Determinants Influencing Turnover Intention of Nurses at Al-Muchtar Islamic Hospital, Karawang
Keywords:
turnover intention, characteristic factors, organization factors, nurses, hospitalAbstract
Background: High turnover intention among nurses threatens hospital service continuity. Individual (age, gender, education, tenure) and organizational (career development, compensation, communication, work environment) factors are thought to drive the intention, yet simultaneous evidence at Al-Muchtar Karawang Islamic Hospital was lacking. Methods: A quantitative cross-sectional study was conducted among 98 of 128 clinical nurses; 4-point Likert questionnaires were validated on 30 additional nurses. Univariate, Chi-square bivariate and multivariate logistic regression analyses identified determinants of turnover intention. Results: Most respondents were female (56%), aged ≤35 (62%), D3-educated (51%) and had >1 year tenure (94%). Bivariate tests showed gender (p=0.005), compensation (p=0.019), communication (p<0.001) and work environment (p=0.011) were significantly associated with turnover intention, whereas age, education, tenure and career development were not. Multivariate analysis revealed female nurses had 3.3 times higher odds of intending to leave (95% CI 1.20–9.30), while poor compensation and poor communication independently increased risk; work environment became non-significant. The model explained 34.7% of the variance. Conclusion: Gender, compensation and communication significantly influence nurses’ turnover intention; female gender is the strongest predictor. Hospitals should prioritize gender-responsive scheduling, fair transparent pay and open two-way communication to enhance retention and sustain care quality.References
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