Pengaruh Situational Awareness dan Work Engagement Terhadap Turnover Intention dengan Organizational Commitment Sebagai Variabel Intervening Karyawan Rumah Sakit Annisa Cikarang
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Published
Mar 1, 2025
Abstract
Annisa Hospital Human Resource Development data shows a tendency to increase employee turnover. From the 2022-2023 data, the percentage increase in turnover was 14.95%, rising to 16.64%. This turnover value is said to be quite high and has increased in percentage. This study aims to test the effect of situational awareness, work engagement on turnover intention with organizational commitment as an intervening variable for employees. The approach used is a quantitative approach. The sample used in this study were 169 permanent employees. Sampling was carried out by simple random sampling. Research data were obtained from filling out questionnaires and analyzed using the SEM PLS technique. The results of this study indicate that situational awareness, work engagement, organizational commitment each have a negative effect on turnover intention. Situational awareness and work engagement each have a positive effect on organizational commitment. Organizational commitment acts as an intervening factor for the influence given by situational awareness and work engagement on turnover intention. In order to reduce the high turnover intention, effective communication is needed, providing bonuses to employees according to their target achievements, providing enthusiasm and motivation to employees of Annisa Cikarang Hospital.
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How to Cite
Aamdissofi, A., Rini, T. and Silviana, I. (2025) “Pengaruh Situational Awareness dan Work Engagement Terhadap Turnover Intention dengan Organizational Commitment Sebagai Variabel Intervening Karyawan Rumah Sakit Annisa Cikarang”, Ranah Research : Journal of Multidisciplinary Research and Development, 7(3), pp. 1637-1649. doi: 10.38035/rrj.v7i3.1389.
References
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Ahuja, S., & Gupta, S. (2019). Organizational commitment and work engagement as a facilitator for sustaining higher education professionals. International Journal of Recent Technology and Engineering, 7(6), 1846–1851.
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Collins, C. J. (2021). Expanding the resource based view model of strategic human resource management. The International Journal of Human Resource Management, 32(2), 331–358. https://doi.org/10.1080/09585192.2019.1711442
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Guzeller, C. O., & Celiker, N. (2020). Examining the relationship between organizational commitment and turnover intention via a meta-analysis. International Journal of Culture, Tourism and Hospitality Research, 14(1), 102–120.
Hair, J. F., Babin, B. J., Black, W. C., & Anderson, R. E. (2019). Multivariate Data Analysis. Cengage. https://books.google.co.id/books?id=0R9ZswEACAAJ
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Li, J. J., Bonn, M. A., & Ye, B. H. (2019). Hotel employee’s artificial intelligence and robotics awareness and its impact on turnover intention: The moderating roles of perceived organizational support and competitive psychological climate. Tourism Management, 73, 172–181.
Liu, J., Zhu, B., Wu, J., & Mao, Y. (2019). Job satisfaction, work stress, and turnover intentions among rural health workers: a cross-sectional study in 11 western provinces of China. BMC Family Practice, 20, 1–11.
Mathis, R. L., Jackson, J. H., Valentine, S. R., & Meglich, P. A. (2017). Human resource management. Cengage learning.
Memon, M. A., Salleh, R., & Baharom, M. N. R. (2016). The link between training satisfaction, work engagement and turnover intention. European Journal of Training and Development, 40(6), 407–429. https://doi.org/10.1108/EJTD-10-2015-0077
Mengstie, M. M. (2020). Perceived organizational justice and turnover intention among hospital healthcare workers. BMC Psychology, 8, 1–11.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89.
Muchtadin, M. (2022). Relationship between Work Engagement and Turnover Intention for Millennial Generation Workers in Jabodetabek. Journal of Theory and Applied Psychology, 13(3), 377–391.
Muchtadin, M., & Sundary, Z. E. (2023). Pengaruh Work Engagement dan Work-life balance terhadap Komitmen Afektif dimoderasi Dukungan Rekan Kerja Karyawan Bakti Timah Medika. Jurnal Kewirausahaan, Akuntansi Dan Manajemen Tri Bisnis, 5(2), 149–161.
