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All Journal Jurnal Psikologi Teori dan Terapan Jurnal Al Azhar Indonesia Seri Ilmu Sosial International Journal Of Science, Technology & Management (IJSTM) Manajemen dan Kewirausahaan Transformatif: Ekonomi, Bisnis dan Kewirausahaan JOURNAL OF HEALTH MANAGEMENT RESEARCH Neraca: Jurnal Ekonomi, Manajemen dan Akuntansi Social Sciences Insights Journal KINERJA: Jurnal Manajemen Organisasi dan Industri JUMANDIK Jurnal Manajemen & Pendidikan Jurnal Ekonomi dan Bisnis Jurnal Manajemen, Akuntansi dan Rumpun Ilmu Ekonomi (MAR-Ekonomi)
Muchtadin, Muchtadin
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Journal : JOURNAL OF HEALTH MANAGEMENT RESEARCH

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Determinan Turnover Intention Pada Perawat Bakti Timah Medika Muchtadin, Muchtadin; Sundary, Zelvy Emmelya
Journal of Health Management Research Vol 3 No 1 (2024): Journal of Health Management Research
Publisher : Bagian Penelitian & Pengabdian Masyarakat STIKES Adi Husada

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37036/jhmr.v3i1.482

Abstract

Background: Nurse turnover intention is a problem in the health service sector throughout the world because it is related to the large costs incurred by hospitals and the decline in the quality of health service human resources. Aims: This research is aimed at finding out the magnitude of the impact that learning agility, job satisfaction and work stress have on the turnover intention of Bakti Timah Medika nurses. Methods: The research design is quantitative causality. The number of respondents was 82 nurses taken using convenience sampling. SEM-PLS is used as a data analysis method. Results: The findings in this study show that job satisfaction has a significant negative effect on turnover intention, while work stress has a significant positive effect on turnover intention. Learning agility was found to have no effect on nurse turnover intention. Conclusion: Future researchers can use mediating variables such as job stress and job satisfaction to explain the influence of learning agility on turnover intention which is not significant in nurses. Management must further increase nurses' job satisfaction through increasing salaries and benefits, creating a comfortable work environment, improving nurses' welfare, improving the hospital management system. Management must pay attention to nurses' work stress by providing freedom in determining work schedules, reducing workload by adding personnel. In the end, all of these things are useful for reducing nurse turnover intention.
Pengaruh Komitmen Afektif, Stres Kerja, Work Engagement Terhadap Turnover Intention Perawat Muchtadin, Muchtadin; Sundary, Zevy Emmelya
Journal of Health Management Research Vol 2 No 2 (2023): Journal of Health Management Research
Publisher : Bagian Penelitian & Pengabdian Masyarakat STIKES Adi Husada

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37036/jhmr.v2i2.420

Abstract

Background: Nurse turnover intention is important because it can increase costs for recruiting non-permanent nurses, reduce nurse performance and productivity, reduce organizational performance.Aims: This study seeks to determine the extent of affective commitment, work stress, work engagement on turnover intention of Bakti Timah Medika Pangkalpinang nurses.Methods: This study uses a descriptive quantitative design. Sampling used a saturated sample but 91 out of 212 nurses who were willing to be respondents. The data analysis used is PLS-SEM and processed with Smartpls.Results: The results of the study found that affective commitment had a significant negative impact on turnover intention. Work stress has a significant positive impact on turnover intention. Work engagement has no impact on nurse turnover intention. Conclusion: The level of nurse turnover depends on affective commitment and work stress factors. Future researchers can use connectors such as affective commitment and work stress on the effect of work engagement on turnover intention. Hospital management should pay more attention to the affective commitment and work stress of nurses because it can reduce the intention to change job.
Co-Authors Abdul Rauf Chaerudin Firstianto, Seno Aji Irawan, Sani Nurul Sukma Lestari Puspitaloka Mahadewi, Erlina Sjurahudin, Hamidi Sundary, Zelvy Emmelya Sundary, Zevy Emmelya Supratikta, Hadi Tukiran Tukiran