Burnout dan Niat untuk Keluar dari Pekerjaan :  Perceived Organizational Support sebagai Variabel Moderasi

Riri Indriani; Asep Novriadi; Zaitul Zaitul

doi:10.31004/innovative.v5i4.20613

Authors

Riri Indriani Universitas Bung Hatta Padang
Asep Novriadi Universitas Bung Hatta Padang
Zaitul Zaitul Universitas Bung Hatta Padang

DOI:

https://doi.org/10.31004/innovative.v5i4.20613

Keywords:

Burnout, Perceived Organisational Support, Turnover Intention

Abstract

Burnout in health workers often leads to high turnover intention, which can disrupt the stability of hospital services. With adequate organisational support, perceived organizational support (POS) is considered to have the capacity to act as a mediator. The purpose of this study was to determine the relationship between burnout and turnover intention at Aisyiah Hospital, Pariaman City and the role of POS as a moderator variable in health workers. This study employed a quantitative approach, collecting primary data through a survey using a 1-5 Likert scale. The research sample was 40 health workers selected as respondents. Data analysis employed SmartPLS with the Multivariate Analysis (MMA) method and Structural Equation Modelling (SEM) based on Partial Least Squares (PLS). The results showed that stress had a significant effect on turnover intention. In addition, the study showed that POS moderated the relationship between stress and turnover intention, meaning that organisational support affected burnout and the willingness of health workers to leave their jobs. These results suggest that increasing POS can be a useful approach to reducing the desire to leave work due to fatigue. Therefore, to retain qualified health workers, hospital management must strengthen organisational support, including recognition, attention to employee welfare, and pro-employee policies.

References

Adebayo, S. O., & Ogunsina, S. O. (2021). Employee turnover and its impact on organizational performance in the Nigerian health sector. Journal of Management and Strategy, 12(3), 45–54. https://doi.org/10.5430/jms.v12n3p45

Alev, S., & Bozbayindir, F. (2021). The impact of burnout syndrome on turnover intention of nurses: A meta-analytic review. International Journal of Contemporary Educational Research, 8(2), 61–73. https://doi.org/10.33200/ijcer.850190

Bagozzi, R. P., & Yi, Y. (1998). On the evaluation of structural equation models. Journal of the Academy of Marketing Science, 16(1), 74–94. https://doi.org/10.1007/BF02723327

Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan organizational assessment questionnaire. Unpublished manuscript, University of Michigan, Ann Arbor.

Dess, G. G., & Shaw, J. D. (2001). Voluntary turnover, social capital, and organizational performance. Academy of Management Review, 26(3), 446–456. https://doi.org/10.5465/amr.2001.4845830

Dewanto, A., & Wardhani, V. (2018). Nurse turnover and perceived causes and consequences: A preliminary study at private hospitals in Indonesia. BMC Nursing, 17(Suppl 2), 52. https://doi.org/10.1186/s12912-018-0317-8

Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507. https://doi.org/10.1037/0021-9010.71.3.500

Elangovan, A. R. (2001). Causal ordering of stress, satisfaction and commitment, and intention to quit: A structural equations analysis. Leadership & Organization Development Journal, 22(4), 159–165. https://doi.org/10.1108/01437730110395051

Faridah, F., Gustini, G., Salehan, S., & Efendi, R. (2022). The Turnover Intention Influenced by Job Satisfaction and Organizational Commitment. International Journal of Social Science Research and Review, 5(5), 334–340. https://doi.org/10.47814/ijssrr.v5i5.335

Ghozali, I. (2018). Partial least squares: Konsep, teknik dan aplikasi menggunakan program SmartPLS 3.0 untuk penelitian empiris. Semarang: Badan Penerbit Universitas Diponegoro.

Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26(3), 463–488. https://doi.org/10.1177/014920630002600305

Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis (7th ed.). Upper Saddle River, NJ: Pearson.

Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2014). Multivariate data analysis. Pearson.

Hayes, L. J., O’Brien‐Pallas, L., Duffield, C., Shamian, J., Buchan, J., Hughes, F., ... & North, N. (2022). Nurse turnover: A literature review–update. International Journal of Nursing Studies, 50(6), 887–905. https://doi.org/10.1016/j.ijnurstu.2012.10.005

Henseler, J., & Fassott, G. (2010). Testing moderating effects in PLS path models: An illustration of available procedures. In V. Esposito Vinzi, W. W. Chin, J. Henseler, & H. Wang (Eds.), Handbook of partial least squares (pp. 713–735). Springer.

