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Introduction: As one of Indonesia's largest regional government-owned hospitals, Hospital X faces high nursing staff resignations, with turnover rates surpassing the ideal rate of 4%. Job dissatisfaction and burnout indication contribute to nurses' intention to leave. Consequently, this study analyses job satisfaction and burnout on nurses' turnover intention at X Regional Hospital. Methods: A cross-sectional study was conducted between November 14 and December 14, 2022. Data was obtained through Google Forms and distributed to 293 nurses with a total sampling technique. Data was analyzed using Structural Equation Modelling (SEM) with the assistance of SmartPLS 4 software. Results: As many as 274 respondents were declared willing to participate in this study. The job satisfaction has an insignificant negative influence on nurses' turnover intention. However, job satisfaction has a significant negative relationship with job burnout, and job burnout has a significant positive effect on nurse turnover intention and a significant adverse effect on job satisfaction. Demographic factors also significantly influence nurses' job satisfaction and job burnout. Then, in the indirect effect test, job burnout mediates the relationship between job satisfaction and nurses' intention to leave work. At the same time, demographics affect nurses' intention to leave work through their level of job burnout. Conclusion: However, the results indicate no significant influence of job burnout mediated by job satisfaction and demographic factors mediated by job satisfaction on turnover intention. Hence, HR management should support and implement proactive measures, including revising the SOP for nurse schedule exchanges. Additionally, counseling programs should be considered to address low personal achievement issues among nurses.
Puteri et al. (Fri,) studied this question.