Published date: Dec 05 2018

Journal Title: KnE Life Sciences

Issue title: The 2nd International Conference on Hospital Administration (The 2nd ICHA)

Pages: 265–273

DOI: 10.18502/kls.v4i9.3577

Rindu .rindualghie@gmail.com

Hardisman .

Sutoto .

A Novita

The number of hospitals, especially private hospitals in Indonesia, keeps growing. The hospital provides services as intangible products produced by health workers or HR at the hospital, including nurses. Globally, the rate of turnover among nurses ranges from 10% to 21% per year when the optimum standard of turnover for nurses in a hospital is 10% per year [1]. High turnover rates have a detrimental impact on hospitals, in terms of management, financing, and service quality. The purpose of this study is to determine the direct and indirect effects of transformational leadership, job characteristics, and quality of work life on the desire for a turnover. This study used a cross-sectional design. For data analysis, it used a variant-based Structural Equation Model (SEM) method or generally referred to as Smart Partial Least Square/Smart PLS. The results of this study indicate that the indirect effect of transformational leadership through job characteristics on the desire to retreat (turnover intention) is the highest value influence. Based on that results, the suggestion of this study is to increase leadership management from the hospital to be prioritized. Besides that, hospital management also needs to pay attention to the quality of life of the nurses, in order to achieve the conditions of human resources that can support a realization of high work productivity.

Keywords: hospital, nurse, turnover intentions

[1] Gillies, D. (1998). Nursing Management: A Systems Approach (third edition). Philadelphia: W.B. Saunders Company.


[2] Ministry of Health of the Republic of Indonesia. (2016). Accountability Performance Report of Government Agencies in 2016. Jakarta.


[3] Gillies, D. (1998). Nursing Management: A System Approach (3 Sub-edits). Philadelphia: W.B. Saunders Company.


[4] Ilyas, Y. (2011). Hospital HR Planning: Theory, Method and Formula (revised edition). Depok: Faculty of Public Health, University of Indonesia.


[5] Rahman, S. M., et al. (2010). Factors affecting recruitment and retention of community health workers in a newborn care intervention in Bangladesh. Human Resources for Health, vol. 8, no. 12.


[6] El-Jardali, F., Dimassi, H., Dumit, N., et al. (2009). A national cross-sectional study on nurses’ intent to leave and job satisfaction in Lebanon: Implications for policy and practice. BMC Nursing, vol. 8, no. 3, pp. 1–13.


[7] Gillies, D. (1994). Nursing Management: A Systems Approach (third edition). W.B. Saunders Company.


[8] James, J. (2008). Effect of turnover on performance and effectiveness of human resource practices and policies in retention: A case study of hotel industry. The Journal of Applied Research, vol. 6, no. 1, pp. 65–78.


[9] Butali, N. D., Wesang’ula, M. P., and Mamuli, L. C. (2013). Effects of staff turnover on the employee performance of work at Masinde Muliro University of Science and Technology. International Journal of Human Resource Studies, vol. 3, no. 1, pp. 67–74.


[10] Suhanto, E. (2009). The Effect of Job Stress and Organizational Climate on Turnover Intention with Job Satisfaction as an Intervening Variable (Study at Bank Internasional Indonesia). Diponegoro University.


[11] Aamodt, M. G. (2007). Industrial/Organizational Psychology: An Applied Approach (fifth edition). Belmont, CA: Thomson Wadsworth.


[12] Langitan, R. E. (2010). Factors Affecting Turnover Events of Executing Nurses at Bhakti Yudha Hospital. University of Indonesia.


[13] A. S. (2013). Factors Related to Turnover Intentions Nurses at Ibn Sina Hospital YW-Umi Makassar. Hasanuddin University Makassar.


[14] Faida, E. (2010). Analysis of the Effect of Subjective Workloads, Perceived Organizational Support, Psychological Atmosphere, Job Satisfaction and Commitments to Process Work Withdrawals at the Muhammadiyah Hospital in Surabaya. Airlangga University.


[15] Aryanto. (2011). Factors Related to Nurses’ Turnover Tendency at Islamic Ibn Sina Hospital YARSI, West Sumatra Bukit Tinggi. Andalas University.


