THE EFFECT OF BURNOUT SYNDROME ON TURNOVER INTENTION USING ORGANIZATIONAL COMMITMENT AS AN INTERMEDIATE VARIABLE
Downloads
Background: The average of employee turnover rate in Surabaya Surgical Hospital was quite high roughly about 16.21% in 2011 until 2015. Employees' negative behavior or feelings due to long exposure to an emotional stressor are called burnout syndrome which could trigger turnover in an organization.
Aims: This study analyzed the effect of burnout syndrome towards turnover intention using organizational commitment as an intermediate variable.
Methods: This study was cross-sectional research by involving 126 respondents as samples according to the proportion of each unit at Surabaya Surgical Hospital. Data were analysed statistically using multiple linier regression.
Results: Respondents were mostly female (65.1%) and in the age group of 26-35 years (62.7%). Most of them were early adults, permanent employees (95.2%), and undergraduates (89.7%). While the minority have worked for 3 up to 4 years (40.5%). Burnout syndrome had a significant effect on employees' organizational commitment. Organizational commitment showed a significant effect on turnover intention, while burnout syndrome did not show a significant effect on turnover intention.
Conclusion: Burnout syndrome did not directly affect turnover intention but became a possible cause of turnover intention through organizational commitment as the intermediate variable. The results of this study could be the basis for hospital managers to decrease employee's turnover intention by minimizing burnout syndrome and increasing organizational commitment with a better reward system.
Keywords: burnout syndrome, organizational commitment, turnover intention, hospital.
Alfresia, V. P. (2016) Pengaruh Kepuasan Kerja dan Komitmen Organisasi terhadap Turnover Intention (Studi pada PT. Kajima Indonesia). Universitas Negeri Yogyakarta.
Avanzi, L. et al. (2014) ‘Staying or leaving: A combined social identity and social exchange approach to predicting employee turnover intentions.', International Journal of Productivity and Performance Management, 63(3), pp. 272–289.
Azanza, G. et al. (2015) ‘The effects of authentic leadership on turnover intention.', Leadership & Organization Development Journal, 36(8), pp. 955–971.
Deane, J. and Howard, L. (2004) ‘Journals Books My Workspace Primal Pictures The Shocking Cost of Turnover in Health Care', Health care management review, 29(1), pp. 1–7. Available at: http://www.ncbi.nlm.nih.gov/pubmed/14992479.
Dewi, A. F., Wulan, H. S. and Fathoni, A. (2019) ‘Organizational commitment, organizational climate, and job security towards turnover intention and job satisfaction as mediating variables at PT. Senat Garment', Journal of Management, 5(5), pp. 1–8. doi: 10.7129/jject.7.165.
Dyrbye, L. N. et al. (2019) ‘A cross-sectional study exploring the relationship between burnout, absenteeism, and job performance among American nurses', BMC Nursing. BMC Nursing, 18(1), pp. 1–8. doi: 10.1186/s12912-019-0382-7.
Enginyurt, O. et al. (2016) ‘Relationship between organisational commitment and burnout syndrome: A canonical correlation approach', Australian Health Review, 40(2), pp. 181–187. doi: 10.1071/AH14177.
Ford, T. G. et al. (2019) ‘The effects of leader support for teacher psychological needs on teacher burnout, commitment, and intent to leave', Journal of Educational Administration, 57(6), pp. 615–634. doi: 10.1108/JEA-09-2018-0185.
Gillies D. A. (1994) ‘Manajemen Keperawatan : Suatu Pendekatan Sistem 3rd Edition', in. W.B Saunder Company.
Hilton, T. L. (2015) Effect of Burnout and Organizational Commitment on the Turnover Intention of Clinical Laboratory Employees in Florida. Walden University, United States.
Jaros, S. (2007) ‘Meyer and Allen Model of Organizational Commitment : Measurement Issues', in. India: the Icfai University Press, pp. 7–26.
Kessler - Ladelsky, L. (2014) ‘The Effect of Job Satisfaction on IT Employees Turnover Intention in Israel', Annals of the University of Oradea: Economic Science, 23(1), pp. 1028–1038.
Khan, S. L. (2015) Transformational leadership and turnover intention: the mediating effects of trust and performance. Doctoral Dissertation. Bangkok University.
Kharismawati, D. A. P. and Dewi, I. G. A. M. (2016) ‘Pengaruh Komitmen Organisasional, Dukungan Sosial, Dan Iklim Etika Terhadap Turnover Intention', E-Jurnal Manajemen Universitas Udayana, 5(2), pp. 1368–1398.
Klein, J. et al. (2010) ‘Burnout and perceived quality of care among German clinicians in surgery', Journal for Quality in Health Care, 22(6), pp. 525–530.
Lim et al. (2017) ‘The impact of transformational leadership on turnover intention: The mediating role of affective commitment', Journal of Applied Structural Equation Modeling, 11(3), pp. 27–41.
Mathieu, C. et al. (2015) ‘The role of supervisory behavior, job satisfaction and organizational commitment on employee turnover', Journal of Management and Organization, 22(1), pp. 113–129. doi: 10.1017/jmo.2015.25.
Morgan, B., De Bruin, G. P. and De Bruin, K. (2014) ‘Operationalizing burnout in the Maslach Burnout Inventory-Student Survey: Personal efficacy versus personal inefficacy', South African Journal of Psychology, 44(2), pp. 216–227. doi: 10.1177/0081246314528834.
