INTENSI UNTUK KELUAR PADA PERAWAT RUMAH SAKIT H DILIHAT DARI QWL, KEPUASAN KERJA DAN KELELAHAN EMOSI DENGAN MENGONTROL KEPUASAN PENGHASILAN
The amount of salary received by nurses was assumed to be the most influence the turnover intention form the hospital where they work.That is the main reason of this research to put pay satisfaction as control variable among a number of causes of quit. Former researces has reveal the causes of nurse...
Saved in:
| Main Authors: | , |
|---|---|
| Format: | Theses and Dissertations NonPeerReviewed |
| Published: |
[Yogyakarta] : Universitas Gadjah Mada
2013
|
| Subjects: | |
| Online Access: | https://repository.ugm.ac.id/125380/ http://etd.ugm.ac.id/index.php?mod=penelitian_detail&sub=PenelitianDetail&act=view&typ=html&buku_id=65548 |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Institution: | Universitas Gadjah Mada |
| Summary: | The amount of salary received by nurses was assumed to be the most influence the turnover intention form the hospital where they work.That is the main reason of this research to put pay satisfaction as control variable among a number of causes of quit. Former researces has reveal the causes of nurse turnover intention, such as job satisfaction, quality of work life dan emotional exhaustion of the nurse caused by thir workload. The hypothesis of this study is, by controlling pay satifaction, quality of work life, job satisfaction, and emotional exhaustion have impact on turnover intention.
This study will use cluster random sampling technique. The data will be collected from questionnaire that will be given to nurse and then will be processed in quantitative way with hyrarchial regression analysis method.This research was held in a private hospital in Yogyakarta. The research conclude (n=79), by controlling pay satisfaction, there is R 2 increase of 0,198 (p < 0,01). By controlling pay satisfaction, QWL has the biggest significant impact to turnover intention signifikan (B = -0,070, p < 0,01)
compariang the two other independent variable. This research suggest a practice of QWL to reduce nurse turnover intention to leave their organzation. |
|---|