THE EFFECT OF AUTHENTIC LEADERSHIP ON TURNOVER INTENTION IN SERVICE SECTOR WITH WORK ENGAGEMENT AS MEDIATOR
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Abstract
Penelitian mengenai intensi berpindah karyawan telah menjadi topik menarik di era pascapandemi, di mana banyak perusahaan berusaha pulih dari krisis dan merekrut tenaga kerja baru. Sementara itu, karyawan melihat peluang ini sebagai kesempatan untuk mencari atau beralih ke tempat kerja lain. Meskipun topik intensi berpindah telah dipelajari sebelum pandemi, penyebab perputaran biasanya dilihat dari perspektif individu. Oleh karena itu, penelitian ini bertujuan untuk mengeksplorasi peran kepemimpinan, khususnya kepemimpinan otentik, sebagai faktor utama dalam mengatasi perputaran karyawan, terutama dalam konteks Indonesia di mana penelitian sebelumnya kurang memperhatikan pegawai di sektor jasa. Penelitian ini menggunakan pendekatan kuantitatif dengan mengumpulkan data melalui kuesioner menggunakan skala Likert 1-5. Sampel penelitian terdiri dari 98 responden yang dipilih secara purposive sampling, yaitu pegawai di sektor jasa yang memenuhi kriteria tertentu. Data dianalisis menggunakan metode SMART PLS. Hasil penelitian menunjukkan bahwa kepemimpinan autentik memiliki dampak positif dalam membimbing karyawan untuk terlibat secara lebih dalam dalam pekerjaan mereka. Para karyawan merasa bahwa pemimpin mereka mampu bijaksana menghadapi situasi sulit dan membuat keputusan yang baik. Namun, kepemimpinan autentik tidak memiliki pengaruh yang signifikan terhadap niat berpindah karyawan, dan tidak ada hubungan yang signifikan antara kepemimpinan autentik dan keterikatan kerja. Oleh karena itu, hasil ini menunjukkan bahwa setiap pemimpin perlu berupaya membangun hubungan yang kuat dengan bawahan mereka dan memberikan kesempatan kepada mereka untuk terlibat dalam pengambilan keputusan guna meningkatkan keterlibatan. Penelitian ini juga memberikan kontribusi dalam menjelaskan bagaimana gaya kepemimpinan dapat memengaruhi keterlibatan karyawan dan mengurangi tingkat perputaran.
Research on turnover intention has become an interesting topic in the post-pandemic period, where many companies tend to recover from the crisis and absorb labor. On the other hand, employees see this opportunity to seek/move to another workplace. Over the past few decades, turnover topics had been published before pandemics and the causes of turnover always look from the individual perspective. Therefore this study aims to examine leadership as a prominent factor to cope with turnover, especially with authentic leadership. especially in the Indonesian context, while previous research lacks of the sample of employees in the service sector. This research took a quantitative approach with data collection using a 1-5 Likert scale questionnaire. The sample was collected from 98 respondents by purposive sampling which aims to select according to the criteria, namely employees who work in the service sector. The data collection will be analyzed with SMART PLS. The result shows, authentic leadership can be a role model to guide employees into work engagement, they feel the leader can be wise to face challenging situations and make good decisions. In contrast, authentic leadership did not affect the turnover intention variable., authentic leadership and work engagement had no significant effect. As consequences, each leader in the group need to attempt their relationship with subordinates and give the change to them for involved the decision making and get their engagement. This study also contributes to elucidating how the leadership style will engage their subordinate and reduce turnover.
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