Title: The Influence of Organizational Justice, Leader-Member Relations on Nurses' Job Satisfaction and Turnover Intentions with Perceived Ease of Movement as a Moderator (Study at Syarikat Muhammadiyah Class D Hospital, East Java)

Authors: Ari Kuntardina

Item Type : Thesis (Thesis)

Affiliations: Doctoral Study Program in Management Science, Faculty of Economics and Business, Universitas Airlangga , Surabaya, Indonesia

Publisher: Universitas Airlangga

Abstract

This study aims to gain a better understanding of the underlying issues surrounding nurse turnover in private hospitals during the recruitment of civil servant nurses. In an effort to understand the problem of nurse turnover, turnover intentions are examined, rather than actual turnover, because turnover intentions are considered to represent actual turnover. A turnover rate is considered high if it is greater than 10%. The assumption that there is unfairness in salaries, the distribution of nursing services (share of income from shift work), employee regulations regarding appointment and classification articles, and unequal nurse appointment systems can influence the perception that nurses are treated unfairly by hospital management. This leads to organizational justice, namely how workers perceive that authorities and decision-makers in the workplace treat them, which ultimately affects nurses' job satisfaction and turnover intentions. Nurses consider their immediate superiors as representatives of the hospital and interact directly with nurses in their daily activities, playing the role of supervisors for nurses. The relationship between supervisors and nurses has a significant influence because supervisors provide assignments, guidance, direction, motivation, rewards, and reprimands in carrying out daily work. The relationship between nurses and supervisors is found in the leader-member relationship in contingency theory. Leader-member relations are the degree of confidence, trust, respect, and support from work group members toward their leader. Leader-member relations are measured through exchanges between leaders and their subordinates (leader-member exchange). In exchanges between leaders and subordinates, a supervisor treats subordinates differently. Subordinates in the "in-group" have higher-quality relationships with their supervisors than those in the "out-group." Subordinates who perceive high-quality relationships with their subordinates are more likely to experience job satisfaction. This encourages improved subordinate performance because they feel cared for, receive trust, support, and protection from their supervisors in carrying out their duties. Ultimately, this reduces the desire to leave their jobs (turnover intentions). This study also considered nurses' perceptions of the availability of alternative jobs outside their organization and the ease of moving. When there are no attractive alternative job offers, nurses with low job satisfaction levels will remain at the hospital where they work (low turnover intentions). When a job offer from the hospital is perceived as visible, turnover intentions will increase. The perception of the opportunity to obtain attractive alternative jobs will encourage nurses to consider alternative employment. The acceptance of prospective civil servants (CPNS) nurses is considered as the availability of opportunities or chances to get attractive alternative jobs. Perceived ease of movement is a moderator that influences the relationship between job satisfaction and turnover intentions. Perceived ease of movement is an individual's perception of the attractiveness and availability of opportunities to get alternative jobs, as well as the perceived ability of a person to move to another job and individual mobility that emphasizes the individual's ability. The method used is a survey method. The population in this study were 391 nurses in 13 hospitals under the Muhammadiyah organization with classification D in East Java, while the sample was 245. The sampling technique used was proportionate simple random sampling. The results showed that six hypotheses were accepted and had a significant effect. Organizational justice had a significant effect with a positive relationship direction on job satisfaction. This means that the better the justice that nurses feel received from their organization, the more it will increase nurse job satisfaction. Leader-member relations had a significant effect with a positive relationship direction on job satisfaction. This means that the better the relationship between supervisors and nurses, the higher the nurses' job satisfaction. Organizational justice has a significant negative effect on turnover intentions. This means that the better the organizational justice perceived by nurses, the lower the turnover intentions felt by nurses. Leader-member relations have a significant negative effect on nurses' turnover intentions. This means that the better the relationship between supervisors and nurses as their subordinates, the lower the nurses' desire to leave the hospital where they work. Job satisfaction has a significant negative effect on turnover intentions. This means that the higher the level of job satisfaction felt by nurses, the greater the desire to leave the hospital where they work. Perceived ease of movement moderates the relationship between job satisfaction and turnover intentions with a significant positive effect. This means that perceived ease of movement strengthens job satisfaction in influencing nurses' turnover intentions. The results of this study are expected to be useful as a consideration for hospital management in efforts to reduce nurses' turnover intentions when alternative job offers are available that they consider visible. This can be done by increasing nurses' job satisfaction by improving organizational justice and leader-member relations.

Keywords: Organizational Justice, Leader-Member Relations, Job Satisfaction, Turnover Intentions, Nurses, Moderator Perceived Ease of Movement

Sources: http://repository.unair.ac.id/74917/