Burnout, Job Satisfaction, Organizational Commitment to Turnover Intention: Study on Private Hospital Nurses in Denpasar, Indonesia

Abstract

In general, managing an organization or company is optimizing various existing resources so that organizational goals are achieved properly. Human resources are the most important among existing resources because they will mobilize and optimize other resources. In hospitals, nurses are one such asset. So if the hospital wants its assets to remain good, then the hospital must maintain its assets. One of the causes of the desire to quit is the high workload and burnout among nurses. The purpose of this study was to examine the effect of burnout on the turnover intention by moderating job satisfaction and organizational commitment. Data were collected through a questionnaire instrument (Likert Scale) which had been tested for validity and reliability. In contrast, the sample is determined to be as many as 70 people with an incidental sampling technique. Furthermore, the collected data were analyzed using the SEM-PLS analysis technique. The results of the study stated that:

• Burnout had a positive and significant effect on the turnover intention of nurses at Bali Royal Hospital Denpasar.
• Job satisfaction is not a moderating effect of burnout on the turnover intention of nurses at Bali Royal Hospital Denpasar.
• Organizational commitment is not a moderator of the effect of burnout on nurses' turnover intention at Bali Royal Hospital Denpasar.
• Job satisfaction is not a moderating effect of burnout on the turnover intention of nurses at Bali Royal Hospital Denpasar.
• Organizational commitment is not a moderator of the effect of burnout on nurses' turnover intention at Bali Royal Hospital Denpasar.