TY - JOUR
T1 - Individual, Work, and Financial Factors on Job Satisfaction and Remaining as a Midwife
AU - Widyayu, Restu
AU - Amarta, Oskar Renagalih
AU - Wulandari, Ratna Dwi
AU - Supriyanto, S.
AU - Chalidyanto, Djazuli
AU - Rahmawati, Nur Anisah
AU - Purwaningtias, Raisa Manika
N1 - Publisher Copyright:
© 2023 IJOSH All right reserved.
PY - 2023/8/3
Y1 - 2023/8/3
N2 - Introduction: The delivery of health services at mother and child hospitals involves the midwife’s role. Midwives are more responsible for providing patient care when faced with high Bed Occupation Rate (BOR) situations and emergency cases. However, several factors can affect midwives’ turnover rates in hospitals. Purpose: This study aimed to analyze the relationship between individual factors (age, marital status, education level, years of service, and employment status), work factors (workload, work environment, and work stress), and financial compensation on job satisfaction and intention to leave midwives as well as recommendations for reducing turnover rates. Methods: This study was conducted at the Trisna Medika Women and Children Hospital, Tulungagung, Indonesia, in April 2022. The questionnaires were distributed to 65 respondents. The research results were analyzed using the partial least squares (PLS)Structural Equation Model (SEM) method. Results: Individual factors had no significant effect on job satisfaction or intention to leave. The variables that directly affect the intention to leave (medium) are workload, financial compensation (strong), and job satisfaction (medium). Job satisfaction is directly affected (moderately) by financial compensation and work stress. The indirect effect shows a significant relationship between job stress and job satisfaction in the work environment. Conclusion: The direct effect of financial compensation on intention to leave was stronger than the effect of financial compensation on job satisfaction.
AB - Introduction: The delivery of health services at mother and child hospitals involves the midwife’s role. Midwives are more responsible for providing patient care when faced with high Bed Occupation Rate (BOR) situations and emergency cases. However, several factors can affect midwives’ turnover rates in hospitals. Purpose: This study aimed to analyze the relationship between individual factors (age, marital status, education level, years of service, and employment status), work factors (workload, work environment, and work stress), and financial compensation on job satisfaction and intention to leave midwives as well as recommendations for reducing turnover rates. Methods: This study was conducted at the Trisna Medika Women and Children Hospital, Tulungagung, Indonesia, in April 2022. The questionnaires were distributed to 65 respondents. The research results were analyzed using the partial least squares (PLS)Structural Equation Model (SEM) method. Results: Individual factors had no significant effect on job satisfaction or intention to leave. The variables that directly affect the intention to leave (medium) are workload, financial compensation (strong), and job satisfaction (medium). Job satisfaction is directly affected (moderately) by financial compensation and work stress. The indirect effect shows a significant relationship between job stress and job satisfaction in the work environment. Conclusion: The direct effect of financial compensation on intention to leave was stronger than the effect of financial compensation on job satisfaction.
KW - individual
KW - job satisfaction
KW - midwifery profession
KW - work
UR - http://www.scopus.com/inward/record.url?scp=85175084262&partnerID=8YFLogxK
U2 - 10.20473/ijosh.v12i2.2023.275-282
DO - 10.20473/ijosh.v12i2.2023.275-282
M3 - Article
AN - SCOPUS:85175084262
SN - 2301-8046
VL - 12
SP - 275
EP - 282
JO - Indonesian Journal of Occupational Safety and Health
JF - Indonesian Journal of Occupational Safety and Health
IS - 2
ER -