Introduction: The quality of nursing care is the most significant predictor of patient satisfaction in care. But the fact is that nurses have not shown an increase in the quality of nursing care. Lack of sense of responsibility, sincerity, self-awareness and professionalism is an indicator of the poor quality of nursing care in the health care system. The aim of the systematic review was conducted to examine the role of spiritual intelligence to improve the quality of nursing care.Method: A systematic search was conducted in Pub Med, Science Direct, Research Gate, and Emerald Insight data based. The search was identified 15 relevant original articles and full text published between 2013 until 2018.Result: The result showed that Spiritual Intelligence could be improving the quality of nursing care. Nurse with high spiritual intelligence have more competence, personal meaningful about caring, moral performance, personal excellence and flexibility were effective in increasing the quality of care.Conclusion: Spiritual intelligence has strengthened the beliefs and personality of nurses and the desire to grow and learn, work more professionally in improving the quality of nursing care. Because there was a lack in the reviewed studies used the cross-sectional and correlation, well-designed such as randomised controlled trials or queasy experiment should be conducted to more objectively evaluated the effect of spiritual intelligence to improve the quality of nursing care

Background: Nurse turnover is a problem that occurs in hospitals. The high turnover of nurses in health facilities can have a negative impact on the needs of the patients and on the quality of the health services. The turnover of nurses thus becomes a serious challenge to the efficiency, effectiveness and productivity of the health services. The aim of the systematic review was conducted to examine the impact of perceived organization support when it came to increasing the intention to stay.Method: A systematic search was conducted using articles from Scopus, Science Direct and SAGE. The search identified 15 original articles and full texts published between 2014 and 2019.Result: Nurses with high perceived organizational support with their organization have a lower intention to leave the organization. POS is the key predictor of turnover intention.Conclusion: POS can reduce turnover, especially for nurses. The positive perception of the organization can decrease turnover intention. POS that is felt strongly will affect the work performance of the nurses by increasing their intention to stay. This can the reduce hospital costs when it comes to having to recruitment new nurses.

Background: Nurse turnover is still a world problem. Changing nurses can be detrimental to the hospital organization. Strategies are needed so that nurses' intentions to leave the hospital do not materialize, one of which is work engagement. Work engagement is expected to make nurses not think about leaving their jobs because engagement conditions make nurses feel involved and more focused on their work until they never to think about leaving their jobs. Objectives: This study was conducted to see how the impact of work engagement on the level of turnover intention among nurses. Methods: A cross-sectional study design was conducted. Questionnaire was used to collect data which is taken to 130 nurses in Surabaya, Indonesia, using cluster sampling technique. Data were analyzed using binary logistic regression techniques to test the impact from work engagement to turnover intention. Results: A significant indirect effect from work engagement to turnover intention among nurse founded in this study. If work engagement higher, the turnover intention will be lower. Conclusion: Turnover intention can be significantly reduced directly by work engagement. Work engagement in nurses can provide job satisfaction and positive work experience, positive work thinking, and good physical and mental health which can increase nurse work efforts, where positive work experience and thinking can produce good performance, making nurses feel highly valued, so that nurses don’t think about leaving health care organizations.

Background: Turnover of nurse was still a challenge and concern for nursing and hospital management. Nurses who voluntarily leave the organization were threat to nursing organization. Turnover among nurse was contributed factor to the decline in the number of nurses worldwide. High turnover among nurse causes losses to the organization in terms of costs, resources and nurses’ motivation. Turnover among nurses was ranked highest in the team of health professionals.   Objectives: The aim of this study was to know how the effect of burnout syndrome on the level of intention to leave among nurses.   Methods: This study was used explanatory design with a cross sectional with 126 respondents. Data were collected using a questionnaire that has been tested for validity and reliability. The variables included burnout syndrome and turnover intention. Data were analyzed using binary logistic regression techniques.   Results: The significant value of logistic regression test was obtained at 0.003 (<α=0.05). So, burnout syndrome has a significant direct effect to intention to leave among nurse. If burnout syndrome higher, intention to leave will be higher too.   Conclusion: Dimensions of emotional and physical exhaustion are dominant to increase intention to leave of nurse. Intervention that can be made to reduce nurse burnout among nurse through personal focus to strengthen individual coping strategies to confront of stress, while organizational roles focus on reducing job demands among nurse.