Title: THE ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT AS A MODERATING VARIABLE IN THE EFFECT OF JOB SATISFACTION ON TURNOVER INTENTION OF NURSES AT HOSPITAL “X” SURABAYA

Authors: LUH NYOMAN NURNITI

Item Type : Thesis (Thesis)

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

Publisher: Universitas Airlangga

Abstract

Perceived Organizational Support (POS) is an employee's belief in the extent to which the organization supports their work and well-being. When employees have a positive POS toward the company, it will generate positive emotions that will increase their job satisfaction, thus increasing their desire to remain with the company. Job satisfaction, in this study, is defined as the pleasant feeling that arises in employees due to the alignment of their expectations with those received from the organization in the form of compensation, working conditions, leadership, and the work itself. Increasing employee satisfaction with their work due to the influence of improved organizational support will have an impact on reducing employee turnover intention to a tolerable level. Turnover intention is defined as the desire or tendency of an individual (employee) to leave their job and look for work in another organization. The purpose of this study is to analyze the effect of nurses' job satisfaction on turnover intention at Hospital "X" Surabaya, and to analyze perceived organizational support as a moderation of the relationship between the influence of job satisfaction on turnover intention of nurses at Hospital "X" Surabaya. This study uses a quantitative method, with 147 respondents, which is the total number of nurses at Hospital "X Surabaya who have been appointed as permanent employees. The analysis method used is moderating regression analysis, and the results obtained from the analysis can be concluded that job satisfaction has a significant negative effect on turnover intention. Because the significance value of 0.000 is smaller than 0.05, while in the second hypothesis it can be concluded that perceived organizational support (POS) is able to strengthen the relationship between job satisfaction (JS) which has a significant negative effect on turnover intention (TI) because the significance value of the interaction variable 0.014 is smaller than 0.05. From the description of each variable, it is known that nurses at Hospital “X Surabaya” have an average value of the variable for POS (2.978) which means sufficient, job satisfaction (2.975), also sufficient and TI (3.21) also sufficient. This means that nurses at Hospital “X Surabaya” do not have a good POS towards the organization, so that it affects the JS which is not yet satisfactory, which results in a fairly large possibility of the nurses' intention to do turnover.

Keywords: perceived organizational support, job satisfaction, turnover intention

Sources: http://repository.unair.ac.id/38999/