The Role of Organizational Commitment as a Mediator of Burnout Syndrome and Turnover Intention

Turnover intention is the tendency or intention of employees to stop working from their jobs voluntarily or move
from one workplace to another according to their own choice. The purpose of this study is to investigate the effect
of burnout on turnover intentions, the organizational commitment to turnover intentions, and the indirect
relationship between burnout and turnover intentions through organizational commitment. This type of research
is a quantitative study. The sampling in this study used probabilistic sampling using cluster sampling and simple
random sampling. The study population consisted of healthcare professionals from five hospitals in Surabaya as
referrals for Covid19 patients. The sample contains 100 respondents. Route analysis by the Smart PLS 2.0 program
is used as a data analysis method. The results show that burnout affects turnover intentions. Burnout adversely
affects an organization's commitment, which in turn adversely affects the intent of leaving a job. In addition, the
results of indirect impact tests show that organizational commitment can mediate the relationship between burnout
and willingness to leave