AHoJ : Allied Health of Journal

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Hubungan Stres Kerja dengan Turnover Intention pada Perawat di Ruang Rawat Inap
Rumah Sakit TK III Dr. Reksodiwiryo Padang Tahun 2023

Nisma Khairani1, Asmawati2, Rebbi Permata Sari3

Sekolah Tinggi Ilmu Kesehatan Alifah Padang Jl. Khatib Sulaiman No. 52 B
e-mail :nismakhairani70@gmail.com wati.as45@yahoo.comrebbi.permatasari@gmail.com

Abstrak

Turnover Intention merupakan keputusan akhir yang dilakukan secara terencana, sadar dengan sengaja untuk
meninggalkan perusahaan atau organisasi yang disebabkan oleh stres kerja. Berdasarkan Data terbaru pada
tahun 2020 oleh State of the Worlds Nursing (SWON) yang dilaporkan oleh World Health Organisation
(WHO) mengungkapkan bahwa tenaga keperawatan global saat ini mencapai 27,9 juta dan diperkirakan
terjadi kekurangan global sebanyak 5,9 juta perawat. Indonesia sendiri telah menunjukkan turnover perawat
yang cukup tinggi di beberapa daerah. Di pulau Jawa, Rumah Sakit Swasta di Surabaya sejak tahun 2014–
2016 sebesar13,67%,13,69%, 16,91% yag tentunya disebabkan oleh banyak faktor.Tujuan penelitian ini
untuk mengetahui hubungan stres kerja dengan turnover intention pada perawat di ruang rawat inap Rumah
Sakit TK III Dr.Reksodiwiryo Padang Tahun 2023. Penelitian ini bersifat kuantitatif dengan desain cross
sectional. Populasi dalam penelitian ini adalah seluruh perawat rawat inap rumah sakit TK III
Dr.Reksodiwiryo Padang pada Januari 2023 sampai dengan Agustus 2023 sebanyak 120
responden.Pengumpulan data ini telah dilakukan dengan tekhnik pengambilan sampel menggunakan teknik
purposive sampling sebanyak 92 responden dengan pengumpulan data menggunakan penyebaran
kuesioner,kemudian data dianalisis secara univariat dan bivariat mengunakan uji Chi-Square p-value < 0,05.
Hasil dari penelitian menunjukkan bahwa lebih dari separuh yaitu 59.8% perawat memiliki turnover
intention tinggi, banyak didapatkan yaitu 45.7% perawat memiliki stres kerja tinggi. Ada hubungan stres
kerja dengan turnover intention p-value 0,000 (p<0,05) pada perawat di ruang rawat inap Rumah Sakit TK
III Dr. Reksodiwiryo Padang Tahun 2023.Berdasarkan hasil penelitian maka dapat disimpulkan bahwa ada
hubungan stres kerja dengan turnover intention p-value 0,000 (p<0,05) pada perawat. Saran, melalui kepala
Ruangan ruang rawat inap agar dapat lebih mengetahui kejadian turnover intentio pada seluruh perawat
pelaksana, dan menceri tahu penyebab turnover intention dan diharapkan dapat dilakukan dengan
memberikan edukasi tentang turnover intention agar perawt pelaksana dapat mengatasi stres kerja yang
berlebihan.

Kata Kunci : Stres kerja, turnover intention, Perawat, Rumah Sakit.