Nichols, H. M., Swanberg, J. E., & Bright, C. L. (2016). How does supervisor support influence turnover intent among frontline hospital workers? The mediating role of affective commitment. The Health Care Manager, 35(3), 266–279.
Pasewark, W. R., & Strawser, J. R. (1996). The Determinants and Outcomes Associated with Job Insecurity in a Professional Accounting Environment. Behavioral Research in Accounting, 8.
Rahim, M. A., Civelek, I., & Liang, F. H. (2015). A model of department chairs’ social intelligence and faculty members’ turnover intention. Intelligence, 53, 65–71.
Rawashdeh, A. M., & Tamimi, S. A. (2020). The impact of employee perceptions of training on organizational commitment and turnover intention: An empirical study of nurses in Jordanian hospitals. European Journal of Training and Development, 44(2/3), 191–207.
Rini, T., & Sajekti, T. (2024). Implementatitons of Responsive Culture Towards Capability Maturity Model Level At Public Health Centers In Jakarta, Indonesia. 21(5). https://doi.org/DOI : 10.5281/zenodo.11392858
Sari, S. Y., Aima, H., & Zefriyenni, Z. (2024). Mengurai Turnover Intention: Strategi Mempertahankan Karyawan (H. Aima (ed.)). CV. Gita Lentera.
Schaufeli, W., & Bakker, A. (2004). Utrecht Work Engagement Scale, Preliminary Manual. Utrecht University: Occupational Health Psychology Unit.
Tamunosiki-Amadi, J. O., & Okolai, D. G. (2019). Situational awareness and employee commitment in the health sector of Bayelsa state. International Journal of Engineering Technologies and Management Research, 6(8), 1–11
Agarwal, U. A., Datta, S., Blake‐Beard, S., & Bhargava, S. (2012). Linking LMX, innovative work behaviour and turnover intentions: The mediating role of work engagement. Career Development International, 17(3), 208–230.
Ahuja, S., & Gupta, S. (2019). Organizational commitment and work engagement as a facilitator for sustaining higher education professionals. International Journal of Recent Technology and Engineering, 7(6), 1846–1851.
Bonenberger, M., Aikins, M., Akweongo, P., & Wyss, K. (2014). The effects of health worker motivation and job satisfaction on turnover intention in Ghana: a cross-sectional study. Human Resources for Health, 12, 1–12.
Chin, W. W. (1998). Commentary: Issues and opinion on structural equation modeling. In MIS quarterly (pp. vii–xvi). JSTOR.
Chmielewska, M., Stokwiszewski, J., Filip, J., & Hermanowski, T. (2020). Motivation factors affecting the job attitude of medical doctors and the organizational performance of public hospitals in Warsaw, Poland. BMC Health Services Research, 20(1), 701. https://doi.org/10.1186/s12913-020-05573-z
Collins, C. J. (2021). Expanding the resource based view model of strategic human resource management. The International Journal of Human Resource Management, 32(2), 331–358. https://doi.org/10.1080/09585192.2019.1711442
Dewanto, A., & Wardhani, V. (2018). Nurse turnover and perceived causes and consequences: a preliminary study at private hospitals in Indonesia. BMC Nursing, 17, 1–7.
Endsley, M. R. (1995). Toward a theory of situation awareness in dynamic systems. Human Factors, 37(1), 32–64.
Endsley, M. R., & Garland, D. J. (2000). Theoretical underpinnings of situation awareness: A critical review. Situation Awareness Analysis and Measurement, 1(1), 3–21.
Gillies, D. A. (1994). Manajemen keperawatan: suatu pendekatan sistem, Edisi ke Tiga. Terjemahan, Philadelphia: WB Saunder Company.
Green, B., Parry, D., Oeppen, R. S., Plint, S., Dale, T., & Brennan, P. A. (2017). Situational awareness–what it means for clinicians, its recognition and importance in patient safety. Oral Diseases, 23(6), 721–725.
