Turn Over Intention Model Among Nurses in General Hospital During Pendemic
Abstract
Penelitian ini bertujuan untuk mengetahui model turnover intention perawat yang bekerja di RSU pemerintah selama satu tahun pelayanan Covid-19. Menggunakan desain potong lintang di Rumah Sakit Umum Labuang-Baji milik pemerintah Makassar, mendaftarkan semua 128 perawat, antara Agustus dan November 2020. Model Turn Over Intention diuji dengan menggunakan Structured Equation Model. Ada dua jenis stresor: stresor psikososial dan stresor kognitif. Model turn over intention memiliki ukuran statistik yang kuat, dengan nilai probabilitas 0,000 atau lebih besar dari ambang batas 0,05 dan nilai Chi Square (52.076) lebih kecil dari tabel Chi Square, menunjukkan bahwa model telah diverifikasi oleh data. Menurut uji ukuran statistik, nilai GFI, CFI, dan TLI semuanya mendekati nilai batas 0,9. Loading factor untuk variabel-variabel dalam model hampir seluruhnya lebih dari 0,7 menunjukkan bahwa indikator ini mampu menjelaskan variabel turn over intention. Administrasi rumah sakit harus memberikan terapi atau solusi untuk mengendalikan kedua elemen tersebut agar dapat mengurangi turnover karyawan dan menumbuhkan suasana kerja yang positif. Salah satunya adalah untuk meningkatkan penekanan rumah sakit pada pentingnya pusat perawat dalam memberikan perawatan pasien berkualitas tinggi.
Kata Kunci: turn-over model; turn-over intention; manajemen sumber daya manusia; perawat; SEM
Abstract
This study aims to find a turnover intention model for nurses who work in government general hospitals during the one-year Covid-19 services. Using a cross-sectional design at Labuang-Baji Hospital Makassar's government general hospitals, enrolled all 128 nurses, between August and November 2020. The Turn Over Intention model was tested using Structured Equation Model. There are two types of stressors: psychosocial stressors and cognitive stressors. The turn over intention model has a strong statistical measure, with a probability value of 0.000 or greater than the 0.05 threshold and a Chi Square (52.076) value less than the Chi Square table, indicating that the model has been verified by the data. According to the statistical measure test, the GFI, CFI, and TLI values are all close to the 0.9 cut-off value. The loading factors for the variables in the model are almost all more than 0.7, indicating that this indicator is capable of explaining the turn over intention variable. Hospital administration must provide therapies or solutions for controlling these two elements in order to reduce employee turnover and foster a positive work atmosphere. One is to raise the hospital's emphasis on the importance of nurse centers in providing high-quality patient care.
Keywords: turn-over model; turn-over intention; resource management; nurses; SEM
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DOI: https://doi.org/10.37531/sejaman.v5i1.1377
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