scholarly journals THE RELATIONSHIP OF STAFF JOB SATISFACTION AND INTENTION TO LEAVE AT A HOSPITAL

2019 ◽  
Vol 7 (1) ◽  
pp. 81
Author(s):  
Nimas Ayu Mashuri ◽  
Diajeng Puspa Arum Maharani
Keyword(s):  
Job Satisfaction ◽  
Negative Relationship ◽  
Intention To Leave ◽  
Hospital Staff ◽  
Job Dissatisfaction ◽  
Cross Sectional ◽  
Research Instrument ◽  
Employment Conditions ◽  
Questionnaire Research ◽  
The Relationship

Background: Job dissatisfaction arises as a result of a mismatch between expectation and reality in the employment conditions of employees in an organization. Job dissatisfaction can lead to the intention of to leave. Employees with Intention to leave have the opportunity to do turnover of their organization.Aims: The purpose of this study is to determine the relationship between job satisfaction variable and intention to leave variable.Methods: This study used quantitative method with cross-sectional design. The samples were 52 staffs of the Surabaya Orthopaedic and Traumatology Hospital who were still actively working until June 2012. Job satisfaction variable was measured using a questionnaire research instrument called Job Satisfaction Survey (JSS) by Spector while the intention to leave variable was measured using a questionnaire research instrument that is made by researchers.Results: The results of this study indicate that the level of staff work satisfaction of Surabaya Orthopaedic and Traumatology Hospital is relatively high while the intention to leave is moderate. The results of the Spearman Correlation show a number of -0.314 which shows a correlation that is not unidirectional and significant between the two variables. This means that job satisfaction and intention to leave have a negative relationship so that the higher the job satisfaction is, the lower the intention to leave is.Conclusion: It can be concluded from the study that job satisfaction has a significant relationship and is not in line with the intention to leave of the staffs. Therefore, it is important for the Surabaya Orthopaedic and Traumatology Hospital to improve their staff job satisfaction thus the staff loyalty can be formed. Keywords: Job satisfaction, Intention to leave, Hospital staff.

scholarly journals Pengaruh Kepuasan Kerja dan Komitmen Organisasi Terhadap Intention to Leave di Rumah Sakit Pura Raharja Surabaya

2018 ◽  
Vol 5 (2) ◽  
pp. 99
Author(s):  
Muhammad Faris Rahmat Putra
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Career Development ◽  
Random Sampling ◽  
Simple Random Sampling ◽  
Intention To Leave ◽  
Cross Sectional Study ◽  
Sectional Study ◽  
Cross Sectional ◽  
The Relationship

Turnover can be detrimented to the organization both in terms of cost, resources, and motivation of employees. The purpose is to determine the relationship variables on job satisfaction and commitment with the intention to leave. The method is an observational study with cross-sectional study. Samples from this study are employees Pura Raharja Hospital Surabaya who meet the criteria that respondents who are still within reach of researchers and respondents are willing to fill out a questionnaire study. Samples were calculated using simple random sampling and obtained by 50 respondents and the value of α = 0.05. The results of linear regression showed that the intention to leave the job is job satisfaction, career development job satisfaction and organizational commitment. The value of significance job satisfaction that is equal to 0,004 jobs, job satisfaction significant value that is equal to 0,04, career development and organizational commitment of significant value that is equal to 0.027. The variables that do not affect the intention to leave are a co-worker job satisfaction, job satisfaction wages, job satisfaction supervision and work commitments. The conclusion of this study is Job satisfaction affects the intention to leave and also commitments affect the intention to leave. Keywords: commitment, intention to leave, job satisfaction, turnover 

scholarly journals Empathetic Leadership, Job Satisfaction and Intention to Leave among Millennials in a Start-up Industry: Needs’ Satisfaction as a Mediating Variable

2021 ◽  
Vol 36 (2) ◽  
pp. 136-154
Author(s):  
Muhammad Cesare Wicaksana Negoro ◽  
Amin Wibowo
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Structural Equation ◽  
Negative Relationship ◽  
Intention To Leave ◽  
Three Dimensions ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Needs Satisfaction ◽  
Start Up

Introduction/Main Objectives: The purpose of this research is to examine the relationship between empathetic leadership and employees' job satisfaction and the intention to leave with needs’ satisfaction as a mediating variable among millennials in a start-up business. The number of millennials will only continue to grow, and by 2025 it is expected that 75% of the global workforce will be millennials. In particular, empathetic leadership will be required to manage and control this generation if the organizations they choose to work for are to be successful, as this generation’s members have different characteristics compared to those of the older generations. Design/methodology/approach: Following a cross-sectional research design, this research collected data from 137 millennial employees of start-up companies in Indonesia. A structural equation modeling technique was used for the data’s analysis. Findings: The results reveal that empathetic leadership has a direct and positive relationship with employees' job satisfaction and has a direct and negative relationship with the intention to leave. Needs’ satisfaction partially mediates these relationships. Originality: This study makes a novel contribution to the existing literature by first providing empirical evidence that among the three dimensions of needs’ satisfaction only the relatedness dimension passed the measurement test in the structural equation modeling. Second, empathetic leadership is proven to increase job satisfaction and reduce the intention to leave among millennials, considering their unique characteristics. Research limitations/implications: The research was conducted during COVID-19 pandemic. Circumstances related to that pandemic might influence the result of this study. It is, therefore suggested to conduct the study again under normal circumstances. Policy and Practical implications: The findings of this study suggest managers should develop an empathetic leadership style in order to better manage the millennials. Leaders can be nurtured, but disciplined efforts have to be invested in their creation.  

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