Address : Jl. Khatib Sulaiman No. 52 B

E-mail : nismakhairani18@icloud.com

AHoJ : Allied Health of Journal Vol X No X 202X

2 Hubungan Stres Kerja dengan Turnover Intention pada Perawat di Ruang Rawat Inap Rumah
Sakit TK III Dr. Reksodiwiryo Padang Tahun 2023
PENDAHULUAN
Turnover Intention adalah keputusan akhir
yang dilakukan secara terencana, sadar, dengan
sengaja untuk meninggalkan perusahaan atau
organisasi (Lompolio et el., 2020). Staf perawat
memberikan pelayanan 24 jam untuk pasien dan
keluarganya sehingga staf keperawatan dapat
memberikan kontribusi yang sangat signifikan
terhadap pelayanan yang diberikan oleh rumah
sakit. Kejadian turnover intention dapat mencapai
60% pertahun dimana penyebab turnover intention
ini faktor yang mempengaruhinya adalah karena
ketidak puasan kerja, tingginya beban kerja, dan
budaya organisasi (Taufik, 2017).
Stres kerja merupakan suatu keadaan
emosional yang timbul karena adanya
ketidaksesuaian antara beban kerja dengan
kemampuan individu untuk mengatasi stres kerja
yang dihadapi dengan kata lain saat beban kerja
terlalu berat dari kemampuan fisik maupun psikis
seseorang maka ia akan mengalami stres kerja
(Antonius, 2020).
Berdasarkan Data terbaru pada tahun 2020 oleh
State of the Worlds Nursing (SWON) yang
dilaporkan oleh World Health Organization (WHO)
mengungkapkan bahwa tenaga keperawatan global
saat ini mencapai 27,9 juta dan diperkirakan terjadi
kekurangan global sebanyak 5,9 juta perawat. Bukti
lain menunjukkan bahwa 89% dari kekurangan
perawat ini terjadi di negara-negara menengah ke
bawah, dengan kesenjangan besar di negara-negara
wilayah Afrika, Asia Tenggara dan Mediterania
Timur sehingga secara total sebanyak 10,6 juta
perawat dibutuhkan pada tahun 2030 mendatang.
Berdasarkan data World Health Organization
(WHO) tahun 2020 penyakit yang ditimbulkan
akibat kerja adalah depresi di banyak negara
sebesar 8% angka kejadian. Hasil penelitian Labour
Force Survey pada tahun 2016 menemukan adanya
440.000 kasus stres akibat kerja, di Inggris angka
kejadian sebanyak 1.380 kasus per 100.000 pekerja
mengalami stres kerja (Sari, 2016).
Menurut American National Association for
Occupational Health ( NIOSH), bahwa stres kerja
perawat menempati ranking empat puluh kasus
teratas stres pada pekerja (Runtu dkk, 2017). Pada
tahun 2020-2021 stres, depresi, atau kecemasan
menyumbang 50% dari semua kasus gangguan
kesehatan terkait pekerjaan (ANA, 2020). Di Korea
Selatan, 42,9% dan perawat bersedia berganti
AHoJ : Allied Health of Journal Vol X No X 202X
pekerjaan (Yoon, 2020). Di Filipina, hingga 46,1%
perawat berniat berganti pekerjaan dalam satu tahun
sebanyak 78,9 % dalam lima tahun ( Labrague et al.,
2020).
Berdasarkan data dari Health and Safety Executive
(HSE) menyatakan adanya 822.000 kasus stres kerja di
Inggris dengan tingkat prevalensi 2.480 kasus per
100.000 pekerja pada periode tahun 2020-2021 (Health
Safety Executive, 2021).Kejadian stres kerja ini juga
terjadi pada beberapa negara di Asia Tenggara dengan
angka prevalensi stres kerja perawat di Vietnam
sebesar 18,5% (Tran et al, 2017), sementara di
Hongkong mencapai 41,1% (Cheung and Yip, 2015).
Menurut Kementerian Kesehatan RI pada tahun
(2020), sebesar 60,6% pekerja mengalami depresi.
Gangguan ini berhubungan dengan gangguan mental
emosional dan stressor pengembangan karir. Penyebab
stres ditempat kerja disebabkan oleh beban pekerjaan,
seperti target, hubungan interpersonal, dengan atasan
atau rekan kerja lain.
Hasil survei yang dilakukan PPNI (2020),
menyatakan bahwa sekitar 50,9% perawat di Indonesia
mengalami stres kerja (Hendarti, 2020). Pekerja
perawat di Indonesia juga banyak yang tak luput
menderita stres akibat pekerjaannya. Stres kerja ini
juga dialami beberapa perawat yang bekerja di rumah
sakit provinsi Sumatera Barat hal ini terlihat pada
hasil penelitian Izzati (2020). pada perawat di ruang
rawat inap RSUD Kota Padang Panjang, dimana
diperoleh bahwa lebih dari separuh perawat (52,2%)
mengalami stres kerja (Izzati, 2020).
Penelitian di Indonesia telah menunjukkan angka
turnover perawat yang cukup tinggi di beberapa
daerah. Rumah Sakit Swasta di Surabaya sejak tahun
2014 sebanyak 13,67% perawat , tahun 2015 sebanyak
13,69% perawat ,dan pada tahun 2016 sebanyak
16,91% perawat. Rumah sakit swasta di Malang
menunjukkan angka turnover perawat sebesar 34.15%
(Dewanto & Wardhani, 2018). Di pulau Sumatra
khususnya daerah Batam Kepulauan Riau didapatkan
data dari tahun 2018 sampai dengan tahun 2019 tingkat
kejadian turnover disalah satu rumah sakit swasta yang
merupakan rumah sakit rujukan sebesar 14 %
(Christiani & Ilyas, 2018).
Peningkatan turnover perawat juga terjadi di
Sumatera Barat salah satunya terjadi di RS Ibnu Sina
Padang. Berdasarkan data SDM RS Ibnu Sina Padang
angka turnover pada perawat di rumah sakit Ibnu Sina
Padang pada tahun 2019 angka kejadian turnover
terjadi sebanyak 13% dan terjadi peningkatan di tahun
3 Hubungan Stres Kerja dengan Turnover Intention pada Perawat di Ruang Rawat Inap Rumah
Sakit TK III Dr. Reksodiwiryo Padang Tahun 2023
2020 sebanyak 15%. Turnover juga mempengaruhi
pengembangan sumber daya manusia dan
pemberian asuhan keperawatan (Brook et al., 2019).
Turnover intention berdampak secara langsung
contohnya berupa biaya untuk perekrutan, dan
training staf baru, serta biaya tidak langsung berupa
produktivitas yang rendah dari staf baru, kualitas
pelayanan kesehatan, dan kualitas kehidupan kerja
yang menurun (Rondeau & Wagar, 2016).
Hal ini menyebabkan beban kerja yang
bertambah karna kurangnya kemampuan rekan
kerja yang profesional dibidang sebelumnya. Hal
ini bisa menjadi salah satu pemicu yang dapat
menimbulkan stres kerja akibat dari kurang
pahamnya dalam pengelolaan karyawan itu sendiri,
mencakup beban kerja,waktu kerja, ataupun waktu
lembur merasa terbebani dengan pekerjaan yang
dapat menyebabkan karyawan merasa stres akan
pekerjaannya (Moreira et el.2020).
Masalah kesehatan mental adalah masalah yang
terabaikan di tempat kerja, akibatnya yaitu para
pekerja mengalami stres kerja dan tidak dapat
bekerja secara optimal. Stres kerja merupakan suatu
keadaan emosional yang timbul karena adanya
ketidaksesuaian antara beban kerja dengan
kemampuan individu untuk mengatasi stres kerja
yang dihadapi dengan kata lain saat beban kerja
