The Influence of Quality Work Life and Job Satisfaction on Intention to Stay Through Organizational Commitment as an Intervening Variable at Konawe General Hospital

Abstract

This study aims to (1) test and explain the influence of quality of work life on intention to stay. (2) test and explain the influence of quality of work life on organizational commitment. (3) test and explain the influence of job satisfaction on organizational commitment. (4) test and explain the influence of job satisfaction on intention to stay. (5) test and explain the influence of organizational commitment on intention to stay. (6) test and explain the influence of quality of work life on intention to stay through organizational commitment. (7) test and explain the influence of job satisfaction on intention to stay through organizational commitment. This study is an explanatory study with a quantitative approach and survey method. The study population was all contract employees of Konawe Regional Hospital using a census technique, resulting in a total of 263 employees as respondents. Data were collected through a Likert-scale questionnaire, tested for validity and reliability, and then analyzed using Structural Equation Modeling based on Partial Least Squares (PLS) with the help of SmartPLS version 4 software. The results showed that QWL and Job Satisfaction had a positive and significant influence on both Organizational Commitment and Intention to Stay. Organizational Commitment was also shown to have a positive and significant effect on Intention to Stay, although with a smaller coefficient compared to the direct effect of QWL and Job Satisfaction. In addition, Organizational Commitment acts as a significant partial mediator in the relationship between QWL and Intention to Stay as well as in the relationship between Job Satisfaction and Intention to Stay. These findings indicate that improving the quality of work life and job satisfaction not only has a direct impact on employee intention to stay, but also strengthens that intention through strengthening organizational commitment, especially normative commitment. The results of this study provide a basis for the management of Konawe Regional Hospital to design an integrated retention strategy through strengthening QWL, increasing Job Satisfaction, and developing Organizational Commitment to maintain the continuity and stability of healthcare workers.