PENGARUH JOB INSECURITY DAN BURNOUT TERHADAP TURNOVER INTENTION MELALUI KOMITMEN ORGANISASIONAL SEBAGAI VARIABLE INTERVENING (STUDI PADA TENAGA KESEHATAN RUMAH SAKIT DI SURABAYA)

Abstract

This research aimed to examine the effect of job insecurity and burnout on turnover intention through organizational commitment as the intervening variable (Study on Hospital Health Workers in Surabaya). Furthermore, job insecurity was measured by the meaning of a job for an individual, promotion, threat of events, employment relationships and powerlessness. Meanwhile, burnout was measured by physical exhaustion, emotional exhaustion, mental exhaustion, and low self-esteem. On the other hand, the turnover intention was measured by the thoughts of leaving the company, desire to find another job, and thought of leaving the organization in the future. The organizational commitment was measured by employee willingness, employee loyalty, and employee pride in the organization. This research was quantitative. Furthermore, the sample collection technique of this research used probability sampling technique with cluster sampling method and simple random sampling. There were 100 health workers as a research sample taken from the calculation of Slovin techniques. Moreover, the data analysis of this research used path analysis with the Smart PLS 2.0. The research result showed that job insecurity and burnout affected turnover intention and organizational commitment. Moreover, the organizational commitment did not affect the turnover intention. Besides, the path analysis result showed that organizational commitment did not mediate the effect of job insecurity and burnout on turnover intention.
Keywords: job insecurity, burnout, turnover intention, and organizational commitment.