terlalu berat dari kemampuan fisik maupun psikis
seseorang maka ia akan mengalami stres kerja
(Antonius, 2020).
Stres kerja dapat terjadi pada pekerja dan
berisiko pada kesehatan dan keselamatan pekerja
tersebut apabila pekerja terpapar aktivitas pekerjaan
yang dilakukan secara terus menerus di tempat
kerjanya dan melebihi ambang batas kapasitas,
sumber daya dan kemampuannya. Bekerja pada
sektor kesehatan juga tidak luput dari masalah stres
kerja, bahkan kasusnya cukup banyak terjadi. Hal
ini terjadi akibat tuntutan tanggung jawab
kemanusiaan dari pekerja sektor kesehatan pada
pasien sangat besar (Melo, Kawatu & Tucunan,
2019).
Banyak faktor yang menyebabkan stres kerja
pada perawat diantaranya shift kerja malam, konflik
peran ganda,kurangnya dukungan sosial, konflik
antara pekerjaan dengan keluarga, tuntutan tugas
yang beragam dan tidak sesuai dengan kompetensi,
beban kerja berlebih, kondisi kerja tidak nyaman,
ketidakpastian pekerjaan, tidak adanya rewards, dan
tidak seimbangnya jumlah rasio tenaga perawat
AHoJ : Allied Health of Journal Vol X No X 202X
dengan jumlah pasien (Martina, 2020).
Stres kerja dapat berdampak pada individu,
organisasi, bahkan sosial. Bagi individu, stres kerja
berdampak negatif terhadap kesehatan fisik dan mental
pekerja, penurunan kinerja, kurangnya pengembangan
karir, dan kehilangan pekerjaan. Pada kasus berat, stres
kerja dapat menyebabkan gangguan depresi. Bagi
organisasi, dampak stres kerja seperti ketidakhadiran,
kerugian terkait kesehatan pekerja, dan turnover
(Maftuhah & Tashiro, 2016).Bagi lingkungan sosial,
stres kerja mengakibatkan tekanan tinggi bagi
masyarakat dan layanan jaminan sosial, terutama bila
permasalahan bertambah buruk dan menyebabkan
kehilangan pekerjaan.
Berdasarkan Survei awal yang dilakukan peneliti
dengan menggunakan kuesioner Expanded Nurse Stres
Scale (ENSS) tingkat stres responden ditemukan 6
orang perawat memiliki tingkat stres kerja sedang
ditemukan subskala yang paling menyebabkan stres
kerja adalah beban kerja, masalah dengan keluarga
pasien, dan konflik dengan kawan sejawat sedangkan
subskala diskriminasi tidak ditemukan. Terdapat 4
lainnya memiliki keinginan pindah kerja tingkat rendah
karena sudah menjadi perawat lama dan lama bekerja
sudah diatas 10 tahun.
METODE PENELITIAN
Jenis penelitian ini yaitu kuantitatif dengan
desain cross sectional. Penelitian ini dilakukan di
seluruh ruangan rawat inap rumah sakit Tk. III dr.
Reksodiwiryo Kota Padang tahun 2023, populasi
dalam peneleitian ini seluruh perawat ruang rawat
inap yaitu sebanyak 120 orang di rumah sakit Tk.
III. dr. Reksodiwiryo Padang. Pengambilan sampel
dalam penelitian ini menggunakan purposive
sampling, populasi dihitung dengan menggunakan
rumus slovin didapatkan jumlah responden
sebanyak 92 responden. Data dikumpulkan
menggunakan penyebaran kuesioner Expanded
Nurse Stres Scale (ENSS) untuk stres kerja dan
kuesioner Turnover Intention dan dianalisis dengan
analisis univariat dan bivariat menggunakan uji
statistik chi-square menunjukan nilai (p-value
<0,05).
 4 Hubungan Stres Kerja dengan Turnover Intention pada Perawat di Ruang Rawat Inap Rumah
Sakit TK III Dr. Reksodiwiryo Padang Tahun 2023
Berdasarkan tabel 2 dapat dilihat bahwa dari 92
HASIL DAN PEMBAHASAN
responden lebih dari separuh yaitu 59.8% responden
PENELITIAN
memiliki turnover intention tinggi pada perawat di
A. Karakteristik Responden
ruang rawat inap Rumah Sakit TK III Dr. Reksodiwiryo
Karakteristik responden dalam penelitian ini
Padang Tahun 2023.
meliputi jenis kelamin, usia ,lama kerja, pendidikan ,
jenis kepegawaian . Berdasarkan tabel 3 dapat dilihat bahwa dari 92
Tabel 1. Distribusi Frekuensi Karakteristik Perawat responden banyak didapatkan yaitu 45.7% responden
Rawat Inap Di Rumah Sakit TK II Dr.Reksodiwiryo memiliki stres kerja tinggi pada perawat di ruang
Padang Tahun 2023 rawat inap Rumah Sakit TK III Dr. Reksodiwiryo
Padang Tahun 2023.
Karakteristik Responden f % Berdasarkan hasil penelitian dapat dilihat bahwa
J Jenis Kelamin dari 92 responden lebih dari separuh yaitu 59.8%
a. Laki-laki 29 31.5 responden memiliki turnover intention tinggi pada
b. Perempuan 63 68.5 perawat di ruang rawat inap Rumah Sakit TK III Dr.
U Umur Reksodiwiryo Padang Tahun 2023.
a. 25-30 Tahun 8 8.7
Hasil penelitian ini sejalan dengan penelitian yang
b. 31-40 Tahun 56 60.9
c. 41-50 Tahun 28 30.4 dilakukan oleh Budianri, dkk (2018) menyatakan ada
Lama Kerja kesamaan dalam hasil penelitian bahwa lebih dari
a. 1-5 Tahun 83 90.2 separuh yaitu 67.2% responden memiliki turnover
b. 6-10 Tahun 9 9.8 intention tinggi pada perawat pelaksana di Rumah Sakit
P Pendidikan Kembangan Jakarta Barat. Hasil penelitian yang
a. DIII 56 60.9 dilakukan oleh Windrawati (2020) menyatakan bahwa
b. S1+Ners 36 39.1 lebih dari separuh yaitu 72.6% responden mengalami
J Jenis Kepegawaian turnover intention pada perawat pelaksana di Rumah
a. Militer 18 19.6 Sakit Sultan Fatah Jawa Karangawen Jawa Tengah.
b. Non PNS 46 50.0 Hasil analisis kuesioner didapatkan bahwa
c. PNS 28 30.4 responden yang memiliki turnover intention yang tinggi
J Jumlah 92 100 dikarenakan responden setuju secara aktif mencari
informasi lowongan kerja yaitu sebanyak 38%
responden banyak menjawab ragu-ragu dan secara aktif
Berdasarkan tabel 1 dapat dilihat bahwa dari 92
mencari informasi lowongan kerja yaitu 35,9%
responden lebih dari separuh yaitu 68.5% responden
responden menjawab setuju Sedangkan responden yang
berjenis kelamin perempuan, lebih dari separuh yaitu
memiliki turnover intention rendah dikarenakan
60.9% responden berumur 31-40 tahun, lebih dari
responden sangat tidak setuju akan berhenti dari
separuh yaitu 90.2% responden lama kerja 1-5 tahun,
pekerjaan untuk tahun berikutnya yaitu 13% dan
lebih dari separuh yaitu 60.9% responden
responden banyak menjawab tidak setuju akan berhenti
berpendidikan DIII dan setengah 50% responden
dari pekerjaan saya dalam tahun ini yaitu 58,7%.
golongan kepegawaiannya yaitu non PNS pada perawat
2. Stres Kerja
di ruang rawat inap Rumah Sakit TK III Dr.
Tabel 3. Distribusi Frekuensi Stres Kerja Pada
Reksodiwiryo Padang Tahun 2023
Perawat di Ruang Rawat Inap Rumah Sakit TK III
B. Analisa Univariat
Dr. Reksodiwiryo Padang Tahun 2023.
1. Turnover Intention
Tabel 2. Distribusi Frekuensi Turnover No Stres Kerja f %
