Retaining nurses in their employing hospitals and in the profession: effects of job preference, unpaid overtime, importance of earnings and stress. Zeytinoglu IU, Denton D, Davies S, Baumannc A, Blythe J, Boosb L. CCH Incorporated 2005ĭavis, Keith, and Newstrom JW. Wisconsin USA : Soil Science Society of America, Inc., Publisher Madison 2001Ĭarsen JA. Jakarta: Salemba Empa 2006.Īhlrichs JL, Bloodworth ME, Chesters G and Nash RG. Human Resource Management: Manajemen Sumber Daya Manusia. How To: Employee Retention Chicago: CCH 2005.ĭrucker, Peter F.Manajemen: Tugas, Tanggung Jawab dan Praktek, Recommendation: Further study need to conduct the similar study with expand the method and different setting to ensure the feasibility of the studyĬarsen J. Conclusion: The employee retention among staff by managing the workloads to prevent fatigue and burnout and increase job satisfaction. Results: The results found that Workload, Burnout, and Job Satisfaction were significantly effect on staff performance. were selected based on the inclusion criteria. A total A total of 224 samples were selected based on the inclusion criteria. M ethod: A quantitative analytic with a cross-sectional design approach was applied in this study. O bjective: The study aimed to analyze the effect of workload on employee retention with burnout and job satisfaction as intervening factors at Dewi Sri Hospital. Introduction: Employee retention is an effort to maintain to stay in the organization to achieve the goals of the organization. Employee retention is said to be good if a company can retain its potential employees to remain loyal to the company for a longer period. Several factors affect employee retention, including workload, job satisfaction, and burnout.
Workload, burnout, job satisfaction, employee retention Abstract
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