DETAIL KOLEKSI

Pengaruh trust in leader, work satisfaction terhadap work engagement dalam menurunkan turnover intention pada perusahaan startup di Jakarta


Oleh : Dinda Angelica

Info Katalog

Nomor Panggil : 122012011073

Subyek : Human capital management;Trust companies;Job satisfaction

Penerbit : FEB - Usakti

Kota Terbit : Jakarta

Tahun Terbit : 2023

Pembimbing 1 : Justine Tanuwijaya

Kata Kunci : trust in leader, work satisfaction, work engagement, turnover intention

Status Posting : Published

Status : Lengkap


File Repositori
No. Nama File Hal. Link
1. 2023_TS_MM_122012011073_Halaman-Judul.pdf 39
2. 2023_TS_MM_122012011073_Lembar-Pengesahan.pdf 3
3. 2023_TS_MM_122012011073_Bab-1_Pendahuluan.pdf 8
4. 2023_TS_MM_122012011073_Bab-2_Tinjauan-Pustaka.pdf 27
5. 2023_TS_MM_122012011073_Bab-3_Metodologi-Penelitian.pdf 17
6. 2023_TS_MM_122012011073_Bab-4_Analisis-dan-Pembahasan.pdf 25
7. 2023_TS_MM_122012011073_Bab-5_Kesimpulan.pdf 6
8. 2023_TS_MM_122012011073_Daftar-Pustaka.pdf 9
9. 2023_TS_MM_122012011073_Lampiran.pdf 168

P Penelitian ini bertujuan untuk menganalisis pengaruh trust in leader danwork satisafaction untuk mengurangi turnover intention dengan variabel workengagement yang diduga dapat memediasi hubungan trust in leader dan worksatisfaction dengan turnover intention.Data yang digunakan dalam penelitian inimerupakan data primer yang bersumber langsung dari objek pada penelitian iniyaitu industri startup yang berlokasi di Jakarta.Metode pengumpulan data bersifatcross sectional,karena dilakukan dalam satu waktu. Sampel penelitian ini dipilihadalah metode non-probability sampling dengan menggunakan purposivesampling dandiperoleh 230 karyawan yang bekerja di industri startuptransportasi.Analisis data menggunakan program SPSS versi 25 untuk mencari meandan simpangan baku dan AMOS versi 22 untuk menguji setiap hipotesis penelitian.Hasil penelitian ini menunjukkan bahwa trust in leader berpengaruh langsungterhadap work satisfaction dan tidak berpengaruh langsung terhadap workengagement serta turnover intention,work satisfaction berpengaruh langsungterhadap work engagement dan turnover intention, work engagement tidak memilikipengaruh langsung terhadap turnover intention, hasil mediasi work engagementpada trust in leader terhadap turnover intention danwork satisafaction terhadapturnover intentiontidak memiliki pengaruh. Pihak manajerial perlumempertahankanwork satisfaction karyawan untuk dapat membantu mengurangiturnover intention dan juga memelihara trust in leader karyawan untukmeningkatkan work satisfaction. Dengan memberikan imbalan yang sesuai dengankualitas dan kinerja karyawan, memberikan setiap karyawannya kesempatan untukmaju secara adil, meningkatkan bonding untuk seluruh karyawan untukmenciptakan lingkungan kerja yang suportif, positif, nyaman dan juga aman.

T This study aims to analyze the effect of trust in leader and work satisfactionon reducing turnover intention with the work engagement variable which is thoughtto mediate the relationship between trust in leader and work satisfaction withturnover intention.The data used in this study is primary data that comes directlyfrom the object of this study, namely the startup industry located in Jakarta. Thedata collection method is cross sectional, because it is done at one time. The samplefor this study was selected using the non-probability sampling method usingpurposive sampling and obtained 230 employees working in the transportationstartup industry.Data analysis usedSPSS version 25 to find the mean and standard deviationand AMOS version 22 to test each research hypothesis. The results of this studyindicated that trust in leader has a direct effect on work satisfaction anddoes nothave a direct effect on work engagement and turnover intention, work satisfactionhas a direct effect on work engagement and turnover intention, work engagementdoes not have a direct effect on turnover intention, the results of work engagementmediation on trust in leader on turnover intention and work satisfaction on turnoverintention have noeffect. Managerial parties need to maintain employeeworksatisfaction to be able for help reduce turnover intention and also maintainemployee trust in leaders to increase work satisfaction. By providing compensationaccording to the quality and performance of employees, giving each employee theopportunity to progress fairly, increasing bonding for all employees to create a workenvironment that is supportive, positive, comfortable and safe.

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