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Purpose: This study aimed to identify factors influencing long-term care hospital nurses’ moral distress and job satisfaction on turnover intention. Methods: Participants were 158 nurses working in one of 13 long-term care hospitals. Data were collected from July 22 to September 10, 2024, and analysed using two-stage multiple regression analysis with SPSS. Results: Turnover intention was a statistically significant positive correlation with moral distress. In the sub factors, there was correlation with futile care, nursing practice, institutional and situational factors, and physician practice. Turnover intention was a statistically significant negative correlation with job satisfaction and all sub factors. Factors influencing the turnover intention of long-term care hospital nurses were under the age of 40, male nurses, moral distress, futile care sub factors of moral distress, job satisfaction, and administration and professionalism sub factors of job satisfaction, showing 30.0% explanatory power. Conclusion: The significance of moral distress and job satisfaction was confirmed as a factor influencing the turnover intention of long-term care hospital nurses. Therefore, the organization must make active efforts to find and solve factors and problems that reduce job satisfaction and intensify moral distress of long-term care hospital nurses. In addition, at the organizational level, a management strategy will be needed to lower nurses’ intention to turnover by preparing and applying ethical standards and guidelines to systematically solve the moral distress of nurses in the organization.

Purpose: This study aimed to identify the influence of occupational stress and grit on the organizational commitment of clinical nurses.Methods: The participants were clinical nurses who directly provide nursing care at general hospitals. The data were collected from September 18 to October 13, 2023, and analyzed using independent t-test, one-way ANOVA, Pearson’s correlation coefficient, and multiple regressions.Results: Clinical nurses’ organizational commitment had a statistically significant negative correlation with occupational stress and a statistically significant positive correlation with grit. Clinical nurses’ occupational stress had a statistically significant negative correlation with grit. The factors influencing the organizational commitment of clinical nurses were grit, marital status, and occupational stress, showing 44.1% explanatory power.Conclusion: Organizational commitment among clinical nurses can be enhanced by developing and implementing an integrated training program to reduce occupational stress and strengthen grit. Additionally, grit training, which can be strengthened through long-term, continuous training, should be implemented from the nursing education process.