THE EFFECT OF WORKLOAD AND WORK ENVIRONMENT ON TURNOVER INTENTION WITH EMPLOYEE ENGAGEMENT AS A MEDIATION VARIABLE

Abstract

This study aims to analyze the effect of workload and work environment on turnover intention with employee engagement as a mediating variable among hospital employees. The research is motivated by the high turnover rate in the healthcare sector, which can disrupt service quality and operational continuity. This research employed a quantitative approach. The population consisted of all contract employees at Hospital X in Surabaya City, totaling 300 employees. The sample size was determined using the Slovin formula, resulting in 171.4, which was rounded to 172 respondents. Sampling was conducted using a random sampling technique with a purposive sampling approach. Data analysis was performed using the Partial Least Squares (PLS) method, with SmartPLS version 4 as the analytical tool.

The results indicate that workload has a positive and significant effect on turnover intention, whereas work environment and employee engagement have a negative and significant effect on turnover intention. Workload has a negative and significant effect on employee engagement, while work environment has a positive and significant effect on employee engagement. Furthermore, employee engagement significantly mediates the effect of both workload and work environment on turnover intention. Workload, as conceptualized by Hart and Staveland (1988), consists of two main indicators: quantitative workload and qualitative workload.