Intention Perawat di Ruang Rawat Inap Rumah
1 Tinggi 42 45.7
Sakit TK III Dr. Reksodiwiryo Padang Tahun
2 Sedang 33 35.9
3 Rendah 17 19.5
2023
Jumlah 92 100
No Turnover Intention f %
1 Tinggi 55 59.8
2 Rendah 37 40.2
Berdasarkan tabel 3 dapat dilihat bahwa dari 92
Jumlah 92 100
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 5 Hubungan Stres Kerja dengan Turnover Intention pada Perawat di Ruang Rawat Inap Rumah
Sakit TK III Dr. Reksodiwiryo Padang Tahun 2023
responden banyak didapatkan yaitu 45.7%
responden memiliki stres kerja tinggi pada perawat
di ruang rawat inap Rumah Sakit TK III Dr.
Reksodiwiryo Padang Tahun 2023.
Hasil penelitian ini sejalan dengan penelitian
yang dilakukan oleh Budianri, dkk (2018)
menyatakan ada kesamaan dalam hasil penelitian
bahwa lebih dari separuh yaitu 71.6% responden
mengalami stress kerja berlebihan pada perawat
pelaksana di Rumah Sakit Kembangan Jakarta
Barat. Hasil penelitian yang dilakukan oleh
Windrawati (2020) menyatakan bahwa lebih dari
separuh yaitu 63.7% responden memiliki stres kerja
tinggi pada perawat peleksana di Rumah Sakit
Sultan Fatah Jawa Karangawen Jawa Tengah.
Stres kerja adalah suatu kondisi yang sering
terjadi pada dunia pekerjaan, terutama hubungannya
dengan kinerja perawat. Skor yang bagus dapat
membantu suatu perusahaan menghasilkan
keuntungan. Sebaliknya, jika kinerja menurun, dapat
merugikan. Oleh karena itu, perlu diperhatikan
kinerja pada saat melakukan penelitian terhadap
variabel stres kerja. Stres kerja adalah suatu keadaan
ketegangan yang dialami oleh pegawai, yang dapat
mempengaruhi cara berpikir dan emosi seseorang
serta kondisi fisiknya (Menurut Sondang, 2016).
Hasil analisis kuesioner didapatkan bahwa
stres kerja tinggi yang responden alami dikarenakan
responden sangat stres bekerja dengan perawat
lawan jenis yaitu 22.8%, responden sering stres
mengambil keputusan dibawah tekanan yaitu 48.9%
dan responden kadang-kadang tidak cukup siap
untuk membantu kebutuhan emosional keluarga
pasien yaitu 46.7%. Sedangkan responden yang
memiliki stres kerja rendah dikarenakan responden
tidak pernah dikritik oleh bagian keperawatan yaitu
30.4% dan responden tidak mengalami stres
mengambil keputusan dibawah tekanan yaitu 23.9%.
C. Analisis Bivariat
Hubungan Stres Kerja dengan Turnover
Intention Pada Perawat di Ruang Rawat Inap
Rumah Sakit TK III Dr. Reksodiwiryo Padang
Tahun 2023.
Table 4. Hubungan Stres Kerja dengan Turnover
Intention Pada Perawat di Ruang Rawat Inap
Rumah Sakit TK III Dr. Reksodiwiryo Padang
Tahun 2023.
Turnover
Stres Intentition Jumlah P-
Kerja Tinggi Rendah Value
f % f % f %
Tinggi 36 85.7 6 14.3 42 100
Sedang 7 21.2 26 78.8 33 100 0,000
Rendah 12 70.6 5 29.4 17 100
Jumlah 55 59.8 37 40.2 92 100
Tabel 4. terlihat dari 63 responden 22 (95,7%)
Berdasarkan tabel 4 dapat dilihat bahwa dari 42
responden banyak didapatkan turnover intention tinggi
pada responden dengan stres kerja tinggi yaitu 85.7%
dibandingkan pada responden stres kerja sedang yaitu
21.2% dan pada responden stres kerja rendah yaitu
70.6% pada perawat di ruang rawat inap Rumah Sakit
TK III Dr. Reksodiwiryo Padang Tahun 2023.
Berdasarkan hasil uji Chi-square didapatkan p-
value 0,000 (p<0,05), maka dapat disimpulkan bahwa
ada hubungan stres kerja dengan turnover intention
pada perawat di ruang rawat inap Rumah Sakit TK III
Dr. Reksodiwiryo Padang Tahun 2023.
KESIMPULAN
Berdasarkan hasil penelitian lebih dari separuh yaitu
59,8% responden memiliki turnover intention tinggi
pada perawat di ruang rawat inap Rumah Sakit TK III
Dr. Reksodiwiryo Padang Tahun 2023. Didapatkan
sebanyak 45,7% responden memiliki stres kerja tinggi
pada perawat di ruang rawat inap Rumah Sakit TK III
Dr. Reksodiwiryo Padang Tahun 2023. Berdasarkan
hasil penelitian, terdapat hubungan stres kerja dengan
turnover intention pada perawat di ruang rawat inap
RS TK III Dr. Reksodiwiryo Padang Tahun 2023
dengan p- value 0.000 p<0,05.
UCAPAN TERIMA KASIH
Pada kesempatan ini peneliti mengucapkan
terimakasih kepada STIKes Alifah Padang yang
telah membantu dalam pelaksanaan penelitian ini
dan juga peneliti berterimakasih kepada pihak
rumah sakit TK. III Dr. Rekodiwiryo Padang yang
telah memberikan dukungan serta izin kepada
peneliti untuk melakukan penelitian sehingga
penelitian ini berjalan dengan lancar. Peneliti juga
berterimaksih kepada seluruh responden yang
sudah bersedian menjadi responden dan sudah
meluangkan waktunya sehingga peneliti dapat
menyelesaikan penelitian ini.
AHoJ : Allied Health of Journal Vol X No X 202X
 6 Hubungan Stres Kerja dengan Turnover Intention pada Perawat di Ruang Rawat Inap Rumah
Sakit TK III Dr. Reksodiwiryo Padang Tahun 2023
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Mediterannea : 32 , 1045-1050. of hospital employee turnover. Journal of
Applied Psychology. 63(4), 408-414.
Cao X., Chen L., Tian L., Diao Y. The Effect of
Perceived Organisational Support on Burnout Mobley, W.H. (1986). Pergantian Karyawan: Sebab
Among Community Health Nurses in China: Akibat danPengendaliannya. Alih Bahasa :
The Mediating role of Professional Self- Nurul Imam. Jakarta : PT. Pustaka Binaman
Concept. J Nurse Management. 2015 Jan 1: Pressindo.
24(1): E77-86.
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Daya Manusia: Edisi 1. Mitra Wacana Media.
Jakarta. Okstoria, M. R. (2022). Kecenderungan Turnover
Intention Pada Perawat Sebagai Dampak Dari
French, S., Lenton, Rhonda, Walters, Vivienne, Beban Kerja. 01(09), 340–347.
Eyles, et al. (2000). An Empirical Evaluation
of an Expanded Nursing Stress Scale. Journal Park EJ., Han JY., Jo NY. Effects of Professional
of Nursing Measurement Vol.8 No.2 , 161- Self-Concept, Self Efficacy on the Job
178. Satisfaction in General Hospital Nurses. J
Korean Data Inf Sci Soc (Internet). 2015 Jan 31
KEMENKES, R. (2019, Oktober 5). Tempat Kerja (cited 2022 Feb 28): 27(1):191- 201. Available
Rawan Bikin Stres. Dipetik Januari 7, 2019, From: http://dx.doi.org/10.7465/jkdi.
dari website Kementrian Kesehatan RI:
www.depkes.go.id/article/print Robbins NI. Analisis Beban Kerja Dan Kebutuhan
Tenaga Perawat Pelaksana Dengan Metode
KEMENKES RI, . (2017). Situasi Tenaga Workload Indicator Staff Need (Wisn) Di
Keperawatan Indonesia. Jakarta: Pusat Data Instalasi Rawat Inap Tulip RSUD Kota Bekasi
dan Informasi Kementrian Kesehatan RI. Tahun 2018.

