HUBUNGAN EMPLOYEE RETENTION TERHADAP TURNOVER DI RSUD DEPATI HAMZAH KOTA PANGKALPINANG TAHUN 2022

ISWANTO, ISWANTO and Najmah, Najmah and Syakurah, Rizma Adlia (2023) HUBUNGAN EMPLOYEE RETENTION TERHADAP TURNOVER DI RSUD DEPATI HAMZAH KOTA PANGKALPINANG TAHUN 2022. Masters thesis, Universitas Sriwijaya.

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Abstract

ABSTRACT HEALTH POLICY ADMINISTRATION MASTER PROGRAM (S2) PUBLIC HEALTH SCIENCES FACULTY OF PUBLIC HEALTH SRIWIJAYA UNIVERSITY Scientific writing in the form of a thesis 20 May 2023 Iswanto: supervised by Najmah and Rizma Adlia Syakurah Relations between Employee Retention and Turnover at Depati Hamzah Hospital in Pangkalpinang City in 2022 xix + 95 pages, 8 figures, 34 tables, 13 appendices Background. The connection between employee retention to turnover are very comprehensive, as employees decides to resign, which has consequences for the organization. Institutions will lose time, morals, and materials from turnover, starting from the selection/recruitment process, orientation program, candidate interviews to reduced profitability. High turnover will cause work environment become uncreative and stagnate, while the level of employee retention optimally will retain potential employees to maintain loyalty to the institution. Method. This explanatory research is using a combination between quantitative and qualitative methods(mixed methods). The quantitative approach in this study uses a retrospective approach as case control, while the qualitative approach uses phenomenological research as cross check. These research methods will enrich and enhance the validity of employee retention towards poor employee engagement positive relations with organizational values, which increases turnover, resulting a negative impact on services, performance standards, and profitability at the research location at Depati Hamzah Hospital, Pangkalpinang City. Results. Quantitative analysis shows that there is a relationship between communication and employee turnover event. Bivariate analysis obtained p value smaller than the value of α, the decision is to reject H0. Employees who communicate poorly will experience more turnover. While qualitative analysis with in-depth interviews identified as the number one factor in employee turnover. Furthermore, this research found that there is a relationship communication variables, incentives, job satisfaction, career opportunities as well as policies and administration of turnover event. Conclusion. Superior-subordinate communication is the most dominant variable on the turnover after being controlled by the career opportunity variable. Keywords: Employee Retention Relations, Turnover

Item Type: Thesis (Masters)
Uncontrolled Keywords: Hubungan Employee Retention, Turnover
Subjects: K Law > K Law (General) > K3566-3578 Public health
Divisions: 10-Faculty of Public Health > 13101-Public Health Science (S2)
Depositing User: ISWANTO ISWANTO
Date Deposited: 05 Jun 2023 08:23
Last Modified: 05 Jun 2023 08:23
URI: http://repository.unsri.ac.id/id/eprint/107090

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