Do types of organizational culture matter in nurse job satisfaction and turnover intention?

Purpose The purpose of the study is to examine whether and how different types of organizational culture are associated with job satisfaction and turnover intention among hospital nurses in Korea, where the work culture is often considered different from that of Western countries. Design/methodology/approach The sample for the study consists of 527 nurses working in two public hospitals in Korea. Perceived organizational culture was assessed by a previously validated 20‐item instrument, and job satisfaction and turnover intention were measured by self‐report questionnaires. Factor analysis was employed to construct four different types of culture (consensual, rational, developmental, and hierarchical). The relationship among organizational culture, job satisfaction, and turnover intention was tested by structural equation modeling (SEM). Findings Among the different types of culture, consensual culture and rational culture had significant, positive associations with the nurses' job satisfaction. In addition, consensual culture exhibited the strongest, negative association with the turnover intention of the nurses, while hierarchical culture showed a significant, positive association. Research limitations/implications Consensual culture that emphasizes teamwork and values human relations was most strongly associated with higher job satisfaction and lower turnover intention of nurses in Korea. However, caution is needed in inferring that organizational culture is the cause of the nursing outcomes because this study is designed as a cross‐sectional study; thus, an association alone was proven and not causality. Practical implications Managers should be aware that understanding the organizational culture can help them to determine where to strive to help improve nurses' job satisfaction and retention rate. Originality/value The results of the study may be useful to health administrators who wish to decrease nurse turnover. Improving nurses' job satisfaction in the work environment may reduce turnover and help ensure a stable and qualified workforce.