Hallo Effect in the Turnover Intention of Nurses at Hospital "X"

Abstract

From the data obtained, over the past 5 years, the rate of nurse turnover can be categorized high according to Gillies's standards. In 2014, the rate of nurse turnover was 16.4% and continued to increase until 26% in 2017. In 2018, the rate of nurse turnover was 18.8%, which was lower from the previous year, but it was still categorized high. Based on the exit briefing data in 2018, it is known that the high rate of nurse turnover at "X" Hospital was caused by the influence of family, lack of satisfaction with salaries and rewards. This study aims to provide empirical evidence of the formation of an intention to move to nurses who are influenced by job satisfaction, work-family conflict, and rewards. The research design is quantitative with analytical causality research using primary data in the form of a questionnaire distributed to 174 people. The sampling technique in this study was carried out using a saturation sampling method. This research uses Structural Equation Modeling (SEM) analysis. The unit of analysis includes individual nurses with cross-sectional time horizons. The results are work-family conflict, rewards, job satisfaction that simultaneously affect nurses' intention to move at the "X" Hospital. Work-family conflict has a negative effect on job satisfaction. Giving rewards has a positive effect on job satisfaction. Job satisfaction gives effect to the formation of the intention to move. Work-family conflict has a positive effect on the formation of the intention to move. Giving rewards has a negative effect on the formation of nurses' turnover intentions. The research findings show the "hallo effect" causes the actualization acquired by nurses could not increase job satisfaction, resulting in a stronger intention to move.Data yang diperoleh, selama 5 tahun terakhir, tingkat pergantian perawat dapat dikategorikan tinggi menurut standar Gillies. Pada tahun 2014, tingkat perpindahan perawat adalah 16,4% dan terus meningkat hingga mencapai 26% di tahun 2017. Pada tahun 2018, tingkat perpindahan perawat sebesar 18,8%, lebih rendah dari tahun sebelumnya, tetapi masih dikategorikan tinggi. Berdasarkan data "exit briefing" tahun 2018, diketahui bahwa tingginya tingkat pergantian perawat di Rumah Sakit "X" disebabkan oleh pengaruh keluarga, kurangnya kepuasan dengan gaji dan penghargaan. Penelitian ini bertujuan untuk memberi bukti empiris terbentuknya niat berpindah pada perawat yang dipengaruhi oleh kepuasan kerja, konflik pekerjaankeluarga, dan penghargaan. Desain riset adalah kuantitatif dengan jenis penelitian eksplanatori kausalitas yang menggunakan data primer berupa kuesioner yang dibagikan kepada 174 orang. Teknik pengambilan sampel pada penelitian ini dilakukan dengan metode sampling jenuh. Penelitian ini menggunakan analisis Structural Equation Modeling (SEM). Unit analisis meliputi individu perawat dengan horison waktu cross sectional. Hasil penelitian yang diperoleh ialah konflik pekerjaan-keluarga, penghargaan, kepuasan kerja secara simultan berpengaruh terhadap niat berpindah perawat di Ru...

Supporting the Professional Identity Development of Nursing Alumni: A Phenomenology Study

“…As mentioned in the literature, family background influences nurses' professional behavior in Iran, including distinctions in family perspectives, moral differences in the family, knowledge learned from family, and the absence of trust related to the family's honesty [31]. Besides, work-family conflicts have a positively affect on the nurses' intention of turnover to move from hospital [32]. Ohio male nurses needed special support regarding personal identification and choosing appropriate strategies in professional nurses' role.…”

“…Evidence revealed that credentials influence the integration of male nurses' professional identity and have a strong correlation with job satisfaction and organizational commitment [34]. Furthermore, job satisfaction and rewards simultaneously affect nurses' turnover intention in hospitals [32]. Also, application of spirituality in the workplace could shapes positive perception and reduce nurses' turnover in Indonesia [35].…”