# Influences of professional self-concept and job stress of nurses working in Korea dementia care centers on turnover intention

## TL;DR

This study explores how job stress and professional identity affect nurses' desire to leave dementia care centers in South Korea.

## Contribution

The study identifies key factors influencing turnover intention among dementia care nurses, a previously understudied group.

## Key findings

- Turnover intention is strongly linked to job stress and weakly to professional self-concept.
- Age and education level also significantly influence turnover intention.
- The findings suggest interventions targeting stress and professional identity could reduce turnover.

## Abstract

As the older adult population increases, the prevalence of dementia is increasing. The number of nurses working in dementia care centers is increasing, and related research is needed for them.

This study aimed to examine the influences among professional self-concept, job stress, and turnover intention, and the factors influencing turnover intention of nurses working at dementia care centers.

A cross-sectional explanatory survey with path analysis was employed. Participants were 160 nurses working in dementia care centers in South Korea. Measures were the general characteristics list, the Professional Self-Concept of Nurses Instrument, the job stress scale, and turnover intention measurement instrument.

Turnover intention was positively correlated with job stress (r = 0.35, p < 0.01), and it was negatively correlated with professional self-concept (r = −0.42, p < 0.01). The job stress (β = 0.53, p < 0.001), age (β = −0.22, p = 0.048), educational level (β = 0.19, p = 0.014), and professional self-concept (β = −0.19, p = 0.023) were statistically significant factors influencing turnover intention (explanatory power: 21.0%).

Strategies or interventions relieving job stress and strengthening professional self-concept could decrease turnover intention. Age and educational level need to be considered when developing and implementing interventions. These results were similar to the results of studies on the turnover intention of hospital nurses. However, the results of this study are meaningful in the reality that there is a great lack of research on the turnover intention of nurses working at dementia care centers in community.