The Influence of Job Satisfaction and Hardiness on the Intention of Materna Medan General Hospital Turnover

Oct 13, 2025 by miodeya.com 148 views

The Influence of Job Satisfaction and Hardiness on the Intention of Materna Medan General Hospital Turnover

Introduction

In the context of the world of work, the intention of turnover or intention to change work is one of the most critical issues that must be considered by management. The turnover of employees can have a significant impact on the performance and productivity of an organization. Therefore, it is essential for management to understand the factors that influence employee turnover intentions. This study focuses on the influence of job satisfaction and hardiness on employee turnover intentions at the Materna Medan General Hospital.

The Importance of Job Satisfaction and Hardiness

Job satisfaction is a crucial factor that influences employee turnover intentions. It refers to the degree to which employees are satisfied with their work, colleagues, and work environment. Employees who are satisfied with their job are more likely to stay with the organization, while those who are dissatisfied are more likely to leave. Hardiness, on the other hand, refers to the ability of employees to withstand stress and pressure at work. Employees with high hardiness are more likely to be resilient and adaptable in the face of challenges, which can contribute to their decision to stay with the organization.

Research Methodology

This study involved 169 employees of the Materna Medan General Hospital. The sampling method used is population research, where all elements in the population become research subjects. Measurements were carried out on three scales, namely the intensive scale of turnover, job satisfaction, and hardiness. The data that has been collected was then analyzed using a multiple linear regression test with the backward method.

Research Result

The results showed that both job satisfaction and hardiness statistically had no significant influence on employee turnover intentions. This indicates that even though employees are satisfied with their work and have good mental endurance, it does not necessarily guarantee them to stay in the company. The decision to change work can be influenced by various other external factors that are not examined in this study.

The Complexity of Understanding Turnover Intentions

The results of this study highlight the complexity of understanding the factors that influence employee turnover intentions. Job satisfaction and hardiness are important, but they are not the only indicators that can explain employee intentions to move. Other factors such as career development opportunities, work-life balance, and organizational culture can also play a significant role in influencing employee turnover intentions.

The Importance of Career Planning

By knowing that job satisfaction and hardiness do not affect turnover intentions, hospitals need to take strategic steps to reduce employee turnover intentions. One of the recommendations resulting from this research is the importance of career planning for employees. The management of the Materna General Hospital is expected to provide opportunities for employees in developing their careers. Companies that support the career development of their employees will create a better work atmosphere and increase employee satisfaction with their work.

The Role of Management in Reducing Turnover

Hospital management needs to adopt a holistic approach to increase employee retention, taking into account various aspects that contribute to employee satisfaction and commitment. This includes providing opportunities for career development, improving work-life balance, and creating a positive organizational culture. With this effort, it is hoped that the Materna Medan General Hospital can reduce the level of turnover and maintain valuable employees in the long run.

Conclusion

Overall, this study shows complexity in understanding the factors that influence the intention of turnover. Job satisfaction and hardiness are important, but they are not the only indicators that can explain employee intentions to move. Therefore, hospital management needs to adopt a holistic approach to increase employee retention, taking into account various aspects that contribute to employee satisfaction and commitment.

Recommendations

Based on the findings of this study, the following recommendations are made:

The management of the Materna General Hospital should provide opportunities for employees in developing their careers.
The hospital should improve work-life balance by providing flexible working hours and leave policies.
The hospital should create a positive organizational culture by promoting teamwork, communication, and employee engagement.
The hospital should conduct regular employee satisfaction surveys to identify areas for improvement.

Limitations of the Study

This study has several limitations. Firstly, the study only examined the influence of job satisfaction and hardiness on employee turnover intentions, and did not consider other factors that may influence employee turnover intentions. Secondly, the study only involved employees of the Materna Medan General Hospital, and may not be generalizable to other hospitals or organizations. Finally, the study used a cross-sectional design, which may not capture the dynamic nature of employee turnover intentions.

Future Research Directions

Future research should aim to examine the influence of other factors on employee turnover intentions, such as career development opportunities, work-life balance, and organizational culture. Additionally, future research should use a longitudinal design to capture the dynamic nature of employee turnover intentions. Finally, future research should aim to develop and test interventions to reduce employee turnover intentions and improve employee retention.

References

[List of references cited in the study]

Appendix

[Appendix materials, such as additional tables and figures, that support the findings of the study]
Q&A: The Influence of Job Satisfaction and Hardiness on the Intention of Materna Medan General Hospital Turnover

Introduction

In our previous article, we discussed the influence of job satisfaction and hardiness on the intention of Materna Medan General Hospital turnover. In this article, we will answer some of the most frequently asked questions related to this topic.

Q: What is job satisfaction, and how does it relate to employee turnover intentions?

A: Job satisfaction refers to the degree to which employees are satisfied with their work, colleagues, and work environment. Employees who are satisfied with their job are more likely to stay with the organization, while those who are dissatisfied are more likely to leave.

Q: What is hardiness, and how does it relate to employee turnover intentions?

A: Hardiness refers to the ability of employees to withstand stress and pressure at work. Employees with high hardiness are more likely to be resilient and adaptable in the face of challenges, which can contribute to their decision to stay with the organization.

Q: What are the implications of this study for hospital management?

A: The study suggests that hospital management needs to adopt a holistic approach to increase employee retention, taking into account various aspects that contribute to employee satisfaction and commitment. This includes providing opportunities for career development, improving work-life balance, and creating a positive organizational culture.

Q: What are some strategies that hospital management can use to reduce employee turnover intentions?

A: Some strategies that hospital management can use to reduce employee turnover intentions include:

Providing opportunities for career development
Improving work-life balance
Creating a positive organizational culture
Conducting regular employee satisfaction surveys
Implementing flexible working hours and leave policies

Q: What are some limitations of this study?

A: This study has several limitations. Firstly, the study only examined the influence of job satisfaction and hardiness on employee turnover intentions, and did not consider other factors that may influence employee turnover intentions. Secondly, the study only involved employees of the Materna Medan General Hospital, and may not be generalizable to other hospitals or organizations. Finally, the study used a cross-sectional design, which may not capture the dynamic nature of employee turnover intentions.

Q: What are some future research directions related to this topic?

A: Future research should aim to examine the influence of other factors on employee turnover intentions, such as career development opportunities, work-life balance, and organizational culture. Additionally, future research should use a longitudinal design to capture the dynamic nature of employee turnover intentions. Finally, future research should aim to develop and test interventions to reduce employee turnover intentions and improve employee retention.

Q: What are some practical implications of this study for employees?

A: Employees can take several steps to reduce their turnover intentions, including:

Seeking opportunities for career development
Improving work-life balance
Creating a positive organizational culture
Conducting regular employee satisfaction surveys
Implementing flexible working hours and leave policies

Q: What are some practical implications of this study for employers?

A: Employers can take several steps to reduce employee turnover intentions, including:

Providing opportunities for career development
Improving work-life balance
Creating a positive organizational culture
Conducting regular employee satisfaction surveys
Implementing flexible working hours and leave policies

Conclusion

In conclusion, the influence of job satisfaction and hardiness on the intention of Materna Medan General Hospital turnover is a complex issue that requires a holistic approach to address. By understanding the factors that influence employee turnover intentions, hospital management can take steps to reduce employee turnover intentions and improve employee retention.