Turnover Intention Factors among Private Hospital Nurses in Indonesia

Abstract

Introduction: The most critical problem faced by the health care system is the shortage of workers. This phenomenon is due to the release of employees. The number of turnover rate in private hospital is high due to which hospitals management face problems in the field of nursing.Aim: To determine turnover intention and factors behind turnover intention among private hospital’s nurses who worked in Jakarta, Indonesia. Materials and Methods: This cross-sectional study was conducted from March to September 2018 in two private hospitals in Jakarta, Indonesia, involved 97 nurses. Data were collected by employing a set of self-administered structured questionnaires and were analysed using Partial Least Square-Structural Equation Modelling (SEM-PLS technique). Results: The results showed that there was a significant negative influence on organisational commitment to turnover intentions (-0.496). The higher the nurse’s organisational commitment, the lower was the nurse turnover intention. The better the job characteristics of nurses, the lower was the nurse turnover intention (-0.213). There was a significantly positive influence of job characteristics on job satisfaction (0.499). The higher the job satisfaction of nurses, the higher was the organisational commitment (0.374). Conclusion: The findings show that the influence of nurses’ work commitment has the greatest direct influence in influencing the turnover intention. Hospital need to increase nurses’ organisational commitment through their job satisfaction.

Retaining employment in the hospital setting: A descriptive phenomenological study of Indonesian nurses’ experiences

“…Despite extensive research on the factors contributing to nursing turnover, limited studies have been conducted on nurse turnover in hospital settings in Indonesia (Dewanto & Wardhani, 2018 ; Dewi et al, 2020 ; Lukman et al, 2020 ). In addition, the studies were mostly conducted before the COVID-19 pandemic, which provides a lack of understanding of nurse retention.…”