Analysis of the Nurse’s Turnover Intentions at Private Hospitals in Indonesia


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

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