Influence of Quality of Work Life towards Psychological Well-Being and Turnover Intention of Nurses and Midwives in Hospital

Abstract

Nurses have been trained to provide patient care and improve patients' quality of life, but their own quality of work life and psychological well-being are often disregarded. Nurses' low quality of work life in hospital leads to nurses' high turnover. The high rate of nurses' and midwives' turnover in hospital X Malang is an issue that requires hospital management attention to prevent low quality of health services in the hospital. The purpose of this study was to determine relation between quality of work life, psychological well-being and turnover intention of nurses and midwives in the hospital. This study used quantitative correlation design with cross-sectional approach, and the data were analyzed using Partial Least Square. The results showed that the quality of work life positively and significantly affected the psychological well-being of nurses, quality of work life significantly and negatively affected turnover intention, while psychological well-being did not affect the turnover intention, so the psychological well-being did not mediate the effect of quality of work life on turnover intention. Quality of work life influences both psychological well-being and turnover intention, so the improvement quality of work life will reduce turnover intention and inhance the psychological well-being. Keywords: Psychological well-being, quality of work life, turnover intention Abstrak Selama ini perawat telah dilatih untuk memberikan perawatan pasien dan meningkatkan kualitas hidup pasien, namun kualitas kehidupan kerja dan psychological well-being mereka sendiri terabaikan. Rendahnya kualitas kehidupan kerja perawat di rumah sakit menyebabkan tingginya keinginan pindah kerja perawat. Tingginya angka keinginan pindah kerja perawat dan bidan di Rumah Sakit X Malang merupakan masalah yang memerlukan perhatian dari manajemen rumah sakit agar tidak menjadi menyebabkan rendahnya mutu pelayanan kesehatan di rumah sakit. Penelitian ini bertujuan untuk mengetahui hubungan antara kualitas kehidupan kerja, psychological well-being, dan keinginan pindah kerja perawat dan bidan di rumah sakit. Penelitian ini menggunakan desain penelitian kuantitatif korelasional dengan pendekatan potong lintang. Analisis data menggunakan Partial Least Square. Hasil penelitian menunjukkan kualitas kehidupan kerja berpengaruh positif dan signifikan terhadap psychological well-being perawat, kualitas kehidupan kerja berpengaruh negatif dan signifikan terhadap keinginan pindah kerja, psychological well-being tidak berpengaruh terhadap keinginan pindah kerja, sehingga psychological well-being tidak memediasi pengaruh kualitas kehidupan kerja terhadap keinginan pindah kerja. Kualitas kehidupan kerja berpengaruh pada psychological well-being dan keinginan pindah kerja, sehingga peningkatan kualitas kehidupan kerja akan mengurangi keinginan pindah kerja dan meningkatkan psychological well-being.

Factors affecting the quality of work-life of nurses: a correlational study

“…Given that nursing is a highly stressful job, an increased number of shifts per month can lead to nurses' burn-out and compromised patient safety (Kunaviktikul et al, 2015). Although having a second job would ease financial distress, increased working hours can reduce the QWL of nurses, as found in this study and other research (Hardjanti et al, 2017). Having a second job, particularly a non-nursing job, is likely to add to the stress level of nurses and increase their workload resulting in reduced QWL.…”

“…The quality of work-life (QWL) refers to broader jobrelated experiences, and is an important factor affecting individual and organisational outcomes (Daly et al, 2006). Nurses with higher QWL demonstrate greater work productivity (Nayeri et al, 2011), job satisfaction (Parveen et al, 2017), overall quality of life (Colichi et al, 2017) and lower rates of turnover (Hardjanti et al, 2017), or intention to leave (Perry et al, 2017). Factors that negatively affect the QWL of nurses include fewer work experiences (Awosusi, 2010), job stress (Khaghanizadeh et al, 2008) and lack of opportunities for promotion and professional growth (Almalki et al, 2012).…”

“…As the largest group of healthcare providers, nurses play a significant role in delivering healthcare, and past research shows that the quality of care that nurses provide can be affected by their perceived QWL (Hardjanti et al, 2017). Drawing on evidence from international research however, nurses often do not perceive a high QWL (Daly et al, 2006;Vagharseyyedin et al, 2011).…”

The Relationship between Transformational Leadership, Organizational Commitment, Work Stress, and Turnover Intentions of Nurse at Private Hospital in Indonesia

“…In Table 1, the results of Average Variance Extracted (AVE) in each construct have values more than 0.50, which means that each construct is valid and also the composite reliability and Alpha Cronbach have values more than 0.70, which means it has good reliability [17]. Variables used in this study were transformational leadership with four indicators that were idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration [18] which were 19 questions, organizational commitment with three indicators which were affective commitment, continuance commitment, and normative commitment [19] then 16 questions, work stress with three indicators which were physical, behavioral, and emotional [20], and 24 questions, turnover intentions with three indicators which were thoughts of quitting, intention to quit, intention to search for another job, and last 9 questions. A Likert scale of five points was used.…”

Pengaruh servant leadership terhadap quality of work life pada karyawan generasi milenial

“…Jabeen et al (2018) menjelaskan bahwa quality of work life memiliki hubungan signifikan dan efek positif pada job satisfaction. Hasil yang sama ditunjukan pada penelitian Hardjanti et al (2017) yang menunjukkan bahwa quality of work life berdampak positif pada psychological well-being yang dimiliki karyawan. Hal ini dikaitkan dengan perbaikan yang ditetapkan dapat mengarah pada peningkatan efektivitas organisasi dan kualitas kehidupan kerja yang berfokus pada staf.…”