Lee E., Jang I. Nurses’ Fatigue, Job Stress, Sari, N.R., Hakam, M.S., & Susilo, H. (2016).
Organizational Culture, and Turnover Pengaruh kepuasan kerja terhadap turnover
Intention: A Culture– Work–Health Model. intention (Studi Pada Ajb Bumiputera 1912
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Administrasi Bisnis. 27(1), 1-8.
Lee J-W., Eo Y-S., Ha Y-S. Effects of
Organizational Cultures on Job Satisfaction Siagian Sondang, 2018. Manajemen Sumber Daya
and Organizational Commitment : Focused on Manusia,Jakarta,PT . Bumi Aksara.
Small to Medium Sized Hospitals. Korean J
Heal Service Management. 2014 Sep 30: Sugiyono. 2018. Metode Penelitian Kuantitatif,
8(3): 75-87. Kualitatif, dan R&D. Alfabeta. Bandung.

AHoJ : Allied Health of Journal Vol X No X 202X

 7 Hubungan Stres Kerja dengan Turnover Intention pada Perawat di Ruang Rawat Inap Rumah
Sakit TK III Dr. Reksodiwiryo Padang Tahun 2023
WHO. Countries in WHO South East Asia Region
Need 1.9 million More Nurses Midwives to
Achieve Health.

Wisantyo, N.I., & Mediistryanto, Martina. (2020).

Pengaruh stres kerja, disiplin kerja dan
kepuasan kerja terhadap intensi turnover.
Jurnal MIX. 5(1), 54-69.nternational Letters
of Social and Humanistic Sciences. 78, 18-26.

AHoJ : Allied Health of Journal Vol X No X 202X

8 Hubungan Stres Kerja dengan Turnover Intention pada Perawat di Ruang Rawat Inap Rumah
Sakit TK III Dr. Reksodiwiryo Padang Tahun 2023

Translated from Indonesian to English - www.onlinedoctranslator.com AHoJ : Allied Health Journal

Pages X - X
ISSN xxxx-xxxx (Print)
ISSN xxxx-xxxx (Online)
DOI: XXXXXXXXXXXXXXXXXXXXXXX

The Relationship between Job Stress and Turnover Intention in Nurses in the Inpatient Room
at TK III Hospital, Dr. Reksodiwiryo Padang in 2023

Nisma Khairani1, Asmawati2, Rebbi Permata Sari3

Alifah Padang College of Health Sciences Jl. Khatib Sulaiman No. 52 B

e-mail:nismakha irani70@gmail.com wati.as45@yahoo.comrebbi.permatasari @gmail.com

