OVERVIEW OF NURSES' TURNOVER INTENTIONS IN GOVERNMENT AND PRIVATE HOSPITALS IN BANDUNG CITY INDONESIA

Abstract

Aims: Turnover intention is an employee's intention to leave their job, being an early indicator that can predict actual turnover. Differences in compensation between the two types of hospitals also contribute to work motivation and service quality. Therefore, it is important for hospital management to identify nurse turnover intention as an early detection of turnover occurring. This study describes the turnover intention of nurses working in government hospitals and nurses in private hospitals

Methods: Participants were drawn from government and private hospitals in Bandung City, Indonesia. This sample size will be taken from a total population of 9,344 nurses in hospitals in Bandung City used the G*Power application totaling 345 participants.  The sampling technique used was convenience sampling. The inclusion criteria were staff nurses, ward heads, and nurse team leaders working in direct care units with permanent employee status and more than one year of working experience in the research hospital. The instrument used was the Turnover Intention Scale (TIS)-6 by Roodt.The data were analyzed and interpreted using the Total Mean Score.

Result: The distribution of participants' assessment level of Turnover Intention in government hospitals as a whole averaged 2.60 with a moderate level. The dimensions of turnover intention that have a moderate level are motivation to look for another job and the possibility of getting a job outside. The overall average distribution of participants' assessment of turnover intention in private hospitals was 2.86 with a moderate level. The dimensions of turnover intention that have a moderate level are all dimensions, namely the possibility of resigning from the current job, motivation to look for another job, and the possibility of getting a job outside. Nurses in government hospitals tend to stay because of job stability and the benefits offered as civil servants, such as welfare and pension benefits. and a culture that makes civil service the dream of the majority of nurses in Indonesia. In contrast, nurses in private hospitals tend to show higher levels of turnover intention, which may be caused by dissatisfaction with working conditions and unmet personal needs. Private nurses were more likely to consider moving elsewhere due to factors such as job stress, lack of managerial support, and dissatisfaction with compensation.

Conclutions: Turnover intention among nurses in government and private hospitals shows different patterns, although both are at moderate levels. Nurses in government hospitals tend to have lower turnover intention than nurses in private hospitals.