Diagnosis Aspek yang Berkaitan dari Pergantian Petugas Medis RS “X”

Abstract

Introduction: The study extensively investigates the factors associated with employee turnover, particularly concentrating on nurses, at Hospital "X". Hospitals play a pivotal role in providing healthcare services to communities, but intense competition and societal changes have implications for employee turnover, including that of nurses. The turnover rates of nurses in the years 2019-2021, encompassing the period from January to October, depict figures of 15.5%, 14.7%, and 23.6% consecutively. Employing a dual-pronged methodology encompassing quantitative and qualitative approaches, the research aimed to identify the driving forces behind employee turnover at Hospital “X” Methods: The study is an analytical study using mixed method measurements, using a combination of quantitative and qualitative methods to understand the cause of employee turnover at Hospital “X”. This study was conducted between November 2020 and February 2022. The quantitative study population was all 79 nurses who resigned. Results: The qualitative insights derived from (FGD) outcomes emphasize that remuneration, the work environment, growth prospects, recognition, and external job offer collectively shape employee turnover patterns at Hospital “X”. While most of these aspects are adequately addressed, suggestions are made for refining issue-resolution strategies within management and facilitating better access for employees residing beyond the local area. In the quantitative analysis, The analysis findings underscore that specific variables exhibit a significant correlation with the factors prompting resignations, whereas others lack such a discernible link. Notably, gender, age, and education level demonstrate limited influence on reasons for resignations, whereas marital status, recruitment origin, and tenure significantly impact the decision to leave. Discussion: In conclusion, this study offers a comprehensive understanding of the variables impacting employee turnover rates, particularly those concerning nurses, at Hospital “X”. The amalgamation of findings from quantitative and qualitative analyses furnishes a more holistic comprehension of the subject, serving as a foundation for management to enhance retention strategies and foster an environment conducive to a motivated workforce. The research significantly contributes to unraveling the intricacies of hospital organizational dynamics and fostering initiatives to retain highly skilled personnel.