Pengaruh Employee Engagement Terhadap Turnover Intention Perawat Dari RS Grestelina Makassar Tahun 2022
DOI:
https://doi.org/10.54259/sehatrakyat.v2i1.1496Keywords:
Employee Engagement, Turnover Intention, HospitalAbstract
Turnover intention is the degree of tendency of the attitude that employees have to find a new job elsewhere or the existence of a plan to leave the company within a predetermined period. A high turnover rate will have a negative impact on the organization, including the loss of quality human resources, an increase in human resource costs in the form of training costs that have been invested in employees who leave to the cost of recruitment and retraining and the loss of work culture values in the company. One way to reduce the high turnover intention of the workforce by increasing the positive attachment of individual employees to the organization and organizational value is called Employee Engagement. This study aims to analyze the effect of employee engagement on the turnover intention of nurses at Grestelina Hospital Makassar. The type of research carried out is quantitative research using observational studies with a cross sectional study design. The sample in this study used a total sampling of 188 nurses at Grestelina Makassar Hospital. The results showed that the turnover intention of nurses at Grestelina Hospital was 50.5% with the most influential dimension on turnover intention from the employee engagement variable, namely dedication with a sig value of 0.045. The conclusion that employee engagement of 0.019<0.05 with a value of 12.6%, had a significant effect on the turnover intention of nurses at Grestelina Hospital Makassar. Researchers can then conduct research with qualitative methods to dig deeper into research variables.
Downloads
References
Anggara, P., Suryawati, C., & Agushybana, F. (2020). Keinginan Pindah Kerja (Turnover Intention) pada Tenaga Kesehatan di Rumah Sakit Umum SM Banyumas Propinsi Jawa Tengah. Jurnal Manajemen Kesehatan Indonesia, 8(3), 153–160. https://doi.org/10.14710/jmki.8.3.2020.153-160.
Asmara, A. P. (2017). Pengaruh Turnover Intention terhadap Kinerja Karyawan di Rumah Sakit Bedah Surabaya. 5, 123–129.
Budiono. (2016). konsep dasar keperawatan.
De Simone, S., Planta, A., & Cicotto, G. (2018a). The role of job satisfaction, work engagement, self-efficacy and agentic capacities on nurses’ turnover intention and patient satisfaction. Applied Nursing Research, 39(November 2017), 130–140. https://doi.org/10.1016/j.apnr.2017.11.004.
Fauziridwan, M., Adawiyah, W. R., & Ahmad, A. A. (2018). Pengaruh employee engagement dan kepuasan kerja terhadap organizational citizrnship behavior (ocb) serta dampaknya terhadap turnover intention. Jurnal Ekonomi, Bisnis Dan Akuntansi, 20(1), 1–23. http://jp.feb.unsoed.ac.id/index.php/jeba/article/view/1101.
Indrawan, D. (2020). Path Analysis ( Analisis Jalur ) : Pengaruh Quality Work Life Terhadap Employee Engagement Dan Turnover Intention Perawat Rumah Sakit. 4(2), 52–64.
Jehanzeb, K., Abdul Hamid, A. B., & Rasheed, A. (2015). What Is the Role of Training and Job Satisfaction on Turnover Intentions? International Business Research, 8(3). https://doi.org/10.5539/ibr.v8n3p208.
Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement At Work. Academy of Management Journal, 33(4), 692–724. https://doi.org/10.2307/256287.
Luthans, F. (2006). Perilaku Organisasi (V. A.Y., P. Shekar, A. P., & R. Winong (eds.)). Penerbit Andi.
Ndambuki, J. (2013). The level of patients’ satisfaction and perception on quality of nursing services in the Renal unit, Kenyatta National Hospital Nairobi, Kenya. Open Journal of Nursing, 03(02), 186–194. https://doi.org/10.4236/ojn.2013.32025.
RM, H. M., & Yogatama, Y. H. (2021). Pengaruh Job Insecurity Terhadap Turnover Intention Dengan Employee Morale Dan Psychological Strain Sebagai Variabel Mediasi Pada Profesi Keperawatan Di Jakarta. Angewandte Chemie International Edition, 6(11), 951–952., 3(11), 10–27.
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471.
Shimazu, A., & Schaufeli, W. B. (2008). Work engagement: An emerging concept in occupational health psychology. BioScience Trends, 2(1), 2.
Suryaningrum, A. G., & Silvianita, A. (2018). Analisis Faktor-Faktor Employee Engagement Tenaga Keperawatan dan Penunjang Medik di Rumah Sakit Muhammadiyah Bandung. Sosiohumanitas, 20(1), 124–137. https://doi.org/10.36555/sosiohumanitas.v20i1.53.
Syahidillah, A., & W, A. P. (2019). Hubungan Commuting Stress Dengan Keterikatan Kerja Pada Karyawan. Jurnal Ilmiah Penelitian Psikologi : Kajian Empiris & Non Empiris, 5(2), 55–64.
Widjaja, D. C., Kristanti, S. E., & Purnamasari, M. (2021). Pengaruh Employee Engagement Terhadap Kepuasan Kerja Dan Turn Over Intention Di Swiss-Belinn Surabaya. SSNI, 3(2021), 141–152.
Dinas Kesehatan Provinsi NTT (2020) Profil Kesehatan Provinsi Nusa Tenggara Timur Tahun 2019. Kota Kupang: Dinas Kesehatan Provinsi NTT. Available at: https://dinkes.nttprov.go.id/index.php/publikasi/publikasi-data-dan-informasi?download=17:profil-kesehatan-tahun-2018.
Kementerian Kesehatan Republik Indonesia and UNICEF Indonesia (2020) ‘Imunisasi Rutin Anak Selama Pandemi COVID-19 di Indonesia : Persepsi Orang tua dan Pengasuh Agustus 2020’, Kementerian Kesehatan RI, pp. 1–12. Available at: https://covid19.go.id/edukasi/hasil-kajian/imunisasi-rutin-pada-anak-selama-pandemi-covid-19-di-indonesia-persepsi-orang-tua-dan-pengasuh.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2023 Nur Miftahul Janna, Mene Paradilla
This work is licensed under a Creative Commons Attribution 4.0 International License.
Hak cipta pada setiap artikel adalah milik penulis.
Penulis mengakui bahwa SEHATRAKYAT (Jurnal Kesehatan Masyarakat) sebagai publisher yang mempublikasikan pertama kali dengan lisensi Creative Commons Attribution 4.0 International License.
Penulis dapat memasukan tulisan secara terpisah, mengatur distribusi non-ekskulif dari naskah yang telah terbit di jurnal ini kedalam versi yang lain, seperti: dikirim ke respository institusi penulis, publikasi kedalam buku, dan lain-lain. Dengan mengakui bahwa naskah telah terbit pertama kali pada SEHATRAKYAT (Jurnal Kesehatan Masyarakat).
