PENGARUH KOMPENSASI, STRESS KERJA DAN LINGKUNGAN KERJA NON FISIK TERHADAP TURNOVER INTENTION PADA RUMAH SAKIT YOS SUDARSO KOTA PADANG

Turnover intention or the desire to leave the company is an employee's desire or intention to be able to make a move to leave the company where they work and must be replaced immediately (Rahman & Nas, 2013). Turnover that occurs in hospitals is a serious challenge to the efficiency and effectiveness of health services. There are various impacts that a company can experience if there is high and continuous employee turnover, such as the potential for the company to run out of high-quality/standard resources (Silaswara, Parameswari et al. 2021). Companies that have high turnover have to incur greater costs in carrying out recruitment, selection and training of new employees, of course this will affect the company's financial performance. Costs arising from high turnover will burden the company and impact the company's performance both financially and non-financially (Rijasawitri & Suana, 2020). The aim of this research is to determine the effect of compensation, work stress and non-physical work environment on turnover intention at Yos Sudarso Hospital, Padang City. This research is a quantitative research using a nurse response questionnaire as an instrument. The population in this study was 213 nurses, while the sample used was 53 nurses. The results of this research show that based on hypothesis testing it is known that compensation, work stress and the non-physical work environment simultaneously have a positive and significant effect on employee performance at Perumda Air Minum Padang City. This is because the significance value (0.000) < 0.05. then the fourth hypothesis Ho is rejected, Ha is accepted. Meanwhile, the value of the coefficient of determination (R²) Adjusted R Square is 0.603. From these results it can be concluded that the ability of compensation variables, work stress and non-physical work environment to explain the turnover intention variable is 60.3% while the remaining 39.7% is influenced by other factors not examined in this research.
Keywords: Turnover intention, compensation, work stress, Non-Physical Work Environment