Abstract

Turnover Intention is a final, planned, conscious decision to leave a company or organization caused by work
stress. Based on the latest data in 2020 by the State of the Worlds Nursing (SWON) reported by the World
Health Organization (WHO), it is revealed that the global nursing workforce currently reaches 27.9 million
and it is estimated that there is a global shortage of 5.9 million nurses. Indonesia itself has shown quite high
nurse turnover in several regions. On the island of Java, private hospitals in Surabaya since 2014–2016 were
13.67%, 13.69%, 16.91%, which of course was caused by many factors. The aim of this research was to
determine the relationship between work stress and turnover intention among nurses in the hospital. inpatient
treatment at TK III Dr. Reksodiwiryo Padang Hospital in 2023. This research is quantitative with a cross
sectional design. The population in this study were all inpatient nurses at TK III Dr. Reksodiwiryo Padang
Hospital from January 2023 to August 2023 totaling 120 respondents. This data collection was carried out
using a sampling technique using a purposive sampling technique of 92 respondents with data collection
using questionnaires. , then the data was analyzed univariately and bivariately using the Chi-Square test p-
value < 0.05. The results of the research showed that more than half, namely 59.8% of nurses, had high
turnover intention, many found, namely 45.7% of nurses, had high work stress. There is a relationship
between work stress and turnover intention, p-value 0.000 (p<0.05) for nurses in the inpatient ward at TK III
Dr Hospital. Reksodiwiryo Padang 2023. Based on the research results, it can be concluded that there is a
relationship between work stress and turnover intention, p-value 0.000 (p<0.05) in nurses. Suggestions,
through the head of the inpatient room, to be able to know more about the incidence of turnover intention
among all implementing nurses, and find out the causes of turnover intention and it is hoped that this can be
done by providing education about turnover intention so that implementing nurses can overcome excessive
work stress.

Keywords: Job stress, turnover intention, Nurse, Hospital.

