Budaya Organisasi dan Work-Life Balance Terhadap Turnover Intention Peran Mediasi Kepuasan Kerja Pada Perawat RSI Sultan Agung Semarang
DOI:
https://doi.org/10.61492/cantaka.v4i3.608Keywords:
organizational culture, work-life balance, job satisfaction, turnover intention, hospital nursesAbstract
High nurse turnover rates are a serious problem for hospitals because they impact operational costs, service continuity, and the quality of patient care. Sultan Agung Islamic Hospital (RSISA) Semarang recorded an increase in nurse turnover from 5.75% in 2023 to 9.44% in 2024, approaching the reasonable threshold of 10%. This study aims to examine the influence of organizational culture and work-life balance on turnover intention, both directly and through the mediation of job satisfaction. The study used a quantitative explanatory approach with a cross-sectional design. A sample of 82 nurses was determined using the Slovin formula from a population of 102 nurses in four inpatient wards, drawn using simple random sampling. Data were collected through a five-point Likert-scale questionnaire and analyzed using Partial Least Square-Structural Equation Modeling (PLS-SEM) using SmartPLS 4. The results showed that work-life balance had a significant direct effect on job satisfaction and turnover intention, while organizational culture had a significant effect on job satisfaction but not on turnover intention directly. Job satisfaction was shown to fully mediate the influence of organizational culture and partially mediate the influence of work-life balance on turnover intention. The model was able to explain 81.2% of the variation in turnover intention. These findings confirm that job satisfaction is the primary pathway to reducing nurses' turnover intention. Therefore, strengthening work culture and work-life balance needs to be directed at increasing job satisfaction, not merely administrative policies.
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