"Pengaruh Human Resources management practices, transformational leadership terhadap turnover intention yang dimediasi oleh work engagement pada karyawan BNI wilayah 10 di Jakarta Selatan"
Info Katalog
File Repositori
Nomor Panggil : 122011815001
Subyek : Human capital management
Penerbit : FEB - Usakti
Kota Terbit : Jakarta
Tahun Terbit : 2023
Pembimbing 1 : Dita Oki Berliyanti
Kata Kunci : human resources management practices, transformational leadership, work engagement, turnover intenti
Status Posting : Published
Status : Lengkap
File Repositori
| No. | Nama File | Hal. | Link |
|---|---|---|---|
| 1. | 2023_TS_MMJ_122011815001_Halaman-Judul.pdf | 11 | |
| 2. | 2023_TS_MMJ_122011815001_Lembar-Pengesahan.pdf | 3 | |
| 3. | 2023_TS_MMJ_122011815001_Bab-1_Pendahuluan.pdf | 9 | |
| 4. | 2023_TS_MMJ_122011815001_Bab-2_Landasan-Teori.pdf | 32 |
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| 5. | 2023_TS_MMJ_122011815001_Bab-3_Metodologi-Penelitian.pdf | 20 |
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| 6. | 2023_TS_MMJ_122011815001_Bab-4_Analisa-dan-Pembahasan.pdf | 24 |
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| 7. | 2023_TS_MMJ_122011815001_Bab-5_Kesimpulan-dan-Saran.pdf | 16 |
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| 8. | 2023_TS_MMJ_122011815001_Daftar-Pustaka.pdf | 7 | |
| 9. | 2023_TS_MMJ_122011815001_Lampiran.pdf | 162 |
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P Penelitian ini bertujuan untuk menganalisis pengaruh human resourcesmanagement practices, transformational leadership terhadap turnover intentionyang dimediasi oleh work engagement. Data yang digunakan dalam penelitianini merupakan data primer yang bersumber langsung dari objek penelitian yaituBNI wilayah 10 Jakarta Selatan. Sampel pada penelitian ini dipilihmenggunakan metode non probability sampling dengan sampel sebanyak 230responden. Analisis data menggunakan statistik deskriptif dengan mencari rata-rata dan standar deviasi, serta menggunakan SEM AMOS untuk pengujianhipotesis. Sebelumnya instrument telah diuji dengan menggunakan uji validitasdan reliabilitas dimana seluruh item pernyataan valid dan reliabel, sertadilakukan pengujian model dengan Goodness of Fit (GOF). Hasil penelitianmenunjukkan bahwa human resources management practices, transformationalleadership perpengaruh positif terhadap work engagement, human resourcesmanagement practices, transformational leadership berpengaruh negatifterhadap turnover intention, work engagement berpengaruh negatif terhadapturnover intention Sedangkan untuk pengaruh tidak langsung work engagementdapat memediasi pengaruh human resources management practices,transformational leadership terhadap turnover intention. Implikasi manajerialdalam penelitian ini adalah memaksimalkan pelaksanaan human resourcesmanagement practices terutama pada melakukan evaluasi terhadap kompensasiyang diberikan oleh perusahaan terutama pada level pekerjaan yang sama, danpemimpin diharapkan mampu men-develop, suportif serta responsif terhadapkaryawannya.
T This study aims to analyze the effect of human resources management practices,transformational leadership on turnover intention mediated by workengagement. The data used in this study is primary data that comes directly fromthe research object, in BNI area 10, South Jakarta. The sample in this study wasselected using a non-probability sampling method with a sample of 230respondents. Data analysis used descriptive statistics by finding the average andstandard deviation, and using the AMOS SEM for hypothesis testing.Previously the instrument was tested using validity and reliability tests whereall statement items were valid and reliable, and model testing was carried outwith Goodness of Fit (GOF). The results showed that human resourcesmanagement practices, transformational leadership had a positive effect onwork engagement, human resources management practices, transformationalleadership had a negative effect on turnover intention, work engagement had anegative effect on turnover intention while for the indirect effect workengagement could mediate the influence of human resources managementpractices, transformational leadership on turnover intention. The managerialimplication in this study is to maximize the implementation of human resourcesmanagement practices, particularly in evaluating compensation provided bycompanies, especially at the same level of work, and leaders are expected to beable to develop, be supportive and responsive to their employees.