Address : Jl. Khatib Sulaiman No. 52 B

E-mail : nismakhairani18@icloud.com

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2 The Relationship between Job Stress and Turnover Intention in Nurses in the Inpatient Room at
TK III Hospital, Dr. Reksodiwiryo Padang in 2023
INTRODUCTION
Turnover Intentionis a final decision made in a
planned, conscious, deliberate manner to leave a
company or organization (Lompolio et el.,
2020).Nursing staff provides 24 hour service for
patients and their families so that nursing staff
can make a very significant contribution to the
services provided by the hospital. The incidence
of turnover intention can reach 60% per year,
where the factors that influence this turnover
intention are job dissatisfaction, high workload
and organizational culture (Taufik, 2017).
Work stress is an emotional condition that
arises due to a mismatch between the workload and
the individual's ability to overcome the work stress
faced, in other words, when the workload is too
heavy for a person's physical and psychological
abilities, he will experience work stress (Antonius,
2020).
Based on the latest data in 2020 by the State of
the Worlds Nursing (SWON) reported by the World
Health Organization (WHO), it is revealed that the
global nursing workforce currently reaches 27.9
million and it is estimated that there is a global
shortage of 5.9 million nurses. Other evidence
shows that 89% of this nursing shortage occurs in
lower middle countries, with large gaps in countries
in the African, Southeast Asian and Eastern
Mediterranean regions so that a total of 10.6 million
nurses are needed by 2030.
Based on data from the World Health
Organization (WHO) in 2020, the disease caused by
work is depression in many countries with an
incidence rate of 8%. The results of the Labor Force
Survey research in 2016 found that there were
440,000 cases of work-related stress, in England the
incidence rate was 1,380 cases per 100,000 workers
experiencing work stress (Sari, 2016).
According to the American National
Association for Occupational Health (NIOSH),
work stress among nurses ranks in the top forty
cases of stress in workers (Runtu et al, 2017). In
2020-2021 stress, depression or anxiety accounted
for 50% of all cases of work-related health disorders
(ANA, 2020). In South Korea, 42.9% and nurses are
willing to change jobs (Yoon, 2020). In the
Philippines, up to 46.1% of nurses intend to change
jobs in one year as much as 78.9% in five years
(Labrague et al., 2020).
Based on data from the Health and Safety
AHoJ : Allied Health of Journal Vol X No X 202X
Executive (HSE), it is stated that there are 822,000
cases of work stress in England with a prevalence rate
of 2,480 cases per 100,000 workers in the 2020-2021
period (Health Safety Executive, 2021). This incident
of work stress also occurs in several countries in
Southeast Asia with a prevalence rate of work stress for
nurses in Vietnam of 18.5% (Tran et al, 2017), while in
Hong Kong it reached 41.1% (Cheung and Yip, 2015).
According to the Indonesian Ministry of Health in
2020, 60.6% of workers experienced depression. This
disorder is related to emotional mental disorders and
career development stressors. The causes of stress in
the workplace are caused by work load, such as targets,
interpersonal relationships, with superiors or other
coworkers.
The results of a survey conducted by PPNI (2020),
stated that around 50.9% of nurses in Indonesia
experienced work stress (Hendarti, 2020). Many
nursing workers in Indonesia also suffer from stress
due to their work. This work stress is also experienced
by several nurses who work in West Sumatra
provincial hospitals. This can be seen in the results of
Izzati's research (2020). among nurses in the inpatient
ward of Padang Panjang City Regional Hospital, where
it was found that more than half of the nurses (52.2%)
experienced work stress (Izzati, 2020).
Research in Indonesia has shown quite high nurse
turnover rates in several regions. In private hospitals in
Surabaya since 2014 there were 13.67% nurses, in
2015 there were 13.69% nurses, and in 2016 there were
16.91% nurses. Private hospitals in Malang show a
nurse turnover rate of 34.15% (Dewanto & Wardhani,
2018). On the island of Sumatra, especially the Batam
area, Riau Islands, data was obtained from 2018 to
2019. The turnover rate in one of the private hospitals
which is a referral hospital was 14% (Christiani &
Ilyas, 2018).
An increase in nurse turnover also occurred in
West Sumatra, one of which occurred at Ibnu Sina
Hospital in Padang. Based on HR data from Ibnu Sina
Hospital Padang, the turnover rate for nurses at Ibnu
Sina Hospital Padang in 2019, the turnover rate was
13% and there was an increase in 2020 by 15%.
Turnover also affects human resource development and
the provision of nursing care (Brook et al., 2019).
Turnover intentiondirect impacts, for example in
the form of costs for recruiting and training new staff,
as well as indirect costs in the form of low productivity
of new staff, quality of health services, and decreased
quality of work life (Rondeau & Wagar, 2016).
3 The Relationship between Job Stress and Turnover Intention in Nurses in the Inpatient Room at
TK III Hospital, Dr. Reksodiwiryo Padang in 2023
This causes an increased workload due to the and cause job loss.
lack of professional colleagues in their previous Based on the initial survey conducted by
fields. This can be one of the triggers that can cause researchers using the Expanded Nurse Stress Scale
work stress due to a lack of understanding in (ENSS) questionnaire, the stress levels of respondents
managing employees themselves, including found that 6 nurses had moderate levels of work stress.
workload, working time, or overtime, feeling It was found that the subscales that caused the most
burdened with work which can cause employees to work stress were workload, problems with patients'
feel stressed about their work (Moreira et el. 2020 ). families, and conflicts with colleagues, while
Mental health problems are a problem that is discrimination subscale was not found. There are 4
others who have a low level desire to change jobs
neglected in the workplace, the result is that
because they have been nurses for a long time and have
workers experience work stress and are unable to
worked for more than 10 years.
work optimally. Work stress is an emotional
condition that arises due to a mismatch between the
workload and the individual's ability to overcome RESEARCH METHODS
the work stress faced, in other words, when the This type of research is quantitative with a cross
workload is too heavy for a person's physical and sectional design. This research was conducted in all
psychological abilities, he will experience work inpatient rooms at the Kindergarten hospital. III dr.
stress (Antonius, 2020). Reksodiwiryo Padang City in 2023, the population
Work stress can occur in workers and pose a in this research were all inpatient nurses, namely
risk to the health and safety of workers if workers 120 people at the Tk hospital. III. Dr. Reksodiwiryo
are exposed to work activities that are carried out Padang. Sampling in this study used purposive
continuously in their workplace and exceed the sampling, the population was calculated using the
threshold of capacity, resources and abilities. Slovin formula, the number of respondents was 92
Working in the health sector is also not free from respondents. Data was collected using the
the problem of work stress, in fact quite a lot of Expanded Nurse Stress Scale (ENSS) questionnaire
cases occur. This occurs due to the enormous for work stress and the Turnover Intention
humanitarian responsibility demands of health questionnaire and analyzed using univariate and
sector workers towards patients (Melo, Kawatu & bivariate analysis using the chi-square statistical
test showing a value (p-value <0.05).
Tucunan, 2019).
Many factors cause work stress in nurses,
including night shifts, multiple role conflicts, lack
of social support, conflict between work and family,
varied task demands that are not in accordance with
competence, excessive workload, uncomfortable
working conditions, job uncertainty, lack of the
existence of rewards, and the unequal ratio of the
number of nurses to the number of patients
(Martina, 2020).
Work stress can have an impact on individuals,
organizations, and even society. For individuals,
work stress has a negative impact on workers'
physical and mental health, resulting in decreased
performance, lack of career development, and job
loss. In severe cases, work stress can cause
depressive disorders. For organizations, the impacts
of work stress include absenteeism, losses related to
worker health, and turnover (Maftuhah & Tashiro,
