Pengaruh faktor organisasi terhadap niat mengundurkan diri di Sekolah XYZ
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Abstract
The high level of turnover intention in educational work environments poses a serious challenge that can affect organizational stability and quality. This study aims to analyze the influence of Transformational Leadership, Organizational Learning Culture, and Job Satisfaction on Turnover Intention, with Affective Commitment as a mediating variable. A descriptive quantitative approach was employed, using Structural Equation Modeling based on Partial Least Squares (PLS-SEM). Data were collected from 165 teachers and staff of Sekolah XYZ through an online questionnaire conducted from March to April 2025. The results show that Transformational Leadership, Organizational Learning Culture, and Job Satisfaction have a negative and significant effect on Turnover Intention. In addition, Transformational Leadership was found to have a significant positive effect on Affective Commitment, which in turn negatively influences Turnover Intention. Mediation analysis reveals that Affective Commitment significantly mediates the relationship between Transformational Leadership and Turnover Intention. These findings highlight the importance of leadership and a supportive work environment in enhancing employees’ emotional attachment to the organization, ultimately reducing their intention to leave. The implications of this study underscore the need to strengthen learning culture and transformational leadership as effective retention strategies in educational settings.
Tingginya tingkat intensi untuk keluar di lingkungan pendidikan menjadi tantangan serius bagi stabilitas operasional dan kualitas organisasi. Penelitian ini bertujuan untuk menganalisis pengaruh Kepemimpinan Transformasional, Budaya Belajar Organisasi, dan Kepuasan Kerja terhadap Intensi Keluar, dengan Komitmen Afektif sebagai variabel mediasi. Pendekatan yang digunakan adalah kuantitatif deskriptif dengan analisis PLS-SEM. Data dikumpulkan dari 165 guru dan staf Sekolah XYZ melalui kuesioner daring pada bulan Maret hingga April 2025. Hasil penelitian menunjukkan Kepemimpinan Transformasional, Budaya Belajar Organisasi, dan Kepuasan Kerja berpengaruh negatif dan signifikan terhadap Intensi Keluar. Selain itu, Kepemimpinan Transformasional terbukti memiliki pengaruh positif signifikan terhadap Komitmen Afektif, dan Komitmen Afektif sendiri berpengaruh negatif terhadap Intensi untuk Keluar. Uji mediasi menunjukkan bahwa Komitmen Afektif secara signifikan memediasi hubungan antara Kepemimpinan Transformasional dan Intensi untuk Keluar. Temuan ini menegaskan pentingnya peran kepemimpinan dan lingkungan kerja yang mendukung dalam meningkatkan keterikatan emosional karyawan terhadap organisasi, yang pada akhirnya dapat menurunkan keinginan untuk keluar. Implikasi dari penelitian ini menyoroti perlunya penguatan budaya belajar dan kepemimpinan transformatif sebagai strategi retensi yang efektif di lingkungan pendidikan.
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