Abstract
High turnover intention among hospital nurses poses serious challenges to healthcare organizations, affecting service quality and workforce stability. Understanding the psychological and organizational factors associated with turnover intention is essential for developing effective retention strategies. This study aimed to examine the relationships among emotional intelligence, work engagement, and turnover intention among hospital nurses, including health-promoting leadership, workload, and burnout as contextual variables within the model. A cross-sectional study was conducted among 98 nurses working in inpatient units using validated questionnaires. The data were analyzed using partial least squares structural equation modeling (PLS-SEM) with hierarchical component analysis. Emotional intelligence significantly predicted work engagement (β = 0.507, p = 0.001). Work engagement showed a strong negative association with turnover intention (β = −0.610, p < 0.001), while burnout was positively associated with turnover intention (β = 0.385, p = 0.005). In contrast, health-promoting leadership and workload did not show significant effects on work engagement or burnout. Mediation analysis indicated that work engagement significantly mediated the relationship between emotional intelligence and turnover intention (β = −0.309, p = 0.003). The model explained 24.5% of variance in work engagement and 31.6% of variance in turnover intention. These findings suggest that work engagement represents an important pathway linking emotional intelligence to turnover intention among nurses. Strategies aimed at strengthening nurses’ emotional intelligence and fostering work engagement may help reduce turnover intention in hospital settings. This study contributes to the literature by applying hierarchical component analysis within a PLS-SEM framework to simultaneously examine multiple psychological and organizational predictors of turnover intention in the Indonesian hospital context.
Bahasa Abstract
Kecerdasan Emosional, Keterikatan Kerja, dan Turnover Intention pada Perawat Rumah Sakit: Analisis Komponen Hierarkis. Tingginya angka perawat yang berniat untuk berhenti/keluar dari pekerjaan (turnover intention) di rumah sakit menjadi tantangan serius bagi organisasi pelayanan kesehatan karena dapat memengaruhi kualitas pelayanan dan stabilitas tenaga kerja di institusi tersebut. Pemahaman mengenai faktor psikologis dan organisasi yang berkaitan dengan turnover intention sangat penting untuk mengembangkan strategi retensi yang efektif. Penelitian ini bertujuan untuk menganalisis hubungan antara kecerdasan emosional, keterikatan kerja, dan turnover intention pada perawat rumah sakit, dengan kepemimpinan yang mendukung kesehatan, beban kerja, dan kelelahan kerja (burnout) sebagai variabel kontekstual dalam model penelitian. Penelitian ini menggunakan desain potong lintang (cross-sectional) dengan melibatkan 98 perawat yang bekerja di unit rawat inap menggunakan kuesioner terstandar. Data dianalisis menggunakan partial least squares structural equation modeling (PLS-SEM) dengan hierarchical component analysis. Kecerdasan emosional secara signifikan memprediksi keterikatan kerja (β = 0,507; p = 0,001). Keterikatan kerja menunjukkan hubungan negatif yang kuat dengan turnover intention (β = −0,610; p < 0,001), sedangkan kelelahan kerja berhubungan positif dengan turnover intention (β = 0,385; p = 0,005). Sebaliknya, kepemimpinan yang mendukung kesehatan dan beban kerja tidak menunjukkan pengaruh yang signifikan terhadap keterikatan kerja maupun kelelahan kerja. Analisis mediasi menunjukkan bahwa keterikatan kerja secara signifikan memediasi hubungan antara kecerdasan emosional dan turnover intention (β = −0,309; p = 0,003). Model penelitian menujukkan 24,5% variasi pada keterikatan kerja dan 31,6% variasi pada turnover intention. Temuan ini menunjukkan bahwa keterikatan kerja merupakan mekanisme penting yang menghubungkan kecerdasan emosional dengan turnover intention pada perawat. Oleh karena itu, strategi yang berfokus pada penguatan kecerdasan emosional serta peningkatan keterikatan kerja perawat berpotensi membantu menurunkan turnover intention di lingkungan rumah sakit.
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Recommended Citation
Catrin, Catrin; Wisnu, Christopher; and Tan, Pauline Henriette Pattyranie
(2026)
"Emotional Intelligence, Work Engagement, and Turnover Intention Among Hospital Nurses: A Hierarchical Component Analysis,"
Jurnal Keperawatan Indonesia: Vol. 29:
No.
2, Article 5.
DOI: 10.7454/jki.v29i2.2172
Available at:
https://scholarhub.ui.ac.id/jki/vol29/iss2/5