Guzeller, C. O., & Celiker, N. (2020). Examining the relationship between organizational commitment and turnover intention via a meta-analysis. International Journal of Culture, Tourism and Hospitality Research, 14(1), 102–120.
Hair, J. F., Babin, B. J., Black, W. C., & Anderson, R. E. (2019). Multivariate Data Analysis. Cengage. https://books.google.co.id/books?id=0R9ZswEACAAJ
Indrianti, R., & Hadi, C. (2012). Hubungan Antara Modal Psikologis Dengan Keterikatan Hubungan Antara Modal Psikologis Dengan Keterikatan Kerja Pada Perawat di Instalasi Rawat Inap Rumah Sakit Jiwa Menur Surabaya. Jurnal Psikologi Industri Dan Organisasi, 110–115.
Li, J. J., Bonn, M. A., & Ye, B. H. (2019). Hotel employee’s artificial intelligence and robotics awareness and its impact on turnover intention: The moderating roles of perceived organizational support and competitive psychological climate. Tourism Management, 73, 172–181.
Liu, J., Zhu, B., Wu, J., & Mao, Y. (2019). Job satisfaction, work stress, and turnover intentions among rural health workers: a cross-sectional study in 11 western provinces of China. BMC Family Practice, 20, 1–11.
Mathis, R. L., Jackson, J. H., Valentine, S. R., & Meglich, P. A. (2017). Human resource management. Cengage learning.
Memon, M. A., Salleh, R., & Baharom, M. N. R. (2016). The link between training satisfaction, work engagement and turnover intention. European Journal of Training and Development, 40(6), 407–429. https://doi.org/10.1108/EJTD-10-2015-0077
Mengstie, M. M. (2020). Perceived organizational justice and turnover intention among hospital healthcare workers. BMC Psychology, 8, 1–11.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89.
Muchtadin, M. (2022). Relationship between Work Engagement and Turnover Intention for Millennial Generation Workers in Jabodetabek. Journal of Theory and Applied Psychology, 13(3), 377–391.
Muchtadin, M., & Sundary, Z. E. (2023). Pengaruh Work Engagement dan Work-life balance terhadap Komitmen Afektif dimoderasi Dukungan Rekan Kerja Karyawan Bakti Timah Medika. Jurnal Kewirausahaan, Akuntansi Dan Manajemen Tri Bisnis, 5(2), 149–161.
Nichols, H. M., Swanberg, J. E., & Bright, C. L. (2016). How does supervisor support influence turnover intent among frontline hospital workers? The mediating role of affective commitment. The Health Care Manager, 35(3), 266–279.
Pasewark, W. R., & Strawser, J. R. (1996). The Determinants and Outcomes Associated with Job Insecurity in a Professional Accounting Environment. Behavioral Research in Accounting, 8.
Rahim, M. A., Civelek, I., & Liang, F. H. (2015). A model of department chairs’ social intelligence and faculty members’ turnover intention. Intelligence, 53, 65–71.
Rawashdeh, A. M., & Tamimi, S. A. (2020). The impact of employee perceptions of training on organizational commitment and turnover intention: An empirical study of nurses in Jordanian hospitals. European Journal of Training and Development, 44(2/3), 191–207.
Rini, T., & Sajekti, T. (2024). Implementatitons of Responsive Culture Towards Capability Maturity Model Level At Public Health Centers In Jakarta, Indonesia. 21(5). https://doi.org/DOI : 10.5281/zenodo.11392858
Sari, S. Y., Aima, H., & Zefriyenni, Z. (2024). Mengurai Turnover Intention: Strategi Mempertahankan Karyawan (H. Aima (ed.)). CV. Gita Lentera.
Schaufeli, W., & Bakker, A. (2004). Utrecht Work Engagement Scale, Preliminary Manual. Utrecht University: Occupational Health Psychology Unit.
Tamunosiki-Amadi, J. O., & Okolai, D. G. (2019). Situational awareness and employee commitment in the health sector of Bayelsa state. International Journal of Engineering Technologies and Management Research, 6(8), 1–11