PERCEIVED ORGANIZATIONAL SUPPORT, BURNOUT, DAN TURNOVER INTENTION PADA PERAWAT: SYSTEMATIC LITERATURE REVIEW

Abstrak

Tingginya angka turnover intention pada perawat menjadi ancaman serius bagi keberlangsungan sistem layanan kesehatan global maupun nasional. Krisis ini semakin diperparah oleh meningkatnya prevalensi burnout di kalangan tenaga keperawatan yang bekerja dalam kondisi penuh tekanan dan keterbatasan sumber daya. Penelitian ini bertujuan mengidentifikasi dan mensintesis bukti ilmiah mengenai hubungan antara perceived organizational support (POS), burnout, dan turnover intention pada perawat melalui pendekatan systematic literature review. Sebanyak sepuluh artikel penelitian yang memenuhi kriteria inklusi diseleksi dari berbagai basis data elektronik bereputasi menggunakan panduan PRISMA 2020. Hasil sintesis menunjukkan bahwa POS berperan sebagai faktor protektif yang secara signifikan menekan turnover intention baik secara langsung maupun melalui mekanisme pengurangan burnout. Burnout, khususnya pada dimensi kelelahan emosional, terbukti menjadi mediator sekaligus prediktor kuat terhadap niat perawat untuk meninggalkan profesinya. Perbedaan generasi dan konteks organisasi turut memengaruhi kekuatan hubungan antarvariabel yang dikaji. Temuan ini menegaskan pentingnya intervensi multidimensional yang mengintegrasikan penguatan POS dan pengendalian burnout sebagai strategi retensi perawat yang komprehensif dan berbasis bukti ilmiah.

High rates of turnover intention among nurses represent a critical threat to the sustainability of both global and national healthcare systems. This crisis is further exacerbated by the growing prevalence of burnout among nursing personnel working under conditions of intense pressure and limited resources. This study aims to identify and synthesize scientific evidence regarding the relationship between perceived organizational support (POS), burnout, and turnover intention among nurses through a systematic literature review approach. Ten research articles meeting the inclusion criteria were selected from reputable electronic databases following the PRISMA 2020 guidelines. The synthesis results indicate that POS functions as a significant protective factor that suppresses turnover intention both directly and through burnout reduction mechanisms. Burnout, particularly in the dimension of emotional exhaustion, is confirmed as both a strong mediator and predictor of nurses' intention to leave the profession. Generational differences and organizational contexts further moderate the strength of relationships among the examined variables. These findings underscore the importance of multidimensional interventions that integrate the strengthening of POS and burnout control as comprehensive, evidence-based nurse retention strategies.