\u003e\n \u003cp\u003e0.64\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e6.25 (\u0026lt;.001)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 435px;\"\u003e\n \u003cp\u003ePositive nursing organizational culture\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 57px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e-0.03\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e-0.32 (.752)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 47px;\"\u003e\n \u003cp\u003e-0.04\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e-0.37 (.712)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 435px;\"\u003e\n \u003cp\u003ePositive nursing organizational culture* Job satisfaction\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 57px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 47px;\"\u003e\n \u003cp\u003e0.17\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e2.68(.008)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 435px;\"\u003e\n \u003cp\u003eAdjusted R\u003csup\u003e2\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" style=\"width: 161px;\"\u003e\n \u003cp\u003e0.438\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 180px;\"\u003e\n \u003cp\u003e0.435\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\n \u003cp\u003e0.457\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 435px;\"\u003e\n \u003cp\u003eF\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 161px;\"\u003e\n \u003cp\u003e19.40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 180px;\"\u003e\n \u003cp\u003e16.89\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\n \u003cp\u003e16.40\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 435px;\"\u003e\n \u003cp\u003e\u003cem\u003ep\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 161px;\"\u003e\n \u003cp\u003e\u0026lt;.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 180px;\"\u003e\n \u003cp\u003e\u0026lt;.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\n \u003cp\u003e\u0026lt;.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e\u003cem\u003eNotes\u003c/em\u003e. ref: reference group; \u0026beta;=standardized coefficient\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eTable 5.\u0026nbsp;Mediating role of positive nursing organizational culture in the relationship between job satisfaction and retention intention\u0026nbsp;(N=166).\u003c/p\u003e\n\u003ctable border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"926\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" rowspan=\"2\" style=\"width: 284px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"3\" style=\"width: 255px;\"\u003e\n \u003cp\u003eModel 1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 189px;\"\u003e\n \u003cp\u003eModel 2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 198px;\"\u003e\n \u003cp\u003eModel 3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e\u0026beta;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\n \u003cp\u003et (\u003cem\u003ep\u003c/em\u003e)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e\u0026beta;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 113px;\"\u003e\n \u003cp\u003et (\u003cem\u003ep\u003c/em\u003e)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 94px;\"\u003e\n \u003cp\u003e\u0026beta;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003et (\u003cem\u003ep\u003c/em\u003e)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 284px;\"\u003e\n \u003cp\u003eAge (years)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 113px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 94px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 284px;\"\u003e\n \u003cp\u003e\u0026lt;30\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003eRef\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 113px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 94px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 284px;\"\u003e\n \u003cp\u003e30-\u0026lt;40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e0.01\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\n \u003cp\u003e0.154 (.878)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.045\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 113px;\"\u003e\n \u003cp\u003e0.528 (.598)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 94px;\"\u003e\n \u003cp\u003e0.045\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e0.528 (.598)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 284px;\"\u003e\n \u003cp\u003e\u0026ge;40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e0.038\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\n \u003cp\u003e0.463 (.644)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.09\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 113px;\"\u003e\n \u003cp\u003e0.849 (.397)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 94px;\"\u003e\n \u003cp\u003e0.09\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e0.847 (.398)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 284px;\"\u003e\n \u003cp\u003eMarital status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 113px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 94px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 284px;\"\u003e\n \u003cp\u003eSingle\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003eRef\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 113px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 94px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 284px;\"\u003e\n \u003cp\u003eMarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e0.089\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\n \u003cp\u003e1.691 (.093)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.122\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 113px;\"\u003e\n \u003cp\u003e1.752 (.082)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 94px;\"\u003e\n \u003cp\u003e0.12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e1.754 (.081)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 284px;\"\u003e\n \u003cp\u003eWork department\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 113px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 94px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 284px;\"\u003e\n \u003cp\u003eOutpatient department\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003eRef\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 113px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 94px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 284px;\"\u003e\n \u003cp\u003eGeneral ward\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e0.039\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\n \u003cp\u003e0.728 (.468)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e-0.016\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 113px;\"\u003e\n \u003cp\u003e-0.222 (.825)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 94px;\"\u003e\n \u003cp\u003e-0.016\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e-0.231 (.818)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 284px;\"\u003e\n \u003cp\u003eSpecial part (ICU, OR, ER)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e-0.06\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\n \u003cp\u003e-1.095 (.275)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e-0.03\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 113px;\"\u003e\n \u003cp\u003e-0.422 (.674)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 94px;\"\u003e\n \u003cp\u003e-0.029\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e-0.413 (.68)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 284px;\"\u003e\n \u003cp\u003ePosition\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 113px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 94px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 284px;\"\u003e\n \u003cp\u003eStaff nurse\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003eRef\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 113px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 94px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 284px;\"\u003e\n \u003cp\u003eCharge or head nurse\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e-0.09\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\n \u003cp\u003e-1.608 (.11)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e-0.009\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 113px;\"\u003e\n \u003cp\u003e-0.127 (.899)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 94px;\"\u003e\n \u003cp\u003e-0.008\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e-0.11 (.912)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 284px;\"\u003e\n \u003cp\u003eTotal clinical career (year)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e-0.042\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\n \u003cp\u003e-.411 (.682)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.262\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 113px;\"\u003e\n \u003cp\u003e1.973(.05)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 94px;\"\u003e\n \u003cp\u003e0.262\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e1.985 (.049\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 284px;\"\u003e\n \u003cp\u003eClinical career in current hospitals (year)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e-0.018\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\n \u003cp\u003e-0.226 (.822)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e-0.142\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 113px;\"\u003e\n \u003cp\u003e-1.344(.181)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 94px;\"\u003e\n \u003cp\u003e-0.142\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e-1.346 (.18)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 284px;\"\u003e\n \u003cp\u003eJob satisfaction\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e0.814\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\n \u003cp\u003e17.855 (\u0026lt;.001)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e0.556\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 113px;\"\u003e\n \u003cp\u003e5.437 (\u0026lt;.001)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 94px;\"\u003e\n \u003cp\u003e0.544\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e9.16 (\u0026lt;.001)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 284px;\"\u003e\n \u003cp\u003ePositive nursing organizational culture\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 151px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 76px;\"\u003e\n \u003cp\u003e-0.014\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 113px;\"\u003e\n \u003cp\u003e-0.142 (.888)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 94px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" style=\"width: 104px;\"\u003e\n \u003cp\u003e\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 284px;\"\u003e\n \u003cp\u003eAdjusted R\u003csup\u003e2\u003c/sup\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 166px;\"\u003e\n \u003cp\u003e0.660\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"3\" style=\"width: 278px;\"\u003e\n \u003cp\u003e0.420\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 198px;\"\u003e\n \u003cp\u003e0.424\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 284px;\"\u003e\n \u003cp\u003eF\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 166px;\"\u003e\n \u003cp\u003e38.375\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"3\" style=\"width: 278px;\"\u003e\n \u003cp\u003e13.534\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 198px;\"\u003e\n \u003cp\u003e15.126\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd nowrap=\"\" style=\"width: 284px;\"\u003e\n \u003cp\u003e\u003cem\u003ep\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 166px;\"\u003e\n \u003cp\u003e\u0026lt;.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"3\" style=\"width: 278px;\"\u003e\n \u003cp\u003e\u0026lt;.001\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd nowrap=\"\" colspan=\"2\" style=\"width: 198px;\"\u003e\n \u003cp\u003e\u0026lt;.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd style=\"width: 284px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"width: 62px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"width: 89px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"width: 76px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"width: 113px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"width: 94px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003ctd style=\"width: 104px;\"\u003e\u003cbr\u003e\u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e\u003cem\u003eNotes\u003c/em\u003e. Ref: reference group, \u0026beta;=standardized coefficient,\u0026nbsp;ICU: Intensive care unit, OR: Operating room, ER: Emergency room\u003c/p\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true},"keywords":"cross-sectional survey, intention to remain, job satisfaction, moderation analysis, nursing organizational culture, nurse retention, nursing workforce, organizational environment, senior nurses, tertiary hospitals","lastPublishedDoi":"10.21203/rs.3.rs-9139346/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-9139346/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003ch2\u003eBackground\u003c/h2\u003e \u003cp\u003eNurse retention remains a critical challenge in tertiary hospitals. Although job satisfaction and organizational culture are recognized predictors of retention, the mechanisms linking them remain poorly understood. This study examined the relationships among hospital nurses\u0026rsquo; job satisfaction, positive nursing organizational culture, and intention to remain, and evaluated whether organizational culture moderates or mediates the association between job satisfaction and retention intention in a tertiary hospital in Korea.\u003c/p\u003e\u003ch2\u003eMethods\u003c/h2\u003e \u003cp\u003eA cross-sectional survey design was conducted. Data were collected from senior nurses working at a tertiary hospital in Korea using structured questionnaires measuring job satisfaction, nursing organizational culture, and intention to remain. Hierarchical regression analysis and interaction analysis were conducted to test moderation and mediation effects.\u003c/p\u003e\u003ch2\u003eResults\u003c/h2\u003e \u003cp\u003eJob satisfaction was significantly positively associated with retention intention. Positive nursing organizational culture did not mediate the relationship between job satisfaction and retention intention. However, it significantly moderated this relationship, strengthening the positive effect of job satisfaction on nurses\u0026rsquo; intention to remain.\u003c/p\u003e\u003ch2\u003eConclusions\u003c/h2\u003e \u003cp\u003ePositive nursing organizational culture enhances the influence of job satisfaction on retention intention among senior nurses. Strategies aimed at improving nurse retention should therefore focus not only on increasing job satisfaction but also on fostering a supportive and positive organizational culture within hospitals.\u003c/p\u003e","manuscriptTitle":"The Moderating Role of Organizational Culture in the Relationship Between Job Satisfaction and Retention Intention Among Hospital Nurses: A Cross-Sectional Study","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2026-04-23 07:21:21","doi":"10.21203/rs.3.rs-9139346/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"reviewerAgreed","content":"255653532775115091648901134753105416371","date":"2026-04-29T09:51:59+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2026-04-15T03:24:00+00:00","index":"","fulltext":""},{"type":"editorInvited","content":"","date":"2026-03-26T14:05:44+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2026-03-20T12:23:30+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2026-03-20T11:53:03+00:00","index":"","fulltext":""},{"type":"submitted","content":"BMC Nursing","date":"2026-03-20T11:09:11+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"f98d713d-2230-4706-93df-62f6b35fd21a","owner":[],"postedDate":"April 23rd, 2026","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"under-review","subjectAreas":[],"tags":[],"updatedAt":"2026-04-23T07:21:21+00:00","versionOfRecord":[],"versionCreatedAt":"2026-04-23 07:21:21","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-9139346","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-9139346","identity":"rs-9139346","version":["v1"]},"buildId":"XKTyCvWXoU3ODBz1xrDgd","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}