Effect of Religiosity to Intention to Leave of the Nursing Staffs

Gani, Mursalim Umar; Muchlis, Nurmiati

doi:10.2139/ssrn.2852348

Cited by 2 publications

(3 citation statements)

References 8 publications

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“…ITS may be impacted by the interaction between emotive and cognitive ideas [ 22 ]. There are multiple reasons why nurses continue working in the hospital, including respect, prestige, job satisfaction, job environment, job opportunity, and job security [ 3 ].…”

Section: Discussionmentioning

confidence: 99%

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The cooperative behavior and intention to stay of nursing personnel in healthcare management

Muchlis¹,

Amir²,

Cahyani³

et al. 2022

JMedLife

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The management of human resources is essential in a hospital, and its success can be seen based on the turnover rate of nursing personnel (nurses and midwives). In a hospital, the nursing personnel represents the largest number of professionals, and its performance greatly affects the effectiveness of services for patients. This study examined how organizations can predict turnover rates through intention to stay. Furthermore, this study aimed to explain the influence of cooperative behavior (both perceived external prestige and internal respect that affects organizational identification), which correlates with the intention to stay of nursing personnel. This quantitative research had a cross-sectional design, using a survey. The population involved non-permanent workers in five private and government hospitals. The sample consisted of 147 respondents. This study indicates that cooperative behavior showed positivity and significantly influenced the intention to stay, based on a 95% confidence degree. Perceived external prestige (p=0.009) and perceived internal respect (p=0.002) showed positivity and significantly influenced organizational identification. Perceived internal respect directly influenced the intention to stay (p=0.000), and organizational identification showed positivity and significantly influenced the intention to stay (p=0.000). Hospital management is more active in improving efforts and programs to improve the behavior of cooperatives, which is actually more dominant in non-financial aspects.

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Section: Discussionmentioning

confidence: 99%

“…Intention to stay is one of the significant determinants of turnover behavior. In Indonesia, hospitals are increasing, being mainly managed by private parties [ 3 ]. Most nursing personnel turnover was represented by women [ 4 ].…”

Section: Introductionmentioning

confidence: 99%

The cooperative behavior and intention to stay of nursing personnel in healthcare management

Muchlis¹,

Amir²,

Cahyani³

et al. 2022

JMedLife

View full text Add to dashboard Cite

show abstract

“…Some reasons nursing staff leave E hospital because they feel there is a better job. Generally they leave the hospital after working over 2 (two) years, after gaining work experience at the hospital (Muchlis and Indonesia 2020; Toms 2022) [11,18] . There are several opinions of researchers on aspects that can be used as a basis for predicting individuals, groups or communities in assessing an organization (Carmeli 2005; Herrbach and Mignonac 2004; Midts, Iel, and Ruyn 2000) [1] .…”

Section: Introductionmentioning

confidence: 99%

Perceived corporate image (PCI) and perceived external prestige (PEP) of nurses of hospital

Muchlis,

Rusydi

2023

IJMRGE

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Objective: This study aims to analyze the relationship between perceived corporate image of society and perceived external prestige (PEP) nurses at the same hospital. Method: Design of the research by cross sectional study. The PCI measurement population is a community that knows about the hospital with a total sample of 235 people. PEP measurement population is nurses working in hospitals with a total of 214 people. Sample of study are 171 patients and community with proportionate random sampling. Result: this study described that no correlation between PCI community and PEP nurse for 5 (five) hospitals, p = 0.778 (α > 0.05). Beside that, no correlation between PEPH community and PEPH nurse (p= 0,959, α > 0,05) and no correlation between PEPM community and PEPM nurse, with p= 0,501 (α >0,05). These suggests that there is no relationship between nurse perceptions of what the PCI community. Nonetheless, PEP is positive for increased organizational identification. It is expected that the hospital management will try to grow the confidence level and pride of the nurses on the hospital. Confidence in PEP can support nurse retention efforts. Conclusion: It is recommended in subsequent researchers to develop other variables in measuring PCI community and PEP nurses.

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Effect of Religiosity to Intention to Leave of the Nursing Staffs

Cited by 2 publications

References 8 publications

The cooperative behavior and intention to stay of nursing personnel in healthcare management

The cooperative behavior and intention to stay of nursing personnel in healthcare management

Perceived corporate image (PCI) and perceived external prestige (PEP) of nurses of hospital

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