Model Kepemimpinan Transformasional dalam Meningkatkan Motivasi Intrinsik dan Mengelola Stres Kerja Perawat Rumah Sakit

Background: Nurses serve as the primary drivers of hospital healthcare services; however, high workloads and emotional pressures place them at risk for occupational stress. Transformational leadership is proposed as a managerial style capable of fostering intrinsic motivation and reducing nurse stress levels. Objective: This study aimed to analyze the relationship between transformational leadership, intrinsic motivation, and occupational stress among hospital nurses, while testing the mediating role of intrinsic motivation. Methods: A quantitative study with a cross-sectional design was conducted among 107 active nurses selected through purposive sampling. Data collection instruments included the Global Transformational Leadership Scale (GTL), an Intrinsic Motivation scale based on Self-Determination Theory (SDT), and an Occupational Stress scale based on the Job Demand-Control model. Data analysis comprised descriptive statistics, Pearson correlation, and mediation analysis via the Baron & Kenny approach, Sobel test, and bootstrapping. Results: Most nurses perceived transformational leadership (4.08 ± 0.52) and intrinsic motivation (4.13 ± 0.36) at high levels, with occupational stress at a moderate level (2.93 ± 0.39). Transformational leadership positively correlated with intrinsic motivation (r = 0.642, p < 0.001) and negatively correlated with job stress (r = -0.323, p < 0.001). Mediation analysis revealed that intrinsic motivation fully mediated the relationship between transformational leadership and job stress (Sobel Z = -2.816, p = 0.0049; 68.9% indirect effect). Conclusion: Transformational leadership reduces nurse job stress indirectly by strengthening intrinsic motivation. Hospital nurse managers should adopt leadership practices focused on supporting autonomy, competence, and relatedness to foster sustainable healthcare environments.