1Faculty of Public Health, Universitas Muslim Indonesia, Indonesia
2Faculty of Psychology, Universitas Airlangga, Indonesia;
3Faculty of Public Health, Universitas Airlangga, Indonesia;
4Faculty of Nursing, Universitas Airlangga, Indonesia;
5Health Polytechnic of Ministry of Health at Surabaya, Indonesia
*Corresponding author: Heru Santoso Wahito Nugroho Health Polytechnic of Ministry of Health at Surabaya Jl. Pucang Jajar Tengah 56, Surabaya, Indonesia E-mail: heruswn@gmail.com
Online published on 30 August, 2018.
The high turnover caused the non-fulfillment of the number of nurses. The purpose of this study was to develop the model of intention to stay (ITS) of nurses in hospital. This research included quantitative research with cross sectional study design, using survey method. Research sites took place in four private hospitals and one public hospital. The population was all nurses with non permanent employees amounted to 214 people. The number of samples was 171 respondents. The results showed that ITS was influenced directly and indirectly by organizational identity (OI). Directly and indirectly affected by perceived internal respect (PIR), also directly and indirectly influenced by job satisfaction (JS). ITS was directly influenced by organizational commitment (OC) with the greatest path coefficient and directly influenced by job security (JSe) and indirectly effected by perceived external prestige (PEP). PIR had the greatest total effect on ITS and was the main determinant of ITS. The novelty found that ITS nurses were comprehensively influenced directly by PIR, OC, JS, OI and JSe. Indirectly influenced by per through OC. OC was directly influenced by JS, PEP and PIR. PEP and PIR directly affected OI. The implementation of model can be done are involving all parties in preparing a programmed and sustainable nursing policy.
Intention to stay, Perceived internal respect, Organizational commitment, Job security, Organizational identity, Job satisfaction, Perceived external prestige
