Febri Nur Azizah Putri, Rebbi Permata Sari, Willady Rasyid

Factors Associated with Turnover Intention among Nurses in Inpatient Wards at Dr. Reksodiwiryo Padang Level III Hospital in 2024

Introduction

Factors associated with turnover intention among nurses in inpatient wards at dr. Reksodiwiryo padang level iii hospital in 2024. Uncover factors driving nurse turnover intention in Dr. Reksodiwiryo Hospital's inpatient wards. This 2024 study links job satisfaction, stress, & organizational culture.

Abstract

Nurse turnover intention refers to a nurse's intent to voluntarily leave their job. Several factors influence nurse turnover intention, including job satisfaction, job stress, and organizational culture. This study aimed to determine the factors associated with nurse turnover intention in Inpatient Wards at Dr. Reksodiwiryo Level III Hospital, Padang, in 2024. This was a quantitative cross-sectional study. The population comprised 115 nurses in Inpatient Wards at Dr. Reksodiwiryo Level III Hospital, Padang. Data were collected from May 6 to 11, 2024, using a purposive sampling technique involving 53 respondents through the distribution of questionnaires. Data were analyzed univariately and bivariately using the Chi-Square test with a p-value ≤ 0.05.The results showed that more than half (59.8%) of the nurses had a high turnover intention, less than half (32.1%) were dissatisfied with their job, less than half (41.5%) experienced high job stress, and more than half (56.6%) perceived the organizational culture as poor. This study indicated that there was a relationship between job satisfaction (p-value 0.035), job stress (p-value 0.030), and organizational culture (p-value 0.016) with nurse turnover intention in Inpatient Wards at Dr. Reksodiwiryo Level III Hospital, Padang in 2024. The conclusion of this study is that there is a relationship between job satisfaction, job stress, and organizational culture with nurse turnover intention in Inpatient Wards at Dr. Reksodiwiryo Level III Hospital, Padang in 2024. It is recommended that the head nurse of the medical-surgical units implement a career development program, stress management training, and improve the organizational culture.

Review

This study addresses a critically important and highly relevant topic: factors associated with nurse turnover intention within a specific hospital setting. The clear objective and focus on job satisfaction, job stress, and organizational culture as potential drivers of turnover are well-justified, given their common prominence in the literature. The finding that a significant proportion of nurses (nearly 60%) express high turnover intention is particularly concerning and underscores the urgent practical implications of this research. The identification of statistically significant relationships between all three hypothesized factors and turnover intention provides valuable, actionable insights for the administration of Dr. Reksodiwiryo Level III Hospital, guiding potential interventions to improve nurse retention. However, several methodological considerations warrant discussion. The use of a purposive sampling technique, resulting in a sample size of 53 respondents from a population of 115, raises concerns regarding the generalizability of the findings, even within the specified hospital context. Purposive sampling inherently carries a risk of selection bias, and a more robust, representative sampling method would strengthen the internal validity and broader applicability of the results. Furthermore, while a cross-sectional design is suitable for identifying associations, it cannot establish causality. Therefore, while relationships between the factors and turnover intention are demonstrated, the study cannot definitively conclude that job dissatisfaction *causes* nurses to intend to leave. The abstract also lacks details regarding the validity and reliability of the questionnaires used, which are crucial for assessing the quality and credibility of the collected data. Moving forward, this study provides a solid foundation for further research and practical interventions. Future investigations could benefit immensely from employing a larger, randomly selected sample to enhance generalizability and minimize bias. A longitudinal study design would be invaluable to explore the causal pathways between job satisfaction, job stress, organizational culture, and actual nurse turnover, offering deeper insights into the dynamics of these relationships over time. Practically, the recommendations for career development programs, stress management training, and improving organizational culture are well-supported by the findings and should be seriously considered by the hospital management. Expanding the scope to include other potential factors such as leadership style, workload, or compensation, could also provide a more holistic understanding of this complex issue.

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