Impact of role conflict and job stress on turnover intention among Korean physician assistant nurses: A cross-sectional study

ABSTRACT Objectives This study aimed to investigate the relationships among role conflict, job stress, and turnover intention among physician assistant (PA) nurses in the Republic of Korea and to identify key predictors of turnover intention. Methods A cross-sectional descriptive study was conducted with 120 PA nurses recruited through a professional PA network in Gyeonggi Province and Daejeon Metropolitan City between June 1 and September 30, 2023. Validated instruments were used to measure role conflict, job stress, and turnover intention. Multiple regression analysis was performed to identify predictors while controlling for demographic, organizational, and psychological covariates. Results Participants reported relatively high levels of role conflict (3.66 ± 0.60), particularly in the subdomains of role ambiguity and work overload, and moderate levels of job stress (2.78 ± 0.21). Correlation analysis showed a strong positive association between role conflict and turnover intention ( r = 0.604, P < 0.001), while job stress was moderately correlated with turnover intention ( r = 0.236, P = 0.009). Notably, role conflict and job stress were not significantly associated with each other. In multiple regression analysis, turnover intention was significantly associated with role conflict ( β = 0.487, P < 0.001), educational level ( β = 0.314 for master’s degree or higher; β = 0.288 for bachelor’s degree), and job stress ( β = 0.171, P = 0.017). Role conflict emerged as the strongest predictor. The final model explained 47.0% of the variance in turnover intention (Adjusted R 2 = 0.437, F = 19.488, p < 0.001). Conclusions This study identified key factors influencing turnover intention, including role conflict (primarily driven by role ambiguity and work overload), educational level, and job stress. These findings suggest that establishing clear role definitions, enhancing legal recognition of PA nurses, providing ongoing professional education, and implementing stress management programs are essential strategies for improving PA nurse retention and healthcare workforce stability.