[16] Tobing, P. (2009). Effect of Nurse Characteristics and Work Environment on Intention of Turnover Nurses in Private Hospitals in Medan City. Universitas Sulawesi Utara, Medan.


[17] Adlin, R. (2010). Analysis of Factors Related to Nursing Job Satisfaction at the Zahirah Hospital in 2010. University of Indonesia.


[18] Muliana, S. (2013). Factors Affecting the Desire of Moving Nurses at Atma Jaya Hospital Jakarta. Esa Unggul University.


[19] Caesary, A. G., Wessiani, N. A., and Santosa, B. (2011). Factor Analysis that Affects Turnover Intention of Outbound Call Agents of PT. Infomedia Nusantara Uses the Structural Equation Modeling Method. Surabaya.


[20] Tamalero, Y., Swasto, B., and Hamid, D. (2012). The influence of job characteristics and job satisfaction on organizational commitment and intention to quit. J. Provit, vol. 6, no. 2.


[21] Hanafiah, M. (2014). The influence of job satisfaction and job insecurity with turnover intentions on employees of PT Buma Suaran Village, Sambaliung District, Berau Regency. eJournal Psikol., vol. 1, no. 3, pp. 303–312.


[22] Almutairi, D. (2016). The mediating effects of organizational commitment on the relationship between transformational leadership style and job performance. International Journal of Business & Management, vol. 11, no. 1.


[23] Hafizurrachman. (2012). Development of Predictive Models in Measuring Nurse Performance and Policies in Tangerang Regional General Hospital. Gajah Mada University.


[24] De Gieter, S., Hofmans, J., and Pepermans, R. (2011). Revising the impact of job satisfaction and organizational commitment to nurse turnover intention: An individual differences analysis. International Journal of Nursing Studies, vol. 48, no. 12, pp. 1562–1569.


[25] Almalki, M. J., Fitzgerald, G., and Clark, M. (2012). The relationship between quality of work life and turnover intention of primary health care nurses in Saudi Arabia. BMC Health Services Research, vol. 12, no. 314, pp. 1–11.


[26] Brewer, C. S., Kovner, C. T., Greene, W., et al. (2012). Predictors of actual turnover in a national sample of newly licensed registered employees in hospitals. Journal of Advanced Nursing, vol. 68, no. 3, pp. 521–538.


[27] Mosadeghrad, A. M. (2013). Occupational stress, and turnover intention: Implications for nursing management. International Journal of Health Policy and Management, vol. 1, no. 2, pp. 169–176.


[28] Mohammed, W. A. A., Tadadej, C., Kittipichai, W., et al. (2014). Relationship between leadership behaviors and job satisfaction among nurses in hospitals of South Kordofan State, Sudan. Journal of Nursing Science, vol. 32, no. 4, pp. 70–77.


[29] Abdelhafiz, I. M., Alloubani, A. M., Khaledeh, M., et al. (2015). Impact of leadership styles among nurses on level of job satisfaction among staff nurses. European Scientific Journal, pp. 203–216.


[30] Fahmi, I. (2013). Organizational Behavior-Theory, Application and Case (first edition). Bandung: ALFABETA.


[31] Wells, J. E. and Peachey, J. W. (2011). Turnover intentions: Do leadership behaviors and satisfaction with the leader matter? Team Performance Management: An International Journal, vol. 17, no. 1, pp. 23–40.


[32] Renjith, V. and George, A. (2015). Transformational leadership in nursing. International Journal of Scientific Research and Management, vol. 2, no. 2, pp. 112–118.


[33] Avolio, B. J., Zhu, W., Koh, W., et al. (2004). Transformational leadership and organizational commitment: Mediating role of psychological empowerment and moderating role of structural distance. Journal of Organizational Behavior, vol. 25, pp. 951–968.


[34] Judge, T. A. and Piccolo, R. F. (2004). Transformational and transactional leadership: A meta-analytic test of their relative validity. Journal of Applied Psychology, vol. 89, no. 5, pp. 755–768.