Burnout as the Linking Mechanism from Neuroticism, Social Support, and Pay Satisfaction to Continuance Commitment

Nurses in Indonesia’s regional public hospitals (RSUD) operate under intense workload, emotional demands, and operational pressures. These conditions heighten the risk of burnout and may shape nurses’ decisions to remain with their employer due to perceived costs of leaving continuance commitment (CC). Objective. This study examines how neuroticism, social support, and pay satisfaction influence CC through burnout as the linking psychological mechanism among RSUD nurses in Greater Jakarta (Jabodetabek). A cross-sectional survey employs validated instruments to assess neuroticism, perceived social support, pay satisfaction, burnout, and CC. Partial Least Squares–Structural Equation Modeling (PLS-SEM) is used to evaluate measurement quality, multicollinearity, predictive power, and indirect effects via bootstrapping. Neuroticism is expected to elevate burnout and reduce CC; social support and pay satisfaction are expected to lower burnout and strengthen CC; burnout is expected to weaken CC; and burnout is expected to significantly mediate the indirect paths from neuroticism, social support, and pay satisfaction to CC. Implications. A retention portfolio that couples burnout-prevention initiatives (team-based support, supervisor coaching) with equitable and transparent compensation policies is likely to sustain staffing capacity in RSUD settings.