Abstract
The growing rate of nurse turnover is unavoidable and inevitable. Nursing considered one of the most stressful occupations in the health industry. Unfortunately, there are limited studies published in Indonesia that explain this phenomenon among clinical nurses. This study aims to describe the nurse job satisfaction and turnover intention at public hospitals from workloads and burnout perspective. The design used in this study was quantitative with the survey approach. The data were collected by using simple random sampling from the hospital (cluster B) nurses with the total participant was 190 nurses. The result of this study shows that workload and burnout affect job satisfaction directly. The mediator role of job satisfaction in the effect of workload and burnout on turnover intention is significantly proved. Interestingly, this study failed to prove the effect of workload on turnover intention which means that although many nurses experienced a heavy workload, the majority of nurses in this study feel that the workloads are still reachable or even low due to their young aged. They tend to keep the job since it’s difficult to find any other opportunities. They will intend to leave their job only if they experienced a greater level of burnout and disenchantment.
Highlights
IntroductionThe growing rate of nurse turnover across the world is undeniable high, ranged from 13-37% (Roche et al, 2015)
Nurse turnover becoming a global issue in the healthcare industry
The questionnaires assessed workload, burnout, turnover intention, and job satisfaction playing as mediating roles
Summary
The growing rate of nurse turnover across the world is undeniable high, ranged from 13-37% (Roche et al, 2015). A similar finding was reported by (Dewanto & Wardhani, 2018) who found that there are 13-35% of the nurse turnover rate in Indonesia. Yin & Yang (2002) added that work stress due to heavy workload considered one of the most frequent reasons for nurses to leave their job. It can be concluded that the heavy workload perceived by nurses, the lower the job satisfaction will be. The lower the job satisfaction resulting in the greater the nurse's intention to leave (Utami & Bonussyeani, 2009)
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