| dc.contributor.author | FRYMONALITZA, NINDA | |
| dc.date.accessioned | 2019-12-13T06:18:37Z | |
| dc.date.available | 2019-12-13T06:18:37Z | |
| dc.date.issued | 2019-11-25 | |
| dc.identifier.uri | http://repository.umy.ac.id/handle/123456789/30915 | |
| dc.description | Latar belakang: Turnover rate perawat di RS Prima mencapai 10% pada tahun 2018. Keadilan prosedural karir dan keadilan distributif karir yang diterapkan di rumah sakit mempengaruhi persepsi perawat terhadap manajemen rumah sakit. Keadilan yang baik diharapkan juga mampu mempererat employee engagement perawat dan mengurangi turnover intention.
Metode: Jenis penelitian kuantitatif dengan metode penelitian deskriptif analitik cross-sectional. Kuisioner berisi 33 pertanyaan dengan Likert‟s Scale dibagikan ke perawat berjumlah 143 perawat, dengan response rate 84,6%.
Hasil dan Pembahasan: Hasil uji penelitian ini menunjukkan pengaruh keadilan prosedural karir dan keadilan distributif karir baik secara langsung, maupun tidak langsung melalui mediasi employee engagement, dapat menurunkan kejadian turnover intention perawat secara signifikan. Secara keseluruhan model pada SEM dinyatakan good fit.
Kesimpulan: Keadilan prosedural karir dan keadilan distributif karir di rumah sakit berpengaruh terhadap persepsi perawat terhadap keinginan untuk keluar dari pekerjaan. Employee engagement perawat terhadap pekerjaan juga menjadi faktor yang memperkuat untuk menurunkan kejadian turnover intention. | en_US |
| dc.description.abstract | Background: The turnover rate of nurses in Prima Hospital reaches 10% in 2018. Career procedural justice and career distributive justice applied in hospitals affect nurses' perceptions of hospital management. Good justice is expected to be able to strengthen nurse’s employee engagement and reduce turnover intention.
Method: This is a quantitative research with analytical crosssectional research method. Questionnaire contain 33 item with the Likert’s Scale (Scale 1-5) was completed by 143 nurses with response rate of 84.6%.
Results: The effect of career procedural justice and career distributive justice that is directly and indirectly mediated by employee engagement could reduce turnover intention of nurses
significantly. Overall SEM model is a good-fit.
Conclusion: Career procedural justice and career distributive justice in hospital affect nurse’s perception towards intention to leave hospital. Employee engagement could also strengthen the effect to reduce turnover intention. | en_US |
| dc.language.iso | other | en_US |
| dc.publisher | MAGISTER MANAJEMEN RUMAH SAKIT UNIVERSITAS MUHAMMADIYAH YOGYAKARTA | en_US |
| dc.subject | Career Procedural Justice | en_US |
| dc.subject | Career Distributive Justice | en_US |
| dc.subject | Employee Engagement | en_US |
| dc.subject | Turnover Intention | en_US |
| dc.title | ANALISIS MODEL KEADILAN DISTRIBUTIF KARIR DAN KEADILAN PROSEDURAL KARIR TERHADAP EMPLOYEE ENGAGEMENT DAN TURNOVER INTENTION PERAWAT | en_US |
| dc.type | Thesis | en_US |