Ike, G. N., Yusuf, I. K., & Orji, A. (2020). Employee turnover and firm performance: Evidence from Nigerian manufacturing firms. Journal of Economics and Behavioral Studies, 12(1), 1–10. https://doi.org/10.22610/jebs.v12i1(J).2901

Kuriyama, A., Sakuraya, M., Kinjo, M., Santanda, T., Yoshino, T., Ouchi, K., Suyama, S., Yoshino, S., Shuhei, S., Yokoyama, T., Beppu, S., Iwanaga, W., Takei, T., Kataoka, J., Egawa, Y., Muramatsu, K., Jackson, J. L., & Onodera, M. (2023). Burnout and Turnover Intention in Critical Care Professionals During the COVID-19 Pandemic in Japan: A Cross-Sectional Survey. Annals of the American Thoracic Society, 20(2), 262–268. https://doi.org/10.1513/annalsats.202201-029oc

Maslach, C., & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Occupational Behaviour, 2(2), 99–113. https://doi.org/10.1002/job.4030020205

Maslach, C., & Leiter, M. P. (1997). The truth about burnout: How organizations cause personal stress and what to do about it. San Francisco, CA: Jossey-Bass.

Maslach, C., & Leiter, M. P. (2016). Understanding the Burnout Experience: Recent Research and Its Implications for Psychiatry. World Psychiatry, 15(2), 103–111. https://doi.org/10.1002/wps.20311

Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237–240. https://doi.org/10.1037/0021-9010.62.2.237

Putra, U., & Masdupi, E. (2019). The Effect of Compensation and Organizational Commitments to Turnover Intention With Work Satisfaction as Intervening Variables. Case Study at PT. BNI Life West Sumatra Region. https://doi.org/10.2991/piceeba-19.2019.47

Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714. https://doi.org/10.1037/0021-9010.87.4.698

Sagar, P. L., Khan, S., & Ghosh, A. (1998). Turnover intention among nurses: The role of organizational commitment, job satisfaction and stress. Indian Journal of Industrial Relations, 34(1), 101–113.

Schaufeli, W. B., & Enzmann, D. (1998). The burnout companion to study and practice: A critical analysis. London: Taylor & Francis.

Sekaran, U., & Bougie, R. (2016). Research methods for business: A skill-building approach (7th ed.). Chichester: Wiley.

Septian, E., & Kunang, Y. N. (2024). ANALISIS MANAJEMEN RESIKO TEKNOLOGI INFORMASI INSTITUSI KESEHATAN (Studi Kasus Rumah Sakit Muhamadiyah Palembang). Jurnal Restikom Riset Teknik Informatika Dan Komputer, 6(1), 194–202. https://doi.org/10.52005/restikom.v6i1.293

Sugiyono. (2017). Metode penelitian kuantitatif, kualitatif, dan R&D. Bandung: Alfabeta.

Suhartatik, S., Putra, D. S. H., Farlinda, S., & Wicaksono, A. P. (2022). Evaluasi Keberhasilan Implementasi Simrs Di Rumah Sakit X Kabupaten Jember Dengan Pendekatan Metode TTF. J-Remi Jurnal Rekam Medik Dan Informasi Kesehatan, 3(3), 231–242. https://doi.org/10.25047/j-remi.v3i3.2586

Suryantoko, S., Agnes, A., & Faisol, A. (2020). Penerapan Sistem Informasi Manajemen Rumah Sakit Guna Meningkatkan Mutu Pelayanan Di Rumkital Marinir Cilandak. Jurnal Manajemen Dan Administrasi Rumah Sakit Indonesia (Marsi), 4(2), 155–165. https://doi.org/10.52643/marsi.v4i2.999

Takase, M. (2020). Nurses’ turnover intention: The impact of work engagement and psychosocial work environment. International Nursing Review, 67(1), 132–138. https://doi.org/10.1111/inr.12551

Tinehealth. (2017). The top reasons why nurses are leaving the profession. Retrieved from https://www.tinehealth.com/blog/top-reasons-nurses-leave-profession

Yemi-Sofumade, A. (2014). Employee turnover: Causes, consequences and retention strategies in Nigeria’s health sector. Nigerian Journal of Management Studies, 14(2), 85–96.

Zhu, L., Wang, H., Xu, Y.-F., Ma, S.-T., & Luo, Y. (2023). The Effect of Work Engagement and Perceived Organizational Support on Turnover Intention Among Nurses: A Meta-Analysis Based on the Price–Mueller Model. Journal of Nursing Management, 2023, 1–14. https://doi.org/10.1155/2023/3356620