Research Paper
Year: 2023 | Month: April-June | Volume: 7 | Issue: 2 | Pages: 51-58
DOI: https://doi.org/10.52403/gijash.20230208
Analysis of Related Factors with the Desire to Move Work (Turnover Intention) for Hospital Nurses General Regional Pidie Jaya 2020
Salma
Universitas Prima Indonesia
ABSTRACT
Introduction: According to the WHO (World Health Organization), a hospital is an integral part of a social and health organization with the function of providing comprehensive (comprehensive) services, curative (curative) and disease prevention (preventive) services to the community. Hospitals are also training centers for health workers and medical research centers (World Health Organization, 2010). The phenomenon of turnover intention in Indonesia is well recognized by both academics and practitioners. The number of new hospitals that have been established also provides fresh air for nurses to try a new fortune and also encourages high turnover intensity in a hospital (Andini, 2006).
Objectives: Knowing factors with the desire to move work (turnover intenti on) nurse.
Material and Method: This research is a quantitative research with a cross sectional design. The cross-sectional research design is one in which all influencing variables (independent variables) and affected variables (dependent variables) are measured and observed at the same time. The aim is to find out the factors associated with the desire to change jobs for nurses at the Pidie Jaya Hospital.
Result: Turnover intention is a marker of turnover in the company. More attention is needed because turnover can be detrimental to the hospital in terms of costs, resources and effectiveness of nursing because nursing is the largest human resource in the hospital.
High nurse turnover indicates that the hospital will lose nurses who have worked for a long time and lose nurses who are competent in implementing nursing care.
This study found that the variables of compensation, job satisfaction and job stress are variables related to the desire to change jobs of nurses. Appropriate compensation is considered as the greatest incentive that motivates nurses to carry out certain activities or improve performance in nursing care. Job satisfaction can be provided through career development and lifelong learning activities in nursing, reduction in job stress through effective learning, enhanced experiences, and social cooperation to enhance the career commitment necessary to restrain turnover.
Conclusion: The majority of nurses are female (77.4%), single (67.9%), educated in Diploma III in Nursing (85.7%), New Years of Service (60.7%), aged 20-29 years (79.8%), compensation not suitable (58.3%), dissatisfied at work (53.6%) and not experiencing work stress (54.8%).
There is no relationship between age and the desire to change jobs for nurses (p value = 0.382 > 0.05).
There is no relationship between tenure and the desire to change jobs for nurses (p value = 0.329 > 0.05).
There is a relationship between compensation and the desire to change jobs for nurses (p value = 0.006 <0.05).
There is a relationship between job satisfaction and the desire to change jobs for nurses (p value = 0.005 < 0.05).
There is a relationship between work stress and the desire to change jobs for nurses (p value = 0.024 < 0.05).
Keywords: Age, Years of Service, Compensation, Job Satisfaction, Job Stress, Desire to Change Job
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