PERBEDAAN LINGKUNGAN KERJA, STRES KERJA, KEPUASAN KERJA, DAN KOMITMEN ORGANISASI DENGAN TURNOVER INTENTION PERAWAT DI RS JATI SAMPURNA TAHUN 2018.

Inneke Nurlabibah
Program Studi S1 Kesehatan Masyarakat, STIKes Mitra RIA Husada, Jakarta Timur
nurlabibahinneke@gmail.com

ABSTRAK

Perbedaan Lingkungan Kerja, Stres Kerja, Kepuasan Kerja, Dan Komitmen Organisasi Pada Turnover Intention Perawat Di RS Jati Sampurna Tahun 2018. Keinginan untuk pindah merupakan sinyal awal terjadinya turnover karyawan. Tujuan penelitian ini untuk melihat perbedaan lingkungan kerja, stres kerja, kepuasan kerja, dan komitmen organisasi pada turnover intention perawat di rs jati sampurna tahun 2018.
Jenis penelitian ini merupakan penelitian kuantitatif dengan desain cross sectional. Sampel penelitian ini sebanyak 72 orang perawat dari keseluruhan populasi. Uji statistik menggunakan Chi Square untuk melihat adanya perbedaan antara kedua variabel, yaitu variabel lingkungan kerja, stress kerja, kepuasan kerja dan komitmen organisasi dibedakan dengan turnover intention perawat.
Hasil penelitian menunjukan Terdapat 59.7 % perawat yang menyatakan ada keinginan turnover intention. Terdapat perbedaan bermakna, lingkungan kerja ( p value 0.004), stress kerja (p value 0.002), kepuasan kerja (p value 0.003), komitmen organisasi (p value 0.003).
Kesimpulan dari penelitian ini bahwa ada perbedaan bermakna antara lingkungan kerja, stress kerja, kepuasan kerja dan komitmen organisasi pada turnover intention perawat di Rumah Sakit Jati Sampurna tahun 2018. Saran yang dapat diberikan agar manajemen RS Jati Sampurna melakukan evaluasi mengenai upaya penyediaan fasilitas kerja dan kebijakan kesejahteraan untuk perawat, guna menekan keinginan turnover intention perawat.

Kata kunci
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turnover intention, lingkungan kerja, stress kerja, kepuasan kerja dan komitmen organisasi












DIFFERENCES IN WORK ENVIRONMENT, JOB STRESS, JOB SATISFACTION ANDORGANIZATIONAL COMMITMENT ON TURNOVER INTENTION NURSE IN RS JATI SAMPURNA 2018th

ABSTRACT

The important thing besides the performance of employees in an organization is the level of turnover intention, this is the level or intensity of the desire to get out of the company. The desire to move is an early signal of employee turnover. The purpose of this study was to look at the differences in work environment, work stress, job satisfaction, and organizational commitment on nurse intention turnover in teak rs 2018.
This type of research is a quantitative research with cross sectional design. The sample of this research is 72 nurses from the entire population. Statistical test using Chi Square to see the difference between the two variables, namely work environment variables, job stress, job satisfaction and organizational commitment are differentiated by nurse intention turnover.
The results showed There were 59.7% of nurses who stated there was intention of turnover intention. There is significant difference, work environment p value 0.004, work stress p value 0.002, job satisfaction p value 0.003, organizational commitment p value 0.003.
The conclusion of this study is that there is a difference between work environment, job stress, job satisfaction and organizational commitment on turnover intention of nurses at Jati Sampurna Hospital 2018. Suggestions can be given to the management of RS Jati Sampurna to evaluate the effort of providing work facility and welfare policy for nurses, in order to suppress the intention of turnover intention nurse.

Keywords: turnover intention, work environment, job stress, job satisfaction and organizational commitment