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All Journal International Journal of Educational Research and Social Sciences (IJERSC)
Gemala Hatta
Universitas Respati Indonesia, Master of Hospital Administration Program
Education Environmental Science Law, Crime, Criminology & Criminal Justice Social Sciences Other

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Analysis of Factors Influencing Employee Loyalty At Hermina Periuk Tangerang Hospital Indonesia Nina Widasari; Gemala Hatta; Enrico Adhitya Rinaldi
International Journal of Educational Research & Social Sciences Vol. 7 No. 5 (2026): October 2026 ( Indonesia - Cambodia )
Publisher : CV. Inara in Colaboration with www.stie-sampit.ac.id

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51601/ijersc.v7i5.1130

Abstract

This study focuses on employee loyalty as an important factor in maintaining the quality and continuity of hospital services. Human resources data from Hermina Periuk Hospital Tangerang, Indonesia, recorded an employee turnover rate of 10.9% in 2024, exceeding the ideal organizational threshold of less than 10%. This study aimed to empirically analyze the effects of income, leadership, work environment, career development, and organizational culture on employee loyalty, both partially and simultaneously, and to identify the most dominant factor. A quantitative approach with a descriptive-analytic, cross-sectional survey design was employed. The population consisted of 250 permanent employees, with 80 respondents selected using the Slovin formula and proportional stratified random sampling. Data were collected using a validated and reliable Likert-scale questionnaire and analyzed using classical assumption tests and multiple linear regression. The results showed that the five independent variables simultaneously had a positive and significant effect on employee loyalty, explaining 57.2% of the variance (Adjusted R² = 0.572). The work environment had a positive and significant effect (t-count = 3.831; Sig. = 0.000) and was the dominant factor (Beta = 0.441). Income, leadership, career development, and organizational culture did not show significant partial effects. The findings indicate that improving the work environment should be prioritized as an employee retention strategy. Income, leadership, career development, and organizational culture should continue to be managed in an integrated manner.
Co-Authors Enrico Adhitya Rinaldi Nina Widasari