DETAIL KOLEKSI

Pengaruh leadership style terhadap turnover intention dimediasi oleh perceived organizational support (pos), work engagement, dan job satisfaction pada karyawan generasi millennial di perusahaan sektor asuransi


Oleh : Dwi Septi Anggraeni

Info Katalog

Nomor Panggil : 122012011061

Subyek : Human capital management;Leadership;Job satisfaction,

Penerbit : FEB - Usakti

Kota Terbit : Jakarta

Tahun Terbit : 2023

Pembimbing 1 : Mutiara S. Panggabean

Kata Kunci : leadership style, perceived organizational support (pos), work engagement, job satisfaction, turnove

Status Posting : Published

Status : Lengkap


File Repositori
No. Nama File Hal. Link
1. 2023_TS_MMJ_122012011061_Halaman-Judul.pdf
2. 2023_TS_MMJ_122012011061_Lembaran-pengesahan.pdf
3. 2023_TS_MMJ_122012011061_Bab-1_Pendahuluan.pdf 10
4. 2023_TS_MMJ_122012011061_Bab-2_Tinjauan-Pustaka.pdf
5. 2023_TS_MMJ_122012011061_Bab-3_Metodologi-Penelitian.pdf 18
6. 2023_TS_MMJ_122012011061_Bab-4_Analisis-dan-Pembahasan.pdf
7. 2023_TS_MMJ_122012011061_Bab-5_Kesimpulan.pdf
8. 2023_TS_MMJ_122012011061_Daftar-Pustaka.pdf
9. 2023_TS_MMJ_122012011061_Lampiran.pdf

P Penelitian ini bertujuan untuk menganalisis pengaruh leadership style terhadapturnover intention dimediasi oleh perceived organizational support, workengagement, dan job satisfaction pada karyawan generasi millennial diperusahaan sektor asuransi umum. Metodologi penelitian yaitu kuantitatif denganjenis studi cross-sectional. Metode analisis yang digunakan pada penelitian iniadalah analisis SEM (Structural Equation Modelling) memakai bantuan softwareAMOS (Analysis of Moment Structure). Sampel penelitian adalah karyawan yangbekerja pada perusahaan sektor asuransi umum dengan teknik pengumpulan dataadalah purposive sampling. Purposive sampling dengan kriteria adalah karyawanyang memiliki status karyawan tetap telah bekerja minimal selama 4 bulan,gender, usia, pendidikan terakhir, jabatan, dan lama bekerja maka jumlah sampel180 responden.Hasil penelitian menjelaskan 1) Leadership Style berpengaruh negatif terhadapTurnover Intention 2) Leadership Style berpengaruh positif terhadap WorkEngagement, Job Satisfaction dan Perceived Organizational Support, 3) WorkEngagement berpengaruh positif terhadap Job Satisfaction, 4) Work Engagement,Perceived Organizational Support, Job Satisfaction berpengaruh negatif terhadapTurnover Intention, 5) Perceived Organizational Support berpengaruh positifterhadap Work Engagement dan Job Satisfaction, 6) Leadership Style berpengaruhnegatif terhadap Turnover Intention dimediasi oleh Work Engagement, 7)Leadership Style berpengaruh negatif terhadap Turnover Intention dimediasi olehJob Satisfaction, dan 8) Perceived Organizational Support berpengaruh negatifterhadap Turnover Intention dimediasi oleh Work Engagement.Implikasi manajerial dari penelitian ini adalah pertama, untuk menurunkanturnover intention sebaiknya pimpinan meningkatkan keahlian karyawan dalambekerja. Kedua, untuk meningkatkan Job Satisfaction sebaiknya pimpinanmemberikan perhatian kinerja karyawan dan di apresiasi akan memberikankepuasan kepada karyawan. Terakhir untuk meningkatkan PerceivedOrganizational Support sebaiknya pimpinan selalu memperhatikan keadaan dankondisi karyawan seperti karyawan yang sakit dan membutuhkan dana tambahan.Hal tersebut akan meningkatkan loyalitas karyawan terhadap perusahaan.

T This study aims to analyze the effect of leadership style onturnover intention mediatedbyperceived organizational support, work engagement, andjob satisfaction on millennialgeneration employees in general insurance sector companies. The research methodologiis quantitative with the type of studycross-sectional. The analytical method used in thisstudy is SEM analysis(Structural Equation Modelling) use helpsoftware AMOS (Analysis ofMoment Structure). The research sample is employees who work in insurance generalsector companies with data collection techniquespurposive sampling. Purposivesampling with the criteria are employees who have permanent employee status haveworked for at least 4 months,gender, age, last education, position, and length of work,the total sample is 180 respondents.The research results explain 1) Leadership Stylenegative effect on Turnover Intention 2) Leadership Style positive effect onWorkEngagement, Job Satisfaction andPerceived Organizational Support, 3) WorkEngagement positive effect on Job Satisfaction, 4) Work Engagement, PerceivedOrganizational Support, Job Satisfaction negative effect onTurnover Intention, 5)Perceived Organizational Support positive effect onWork Engagement and JobSatisfaction, 6) Leadership Style negative effect onTurnover Intention mediated by Wor kEngagement, 7) Leadership Style negative effect onTurnover Intention mediated byJobSatisfaction, and 8)Perceived Organizational Support negative effect onTurnoverIntention mediated by Work Engagement.The managerialimplications of this research are the first, to reduce turnover intention, itis better for leaders to increase employee skills at work. Second, to increase jobsatisfaction, leaders should pay attention to employee performance and appreciationwill give satisfaction to employees. Lastly, to improve Perceived Organizational Support,leaders should always pay attention to the circumstances and conditions of employees,such as employees who are sick and need additional funds. This will increase employeeloyalty to the company.

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