Pengaruh perceived organizational support terhadap intention to leave melalui work engagement dan perceived stress pegawai kementerian komunikasi dan informatika di jakarta.
Info Katalog
Penerbit : FEB - Usakti
Kota Terbit : Jakarta
Tahun Terbit : 2024
Pembimbing 1 : Mutiara S Panggabean
Kata Kunci : Perceived Organizational Support, Work Engagement, Perceived Stress, Intention To Leave, Ministry O
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Status : Lengkap
P Penelitian ini bertujuan untuk menganalisis pengaruh Perceived Organizational Support terhadap Intention To Leave melalui Work Engagement dan Perceived Stress. Hasil penelitian menemukan bahwa Perceived Organizational Support berpengaruh positif terhadap Work Engagement, Perceived Organizational Support berpengaruh negatif terhadap Intention To Leave, Perceived Stress berpengaruh positif terhadap Intention To Leave, Work Engagement berpengaruh negatif terhadap Perceived Stress, Work Engagement berpengaruh negatif terhadap Intention To Leave, Perceived Organizational Support berpengaruh negatif terhadap Perceived Stress, Perceived Organizational Support berpengaruh negatif terhadap Perceived Stress dimediasi oleh Work Engagement, Perceived Organizational Support berpengaruh negatif terhadap Intention To Leave dimediasi oleh Perceived Stress, Work Engagement berpengaruh negatif terhadap Intention To Leave melalui Perceived Stress. Implikasi dari penelitian ini adalah pimpinan dapat meningkatkan Perceived Organizational Support dengan cara menghargai kontribusi dan kesejahteraan pegawai.
T This research aims was analyzed the effect of Perceived Organizational Support on Intention To Leave through Work Engagement and Perceived Stress. The results of the study found that the effect of positively Perceived Organizational Support on Work Engagement, the effect of negatively Perceived Organizational Support on Intention To Leave, the effect of positively Perceived Stress on Intention To Leave, the effect of negatively Work Engagement on Perceived Stress, the effect of negatively Work Engagement on Intention To Leave, the effect of negatively Perceived Organizational Support on Perceived Stress, the effect of negatively Perceived Organizational Support on Perceived Stress mediated by Work Engagement, the effect of negatively Perceived Organizational Support on Intention To Leave mediated by Perceived Stress, the effect of negatively Work Engagement on Intention To Leave through Perceived Stress. The implication of this research is that leaders can increase Perceived Organizational Support by appreciating contributions and welfare employee’s.
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