Pengaruh human resources management practices transformational leadership terhadap turnover intention yang dimediasi oleh work engangement pada Karyawan BNI wilayah 10 di Jakarta Selatan
Info Katalog
File Repositori
Subyek : Human capital--Management
Penerbit : FEB - Usakti
Kota Terbit : Jakarta
Tahun Terbit : 2022
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 | 32 | |
| 2. | 2023_TS_MMJ_122011815001_Lembar-Pengesahan.pdf | 12 | |
| 3. | 2023_TS_MMJ_122011815001_Bab-1_Pendahuluan.pdf | 27 | |
| 4. | 2023_TS_MMJ_122011815001_Bab-2_Landasan-Teori.pdf | 96 |
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| 5. | 2023_TS_MMJ_122011815001_Bab-3_Metodologi-Penelitian.pdf | 60 |
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| 6. | 2023_TS_MMJ_122011815001_Bab-4_Analisa-dan-Pembahasan.pdf | 75 |
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| 7. | 2023_TS_MMJ_122011815001_Bab-5_Kesimpulan-dan-Saran.pdf | 16 | |
| 8. | 2023_TS_MMJ_122011815001_Daftar-Pustaka.pdf | 24 | |
| 9. | 2023_TS_MMJ_122011815001_Lampiran.pdf | 162 |
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P Penelitian ini bertujuan untuk menganalisis pengaruh human resources management practices, transformational leadership terhadap turnover intention yang dimediasi oleh work engagement. Data yang digunakan dalam penelitian ini merupakan data primer yang bersumber langsung dari objek penelitian yaitu BNI wilayah 10 Jakarta Selatan. Sampel pada penelitian ini dipilih menggunakan metode non probability sampling dengan sampel sebanyak 230 responden. Analisis data menggunakan statistik deskriptif dengan mencari rata- rata dan standar deviasi, serta menggunakan SEM AMOS untuk pengujian hipotesis. Sebelumnya instrument telah diuji dengan menggunakan uji validitas dan reliabilitas dimana seluruh item pernyataan valid dan reliabel, serta dilakukan pengujian model dengan Goodness of Fit (GOF). Hasil penelitian menunjukkan bahwa human resources management practices, transformational leadership perpengaruh positif terhadap work engagement, human resources management practices, transformational leadership berpengaruh negatif terhadap turnover intention, work engagement berpengaruh negatif terhadap turnover intention Sedangkan untuk pengaruh tidak langsung work engagement dapat memediasi pengaruh human resources management practices, transformational leadership terhadap turnover intention. Implikasi manajerial dalam penelitian ini adalah memaksimalkan pelaksanaan human resources management practices terutama pada melakukan evaluasi terhadap kompensasi yang diberikan oleh perusahaan terutama pada level pekerjaan yang sama, dan pemimpin diharapkan mampu men-develop, suportif serta responsif terhadap karyawannya.
T This study aims to analyze the effect of human resources management practices, transformational leadership on turnover intention mediated by work engagement. The data used in this study is primary data that comes directly from the research object, in BNI area 10, South Jakarta. The sample in this study was selected using a non-probability sampling method with a sample of 230 respondents. Data analysis used descriptive statistics by finding the average and standard deviation, and using the AMOS SEM for hypothesis testing. Previously the instrument was tested using validity and reliability tests where all statement items were valid and reliable, and model testing was carried out with Goodness of Fit (GOF). The results showed that human resources management practices, transformational leadership had a positive effect on work engagement, human resources management practices, transformational leadership had a negative effect on turnover intention, work engagement had a negative effect on turnover intention while for the indirect effect work engagement could mediate the influence of human resources management practices, transformational leadership on turnover intention. The managerial implication in this study is to maximize the implementation of human resources management practices, particularly in evaluating compensation provided by companies, especially at the same level of work, and leaders are expected to be able to develop, be supportive and responsive to their employees.
