The perception discrepancy of nurse turnover in hospital

Abstract

The objective of this study was to explore the meaning of turnover under the perception of nurses, managers, and institutional director and board. The design used in this study was qualitative with case study approach. The data were collected from three participant groups: (1) nurses left hospital X in Bogor, West Java, Indonesia through an in-depth interview; (2) managers through Focus Group Discussion (FGD); and (3) institutional director and board through an in-depth interview. The total participant was 17, consisting of 6 nurses, 6 managers, and 5 institutional directors and board. Colaiizi's method was applied for the analysis. This study resulted in 10 themes, consisting of three themes from nurse participants, one theme from manager participants, three themes from the institutional director and board, two themes from nurses and managers, and one theme from the manager and institutional director and board. The themes were as follows: (1) the existence of nurse regulation and management; (2) the lack of optimal regulation socialization; (3) the cause of voluntary turnover; (4) the workload increase as the impact of turnover; (5) the nurses' perception and expectation to hospital management; (6) the internal and external factors that influence nurse turnover; (7) the implementation of vision, mission, and policy from the institution; (8) the requirement and expected nurse competence; (9) the vigilance of turnover and its consequences; (10) the material and non-material effort and innovation. There were some similarities and differences of themes identified about nurse turnover based on the perception of nurses, managers, and institutional director and board. The result of this study suggested that equalizing perception is necessary to build togetherness among co-workers.