Turnover Intention and Behavior Organizational Citizenship on Indonesian Hospital Case

Since the last 4 years the nurse turnover rate on Indonesian Hospital Case has shown an increase and reached the highest number (20.8%) in 2019 for contract nurses. If not anticipated it will disrupt the quality of service and reduce hospital performance. The high turnover rate also causes hospitals to incur additional costs for recruitment and training. Meanwhile, hospitals also need a lot of time to make nurses have the skills to provide quality care and meet the Patient Safety rules. The purpose of this study was to identify the influence of job satisfaction and organizational citizenship behavior on nurse turnover intention in hospital industry. This study uses quantitative methods, to determine the causality relationship between related variables. Data processing is done quantitatively using SEM statistical test methods, to prove the hypothesis. The research sample was saturated with 282 nurses, both organic and contract, conducted since November 2019 until January 2020. Data processing is done quantitatively using the SEM statistical test method, to prove the hypothesis. Research findings: increasing OCB is an important thing to do by Indonesian Hospital Case management, because OCB is proven to increase the effect of job satisfaction in order to reduce nurse turnover intention. The voluntary attitude of nurses is the lowest OCB behavior in contract and organic nurses, so efforts are needed to improve voluntary behavior so that nurse turnover intention can be significantly increased. The results showed nurse turnover Intention was influenced by Job Satisfaction and OCB. The indirect effect through OCB is 1.43 times greater than the direct effect of Job Satisfaction on Turnover Intention. Perceptions of turnover intention for contract nurses are moderate, organic is low, job satisfaction is moderate (organic nurses are more satisfied than contract nurses), and OCB is high (organic nurses are higher than contract nurses).