Electronic Theses and Dissertation

Penelitian ini dilakukan dengan tujuan menginvestigasi hubungan antara Work Family Conflict dengan Turnover Intention dengan Job Satisfaction dan Life Satisfaction sebagai variabel pemediator. Data penelitian diperoleh melalui survey yang dilakukan terhadap 192 perawat yang bekerja di RSUD Tgk Chik di Tiro Sigli. Responden dipilih menggunakan metode stratified random sampling. Hasil analisis menggunakan Hierarchical Regression Linear model menunjukkan bahwa Work Family Conflict memiliki pengaruh signifikan terhadap Turnover Intention, Job satisfaction dan Life Satisfaction. Selain itu, temuan penelitian juga mengindikasikan bahwa Job asatisfaction memediasi hubungan antara work family conflict dan turnover intention. Lebih menariknya lagi, penelitian ini menunjukkan hasil bahwa Life Satisfaction tidak memediasi atau tidak berperan sebagai faktor tengah antara Work Family Conflict dan Turnover Intention perawat. Penelitian ini memberikan kontribusi penting dalam pemahaman tentang factor factor yang mempengaruhi Turnover Intention perawat, khususnya dalam konteks Work Family Conflicrt. Implikasi prakis dari penelitian ini adalah pentingnya perhatian terhadap manajemen konflik kerja keluarga dalam upaya meningkatkan kepuasan kerja dan kepuasan hhidup perawat, serta mengurangi niat berpindah dalam organisasi perawatan kesehatan

The study examined the relationship between Work-Family Conflict and Turnover Intention among nurses, with Job Satisfaction and Life Satisfaction as potential mediators. The data was collected from 192 nurses at Tgk Chik Hospital in Tiro, Sigli, using the stratified random sampling method. The hierarchical linear model analysis results indicated that Work-Family Conflict significantly influenced Turnover Intention, Job Satisfaction, and Life Satisfaction among nurses. Additionally, the study found that Job Satisfaction mediated the relationship between Work-Family Conflict and Turnover Intention, suggesting that higher job satisfaction could reduce the intention to switch jobs due to work-family conflict. However, the study did not find evidence that Life Satisfaction mediated the relationship between Work-Family Conflict and Turnover Intention. It means that Life Satisfaction did not play a significant role as a mediator in the relationship between work-family conflict and nurses’ intention to move to another job. The findings of this research contribute to the understanding of factors influencing nurses’ intention to switch jobs or careers, particularly in the context of work-family conflict. The practical implication of the study suggests that managing work- family conflict is crucial in healthcare organizations to enhance nurses’ job and life satisfaction and reduce turnover intention.