Nurses and Staff Turnover Intentions in Private Hospitals

Kuntardina, Ari

doi:10.2991/icoi-17.2017.17

Cited by 5 publications

(6 citation statements)

References 15 publications

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“…However, TSR in our study was lower than the reported range of 81%-99% from Nigeria, Saudi Arabia, Pakistan, and Ethiopia [24][25][26][27]. The lower TSR figures may be due to the high turnover of staff trained on DOTS which was not uncommon with the private sector [28]. Private sector staffs in Nigeria were poorly paid, and they combined multiple clinical and administrative roles in the hospitals; hence the enormous workload facilitated their constant job hunting.…”

Section: Discussioncontrasting

confidence: 78%

Treatment outcomes of drug susceptible Tuberculosis in private health facilities in Lagos, South-West Nigeria

et al. 2021

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Background The Lagos State Tuberculosis, Buruli Ulcer, and Leprosy Control Program (LSTBLCP) started engaging private hospitals under the Public-Private Mix (PPM) Program in 2008. The study aimed to evaluate the trend and predictors of successful Tuberculosis (TB) treatment outcomes of patients managed across these private health facilities between 2010–2016 in Lagos, Nigeria. Methods Retrospective review of TB treatment register and treatment cards of patients commenced on TB treatment between January 2010 and December 2016 in 36 private health facilities engaged by the LSTBLCP. Between December 2016 and February 2017, data were collected and entered into Microsoft Excel by trained data entry clerks. The analysis was done using SPSS software. Independent predictors of successful treatment outcomes were determined using multivariate analysis at the statistical significance of p<0.05 and 95% confidence interval. Results A total of 1660 records of TB patients were reviewed. 1535 (92.47%) commenced treatment, while 1337 (87.10%) of all records had documented treatment outcomes. Of the 1337 patients with outcomes, 1044 (78.09%) had a successful treatment outcome, and 293 (21.91%) had an unsuccessful outcome. Majority were male, 980 (59.04%), Human Immunodeficiency Virus (HIV) negative status, 1295 (80.24%), diagnosed with smear, 1141 (73.14%), treated in private not-for-profit (PNFP) hospital, 1097 (66.08%), treated for TB between 2014–2016 (18.96%-19.52%). In multivariate analysis, age>20years (aOR = 0.26, p = 0.001), receiving TB treatment in 2013 (aOR = 0.39, p = 0.001), having genexpert for TB diagnosis (aOR = 0.26, p = 0.031) and being HIV positive (aOR = 0.37, p = 0.001) significantly reduced likelihood of successful treatment outcome. The site of TB, being on ART or CPT, were confounding determinants of successful treatment outcomes as they became non-significant at the multivariate analysis level. Conclusion Treatment outcome among Lagos private hospitals was low compared with NTBLCP and World Health Organization (WHO) target. We urge the government and TB stakeholders to strengthen the PPM interventions to improve adherence, particularly among People Living with HIV (PLHIV) and older TB patients. Hence, promotion of early care-seeking, improving diagnostic and case holding efficiencies of health facilities, and TB/HIV collaborative interventions can reduce the risk of an unsuccessful outcome.

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Section: Discussioncontrasting

confidence: 78%

Treatment outcomes of drug susceptible Tuberculosis in private health facilities in Lagos, South-West Nigeria

et al. 2021

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“…The results of this study are supported by the results of previous relevant research conducted by Pelamonia (2019), that leadership, among others, affects employee performance. The same thing is also shown from the results of Kuntardina's research (Kuntardina, 2017), which states that organizational justice and supervisor-employee relationships affect nurses' intentions to change their jobs.…”

Section: The Effect Of Organizational Commitment On Turnover Intentionmentioning

confidence: 53%

influences of job satisfaction and organizational commitment on turnover intention

Primasheila

Perizade

Hanafi

et al. 2022

irjmis

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This study aimed to find out partially and simultaneously the influences of job satisfaction and organizational commitment on turnover intention of nursing staff at Bunda General Hospital Palembang. This study used qualitative data through questionnaire statements quantified using a Likert scale of 1-5 points to measure the attitudes, opinions, and perceptions. The total population was 144 people of which 20 of them were used in the survey before starting this study. Therefore, the number of samples was 124 people using the population sampling technique. The data were collected by using a questionnaire that had been tested for its validity and reliability with the result that it was reliable and usable. Multiple Regression Analysis Technique was used to analyze the collected data. The results of the study showed that partially the job satisfaction and organizational commitment had a significant influence on turnover intention; and simultaneously, had a negative and significant effect on turnover intention. The findings are expected to be used to improve the performance of nursing staff by providing authority according to task performance, recognition as appreciation for success in completing work well, and increasing organizational commitment to reduce the intention to quit or leave the company.

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“…Hal ini berarti adanya turnover intention yang tinggi tidak hanya disebabkan organizational justice yang rendah namun juga pada rendahnya kepuasan kerja yang dirasakan karyawan. Hasil penelitian ini mendukung penelitian (Suifan et al 2017;Kuntardina, 2017).…”

Section: Tabel 6 Hasil Pengujian Hipotesis Pengaruh Langsungunclassified

“…Penelitian sebelumnya menunjukkan bahwa organizational justice memiliki pengaruh pada sikap dan perilaku karyawan di tempat kerja seperti kepuasan kerja dan akhirnya pada turnover intention. Oleh karenanya, kepuasan kerja sangat penting dalam memediasi dalam hubungan organizational justice dan turnover intention (Suifan, Diab, dan Abdallah, 2017;Kuntardina, 2017).…”

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Turnover Intention Karyawan: Pengaruh Budaya Organisasi, Organizational Justice dan Kepuasan Kerja

Noerchoidah¹

2020

JMBK

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Tujuan dari penelitian ini adalah untuk menganalisis penerapan konsep turnover intention pada karyawan hotel di Surabaya-Indonesia, dengan difokuskan pada peran dari konstruk kepuasan kerja sebagai variabel mediatornya. Riset ini juga bertujuan untuk menganalisis pengaruh variabel budaya organisasi dan organizational justice pada kepuasan kerja, serta menganalisis pengaruh kepuasan kerja terhadap turnover intention. Penelitian ini dilakukan pada 152 karyawan hotel di Surabaya dengan purposive sampling. Hasil penyebaran kuesioner diolah dengan teknik analisis Partial Least Square (PLS). Terdapat 7 hipotesis yang diajukan dalam penelitian ini, sebanyak 6 hipotesis yang terdukung, yaitu H1, H2, H4, H5, H6, dan H7. Sementara H3 tidak terdukung. Hasil penelitian ini mendukung social exchange theory. Adapun kesimpulan holistik penelitian ini bahwa model penelitian ini didukung secara empiris.

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Nurses and Staff Turnover Intentions in Private Hospitals

Cited by 5 publications

References 15 publications

Treatment outcomes of drug susceptible Tuberculosis in private health facilities in Lagos, South-West Nigeria

Treatment outcomes of drug susceptible Tuberculosis in private health facilities in Lagos, South-West Nigeria

influences of job satisfaction and organizational commitment on turnover intention

Turnover Intention Karyawan: Pengaruh Budaya Organisasi, Organizational Justice dan Kepuasan Kerja

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