Pengaruh transformational leadership dan job resources terhadap turnover intention dimediasi oleh work engagement pada karyawan pt. Bank Mandiri (persero) tbk.
Info Katalog
File Repositori
Nomor Panggil : 122012011089
Subyek : Human capital - management
Penerbit : FEB - Usakti
Kota Terbit : Jakarta
Tahun Terbit : 2023
Pembimbing 1 : Lucy Warsindah
Kata Kunci : job resources, transformational leadership, turnover intention, work engagement.
Status Posting : Published
Status : Lengkap
File Repositori
| No. | Nama File | Hal. | Link |
|---|---|---|---|
| 1. | 2023_TS_MMJ_122012011089_Halaman-Judul.pdf | 11 | |
| 2. | 2023_TS_MMJ_122012011089_Lembar-Pengesahan.pdf | 5 | |
| 3. | 2023_TS_MMJ_122012011089_Bab-1-Pendahuluan.pdf | 8 | |
| 4. | 2023_TS_MMJ_122012011089_Bab-2-Landasan-Teori.pdf | 26 |
|
| 5. | 2023_TS_MMJ_122012011089_Bab-3-Metodologi-Penelitan.pdf | 17 |
|
| 6. | 2023_TS_MMJ_122012011089_Bab-4-Hasil-dan-Pembahasan.pdf | 35 |
|
| 7. | 2023_TS_MMJ_122012011089_Bab-5-Kesimpulan.pdf | 5 |
|
| 8. | 2023_TS_MMJ_122012011089_Daftar-Pustaka.pdf | 5 | |
| 9. | 2023_TS_MMJ_122012011089_Lampiran.pdf | 5 |
|
P Penelitian ini bertujuan untuk menganalisis pengaruh TransformationalLeadership dan Job Resources terhadap Turnover Intention melalui WorkEngagement karyawan PT. Bank Mandiri (Persero) Tbk. Data yang digunakandalam penelitian ini merupakan data primer yang bersumber langsung dari objekpada penelitian ini yaitu karyawan PT. Bank Mandiri (Persero) Tbk. di seluruhIndonesia. Metode pengumpulan data bersifat cross sectional, karena dilakukandalam satu waktu. Sampel penelitian ini dipilih adalah metode non-probabilitysampling dengan menggunakan purposive sampling dan diperoleh 205 karyawan.Analisis data menggunakan analisis statistik deskriptif dan analisis structuralequation model yang diolah dengan program SmartPLS. Berdasarkan hasilditemukan bahwa terdapat pengaruh antara Transformational Leadership dan JobResources terhadap Work Engagement. Ini berarti peningkatan gayakepemimpinan transformasional dan sumber daya pekerjaan yang ada diperusahaan akan mempengaruhi peningkatan Work Engagement Karyawan.Namun tidak ditemukannya pengaruh antara Transformational Leadership sertaJob Resources terhadap Turnover Intention, tetapi ditemukan bahwa terdapatpengaruh antara Work Engagement terhadap Turnover Intention. Selain ituditemukan bahwa Work Engagement mampu memediasi pengaruh antaraTransformational Leadership dan Job Resources terhadap Turnover Intention.Sebaiknya para pimpinan untuk selalu menciptakan suasana kerja yang nyaman,memperhatikan kepentingan karyawan dalam mengambil keputusan, membangunsistem penilaian kinerja yang objektif dan transparan serta mengatur workload danfleksibilitas dalam bekerja agar karyawan semakin terikat dan keinginan untukkeluar juga dapat diminimalisir.
T This study was aimed to analyze the effect of Transformational Leadership andJob Resources on Turnover Intention through Work Engagement of PT BankMandiri (Persero) Tbk. employees. The data used in this study is primary datacollected using a questionnaire with a total sample of 205 employees wasdetermined using a purposive sampling technique. Data were analyzed usingdescriptive statistical analysis and a structural equation model processed with theSmartPLS program.Based on the results it was found that there is an influence betweenTransformational Leadership and Job Resources on Work Engagement. Thismeans that an increase in transformational leadership styles and existing jobresources in the company will go hand in hand with an increase in the engagementof employees’ work. However, there was no effect between TransformationalLeadership and Job Resources on Turnover Intention, but it was found that therewas an effect between Work Engagement and Turnover Intention. In addition, itwas found that Work Engagement can mediate the influence betweenTransformational Leadership and Job Resources on Turnover Intention.It would be better for the manager to always deliver a comfortable workingenvironment, considering the employees’ aspiration when deciding the policy,developing a transparant & objective performance appraisal, and managing theworkload as well as providing flexibility for the employees to enhance workengagement and minimazing the turnover intention of the employees.
