Analysis of the Causes of Intention to Leave Based on Generation Gap with Quality Work of Life Approach

Abstract

The gap between generations has created challenges in hospitals, impacting communication, values, and approaches to work tasks, leading to issues that can affect work quality and employee satisfaction, as well as increase employees' intentions to leave. This study aims to analyze the effects of career opportunities, communication, leadership, work activities, work environment, compensation, cultural internalization, and generational gaps on the intention to leave in Hospital X. Conducted with an analytical observational design and a cross-sectional approach, the study surveyed 459 employees at an Islamic hospital in Surabaya using stratified random sampling across generational groups (Gen X, Gen Y, Gen Z). Key variables included gap generation, career opportunities, communication, leadership, work activities, work environment, compensation, cultural internalization, and intention to leave, with data primarily gathered via questionnaires. Analysis was performed using chi-square and multiple linear regression. Results revealed significant associations between intention to leave and several variables, including career opportunities (Sig .001), communication (Sig .001), leadership (Sig .001), work activities (Sig .001), work environment (Sig .001), compensation (Sig .001), cultural internalization (Sig .001), and gap generation (Sig .004). However, only cultural internalization (Sig .001), compensation (Sig .001), leadership (Sig .003), and communication (Sig .006) had a significant direct impact on reducing the intention to leave. Recommendations include investing in leadership training, providing performance-based incentives, and establishing an orientation program to facilitate cultural internalization for new employees