Narainsamy, K. and Westhuizen, S. Van Der (2013) ‘Work related well-being: Burnout, work engagement, occupational stress and job satisfaction within a medical laboratory setting', Journal of Psychology in Africa, 23(3), pp. 467–474. doi: 10.1080/14330237.2013.10820653.
Ohue, T., Moriyama, M. and Nakaya, T. (2011) ‘Examination of a cognitive model of stress, burnout, and intention to resign for Japanese nurses', Japan Journal of Nursing Science, 8(1), pp. 76–86. doi: 10.1111/j.1742-7924.2010.00161.x.
Peng, J. et al. (2016) ‘How can core self-evaluations influence job burnout? the key roles of organizational commitment and job satisfaction', Journal of Health Psychology, 21(1), pp. 50–59. doi: 10.1177/1359105314521478.
Sabbah, I. et al. (2012) ‘Burnout among Lebanese nurses: Psychometric properties of the Maslach Burnout Inventory-Human Services Survey (MBI-HSS)', Health, 04(09), pp. 644–652. doi: 10.4236/health.2012.49101.
Santi, M. W. (2016) Pengaruh Faktor Burnout Syndrome dan Faktor Lingkungan terhadap Turnover Intention Karyawan. Masters Thesis. Universitas Airlangga.
Saputro, H., Fathoni, A. and Minarsih, M. M. (2016) ‘Pengaruh Kepuasan Kerja, Ketidakamanan Kerja & Komitmen Organisasi Terhadap Intensi Pindah Kerja (Turnover Intention) Studi Kasus pada Distribution Center PT. Sumber Alfaria Trijaya Cabang Rembang, Jawa Tengah', Journal of Management, 2(2), pp. 1–14.
Sartono, M., Yulianeu, Y. and Hasiholan, L. B. (2018) ‘Pengaruh Kompensasi, Motivasi Kerja dan Komitmen Organisasi Terhadap Turnover Intention', Journal of Management, 4(4), pp. 1–13.
Shurbagi, A. M. A. (2014) ‘The relationship between transformational leadership style job satisfaction and the effect of organizational commitment', International Business Research, 7(11), pp. 126-138.
Supriyanto, S. and Djohan, A. J. (2011) Metodologi Riset Bisnis dan Kesehatan. Banjarmasin: Grafika Wangi Kalimantan.
Toh, S. M. and Denisi, A. S. (2003) ‘Host country national reactions to expatriate pay policies: A model and implications', Academy of Management Review, 28(4), pp. 606–621. doi: 10.5465/AMR.2003.10899387.
Waldman, J. D. et al. (2004) ‘Journals Books My Workspace Primal Pictures The Shocking Cost of Turnover in Health Care', Health care management review, 29(1), pp. 1–7. Available at: http://www.ncbi.nlm.nih.gov/pubmed/14992479.
Wang, H., Hall, N. and Rahimi, S. (2015) ‘Self-efficacy and causal attributions in teachers: effects on burnout, job satisfaction, illness, and quitting intentions', Teaching and Teacher Education, 47, pp. 120–130.
Wibowo (2014) Manajemen Kinerja Edisi ke 4. Jakarta: Rajawali Pers.
Xiaoming, Y. et al. (2014) ‘Effects of workload on burnout and turnover intention of medical staff: A study', Studies on Ethno-Medicine, 8(3), pp. 229–237. doi: 10.31901/24566772.2014/08.03.04.
1. As an author you (or your employer or institution) may do the following:
- make copies (print or electronic) of the article for your own personal use, including for your own classroom teaching use;
- make copies and distribute such copies (including through e-mail) of the article to research colleagues, for the personal use by such colleagues (but not commercially or systematically, e.g. via an e-mail list or list server);
- present the article at a meeting or conference and to distribute copies of the article to the delegates attending such meeting;
- for your employer, if the article is a ‘work for hire', made within the scope of your employment, your employer may use all or part of the information in the article for other intra-company use (e.g. training);
- retain patent and trademark rights and rights to any process, procedure, or article of manufacture described in the article;
- include the article in full or in part in a thesis or dissertation (provided that this is not to be published commercially);
- use the article or any part thereof in a printed compilation of your works, such as collected writings or lecture notes (subsequent to publication of the article in the journal); and prepare other derivative works, to extend the article into book-length form, or to otherwise re-use portions or excerpts in other works, with full acknowledgement of its original publication in the journal;
- may reproduce or authorize others to reproduce the article, material extracted from the article, or derivative works for the author's personal use or for company use, provided that the source and the copyright notice are indicated.
All copies, print or electronic, or other use of the paper or article must include the appropriate bibliographic citation for the article's publication in the journal.
2. Requests from third parties
Although authors are permitted to re-use all or portions of the article in other works, this does not include granting third-party requests for reprinting, republishing, or other types of re-use.
3. Author Online Use
- Personal Servers. Authors and/or their employers shall have the right to post the accepted version of articles pre-print version of the article, or revised personal version of the final text of the article (to reflect changes made in the peer review and editing process) on their own personal servers or the servers of their institutions or employers without permission from JAKI;
- Classroom or Internal Training Use. An author is expressly permitted to post any portion of the accepted version of his/her own articles on the author's personal web site or the servers of the author's institution or company in connection with the author's teaching, training, or work responsibilities, provided that the appropriate copyright, credit, and reuse notices appear prominently with the posted material. Examples of permitted uses are lecture materials, course packs, e-reserves, conference presentations, or in-house training courses;
