Job Fatigue and Work Family Conflict on Turnover Intention with Job Satisfaction as Intervening Variable
Abstract
The objectives of this study include: To determine the significance of the effect of job burnout on turnover intention, work-family conflict on turnover intention, job burnout on job satisfaction, work-family conflict on job satisfaction, job satisfaction on turnover intention, job satisfaction mediates job burnout on turnover intention and job satisfaction mediates work-family conflict on turnover intention. In this study there were 150 respondents consisting of 6 contract / part-time doctors hereinafter referred to as Medical Personnel and 129 Nurses and 15 midwives hereinafter referred to as Paramedics at the NTB Provincial Hospital. Data collection techniques using direct interview system and questionnaire distribution in the form of questionnaires. The research method uses the Partial Last Square (PLS) method. The results showed that job fatigue has a positive and significant effect on turnover intention, work-family conflict has a positive but insignificant effect on turnover intention, job fatigue has a negative and significant effect on job satisfaction, work-family conflict has a negative and insignificant effect on job satisfaction, job satisfaction has a negative and significant effect on turnover intention, job satisfaction mediates the effect of job fatigue on turnover intention and job satisfaction does not mediate the effect of work-family conflict on turnover intention.
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DOI: http://dx.doi.org/10.18415/ijmmu.v11i4.5719
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