2016). For the social environment, work stress
results in high pressure on society and social
security services, especially if problems get worse
AHoJ : Allied Health of Journal Vol X No X 202X
 4 The Relationship between Job Stress and Turnover Intention in Nurses in the Inpatient Room at
TK III Hospital, Dr. Reksodiwiryo Padang in 2023
respondents, had a high turnover intention among
RESEARCH RESULTS AND
nurses in the inpatient ward at TK III Dr Hospital.
DISCUSSION
Reksodiwiryo Padang in 2023.
A. Respondent Characteristics
Based on table 3, it can be seen that from 92
The characteristics of respondents in this
study include gender, age, length of work, education, respondents, 45.7% of respondents had high work
type of employment. stress among nurses in the inpatient ward at TK III Dr
Table 1. Frequency Distribution of Hospital. Reksodiwiryo Padang in 2023.
Characteristics of Inpatient Nurses at TK II Dr. Based on the research results, it can be seen that of
Reksodiwiryo Padang Hospital in 2023 the 92 respondents, more than half, namely 59.8% of
respondents, had high turnover intention among nurses
Respondent Characteristics f % in the inpatient ward at TK III Dr Hospital.
J Gender Reksodiwiryo Padang in 2023.
c. Man 29 31.5 The results of this research are in line with
d. Woman 63 68.5
research conducted by Budianri, et al (2018) which
U Age
states that there are similarities in the research results
d. 25-30 Years 8 8.7
that more than half, namely 67.2% of respondents, had
e. 31-40 Years 56 60.9
f. 41-50 Years 28 30.4 high turnover intention among implementing nurses at
Length of working Kembangan Hospital, West Jakarta. The results of
c. 1-5 Years 83 90.2 research conducted by Windrawati (2020) stated that
d. 6-10 Years 9 9.8 more than half, namely 72.6% of respondents,
P Education experienced turnover intention among implementing
c. DIII 56 60.9 nurses at the Sultan Fatah Java Hospital, Karangawen,
d. S1+Ners 36 39.1 Central Java.
J Type of Employment The results of the questionnaire analysis showed
d. Military 18 19.6 that respondents who had high turnover intention were
e. Non civil servant 46 50.0 because respondents agreed to actively seek information
f. Civil servants 28 30.4 on job vacancies, that is, 38% of respondents answered
J Total 92 100 doubtfully and actively sought information on job
vacancies, namely 35.9% of respondents answered
agree. Meanwhile, respondents who had Turnover
Based on table 1, it can be seen that of the 92
intention is low because respondents strongly disagree
respondents, more than half, namely 68.5% of
that they will quit their job next year, namely 13%, and
respondents, were female, more than half, namely
many respondents answered that they disagree that they
60.9%, were aged 31-40 years, more than half, namely
will quit their job this year, namely 58.7%.
90.2%, had worked for 1-5 years, more than half
4. Job Stress
namely 60.9% of respondents had a DIII education and
Table 3. Frequency Distribution of Job Stress
half of the 50% of respondents were non-civil servants,
among Nurses in the Inpatient Room at TK III Dr
namely nurses in the inpatient ward at TK III Dr
Hospital. Reksodiwiryo Padang in 2023.
Hospital. Reksodiwiryo Padang in 2023
No Job Stress f %
B. Univariate Analysis
3. Turnover Intention
1 Tall 42 45.7
Table 2.Frequency Distribution of Nurse Turnover
2 Currently 33 35.9
3 Low 17 19.5
Intention in the Inpatient Room at TK III Dr
Amount 92 100
Hospital. Reksodiwiryo Padang in 2023
No Turnover Intention f %
1 Tall 55 59.8
Based on table 3, it can be seen that from 92
2 Low 37 40.2
respondents, 45.7% of respondents had high work
Amount 92 100
stress among nurses in the inpatient ward at TK III Dr
Based on table 2, it can be seen that of the 92
Hospital. Reksodiwiryo Padang in 2023.
respondents, more than half, namely 59.8% of
AHoJ : Allied Health of Journal Vol X No X 202X
 5 The Relationship between Job Stress and Turnover Intention in Nurses in the Inpatient Room at
TK III Hospital, Dr. Reksodiwiryo Padang in 2023
The results of this research are in line with
research conducted by Budianri, et al (2018) which
states that there are similarities in the research
results that more than half, namely 71.6% of
respondents, experienced excessive work stress
among executive nurses at Kembangan Hospital,
West Jakarta. The results of research conducted by
Windrawati (2020) stated that more than half,
namely 63.7% of respondents, had high work stress
among practicing nurses at the Sultan Fatah Java
Hospital, Karangawen, Central Java.
Work stress is a condition that often occurs in
the world of work, especially in relation to nurse
performance. A good score can help a company
generate profits. Conversely, if performance
decreases, it can be detrimental. Therefore, it is
necessary to pay attention to performance when
conducting research on work stress variables. Work
stress is a state of tension experienced by
employees, which can affect a person's way of
thinking and emotions as well as their physical
condition (According to Sondang, 2016).
The results of the questionnaire analysis
showed that respondents experienced high work
stress because respondents were very stressed
working with nurses of the opposite sex, namely
22.8%, respondents were often stressed when
making decisions under pressure, namely 48.9% and
respondents were sometimes not prepared enough to
help the emotional needs of the patient's family,
namely 46.7 %. Meanwhile, respondents who had
low work stress were because respondents had never
been criticized by the nursing department, namely
30.4% and respondents did not experience stress in
making decisions under pressure, namely 23.9%.
C. Bivariate Analysis
The Relationship between Job Stress and
Turnover Intention among Nurses in the Inpatient
Room at TK III Hospital, Dr. Reksodiwiryo Padang
in 2023.
Table 4. Relationship between Job Stress and
Turnover Intention among Nurses in the
Inpatient Room at TK III Hospital, Dr.
Reksodiwiryo Padang in 2023.
Job Turnover Intention
Amount
Stres Tall Low P-
s Value
f % f % f %
Tall 36 85.7 6 14.3 42 100
Currentl 26 78.8
7 21.2 33 100
y 0,000
Low 12 70.6 5 29.4 17 100
Amoun 37 40.2
55 59.8 92 100
t
Table 4. seen from 63 respondents 22 (95.7%)
Based on table 4, it can be seen that of the 42
respondents, high turnover intention was found in
respondents with high work stress, namely 85.7%
compared to respondents with moderate work stress,
namely 21.2% and among respondents with low work
stress, namely 70.6% among nurses in the TK Hospital
inpatient room. III Dr. Reksodiwiryo Padang in 2023.
Based on the results of the Chi-square test, the p-value
was 0.000 (p<0.05), it can be concluded that there is a
relationship between work stress and turnover intention
among nurses in the inpatient ward at TK III Dr
Hospital. Reksodiwiryo Padang in 2023.
CONCLUSION
Based on the research results, more than half, namely
59.8% of respondents, had high turnover intention
among nurses in the inpatient ward at TK III Dr
Hospital. Reksodiwiryo Padang in 2023. It was found
that 45.7% of respondents had high work stress among
nurses in the inpatient ward at TK III Dr Hospital.
Reksodiwiryo Padang 2023. Based on the research
results, there is a relationship between work stress and
turnover intention among nurses in the inpatient ward
at TK III Hospital Dr. Reksodiwiryo Padang 2023 with
p-value 0.000 p<0.05.
THANK-YOU NOTE
On this occasion the researcher would like
to thank STIKes Alifah Padang who has assisted in
carrying out this research and the researcher would
also like to thank the TK hospital. III Dr.
Rekodiwiryo Padang who has provided support and
permission to researchers to conduct research so
that this research runs smoothly. The researcher
also thanks all respondents who were willing to be
respondents and have given their time so that the
researcher can complete this research.
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AHoJ : Allied Health of Journal Vol X No X 202X
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AHoJ : Allied Health of Journal Vol X No X 202X
 7 The Relationship between Job Stress and Turnover Intention in Nurses in the Inpatient Room at
TK III Hospital, Dr. Reksodiwiryo Padang in 2023
Need 1.9 million More Nurses Midwives to
Achieve Health.

Wisantyo, NI, & Mediistryanto, Martina. (2020).

The influence of work stress, work discipline
and job satisfaction on turnover intentions.
MIX Journal. 5(1), 54-69. international
Letters of Social and Humanistic Sciences.
78, 18-26.

AHoJ : Allied Health of Journal Vol X No X 202X

8 The Relationship between Job Stress and Turnover Intention in Nurses in the Inpatient Room at
TK III Hospital, Dr. Reksodiwiryo Padang in 2023

AHoJ : Allied Health of Journal Vol X No X 202X