The Impact of Workplace Compassion and Organizational Justice on Turnover Intention: The Mediating Role of Job Satisfaction at the Regional General Hospital

Abstract

Turnover intention among healthcare professionals represents a critical challenge to the stability and continuity of clinical services in hospitals. This study aims to analyze the influence of Workplace Compassion and Organizational Justice on Turnover Intention, with Job Satisfaction serving as a mediating variable at a regional general hospital. Utilizing a quantitative explanatory approach, data were collected from 153 nurse respondents through structured surveys and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that Workplace Compassion and Organizational Justice have significant positive effects on Job Satisfaction. However, an anomaly was found whereby Job Satisfaction and Workplace Compassion did not significantly exert a direct influence on reducing Turnover Intention. In contrast, Organizational Justice proved to be a robust predictor, influencing Turnover Intention both directly and through the partial mediation of Job Satisfaction (VAF = 33.1%). These findings imply that to reduce turnover rates, hospital management should not merely rely on compassion and emotional satisfaction, but must prioritize the reinforcement of organizational justice and structural commitment.