Competence Towards Turnover Intention With Emotional Intelligence As An Intervening Variable On The Implementing Nurse At The Palembang City Private Hospital

Introduction/Main Objectives: This study examines the influence of Competence on turnover intention with Emotional Intelligence as a mediating variable in implementing nurses in private hospitals in Palembang City. Competence and Emotional Intelligence are essential factors in reducing turnover intention among nurses. This topic is interesting because the high turnover rate in the health sector can negatively impact the quality of patient service and the operational efficiency of hospitals. Background Problems: The problem studied is the high turnover intention among nurses, which can disrupt the stability of health services. The research question was how Competence affects turnover intention with Emotional Intelligence as a mediating variable. Novelty: This study contributes to the literature by identifying the role of Emotional Intelligence as a mediating variable, which needs to be adequately explained in previous studies regarding the relationship between competence and turnover intention in the health sector. Research Methods: The research method uses a quantitative approach with a survey involving 250 implementing nurses in several private hospitals in Palembang City, namely the hospital. Muhammadiyah Palembang, RS. Pusri Palembang, RS. AR Rasyid and RSI Siti Khodijah. The data were analyzed using a path analysis model to test the direct and indirect relationships between the variables studied. Findings/Results: The study's results show that Competence positively and significantly influences turnover intention. However, emotional Intelligence does not significantly mediate the relationship between competence and turnover intention. Conclusion: This study concluded that high Competence can lower turnover intention, although emotional Intelligence does not mediate the relationship significantly. The implications of this study show the importance of competency development in reducing turnover intention among nurses. These findings can guide hospitals in designing training programs and human resource development.