ANALYSIS OF TRANSACTIONAL LEADERSHIP, CAREER DEVELOPMENT AND COMPENSATION FOR EMPLOYEE TURNOVER INTENTIONS AT PT. SAKALAGUNA SEMESTA TUBAN THROUGH ORGANIZATIONAL COMMITMENTS AS INTERVENING VARIABLES.
Amount: ANALYSIS OF TRANSACTIONAL LEADERSHIP, CAREER DEVELOPMENT AND COMPENSATION FOR EMPLOYEE TURNOVER INTENTIONS AT PT. SAKALAGUNA SEMESTA TUBAN THROUGH ORGANIZATIONAL COMMITMENTS AS INTERVENING VARIABLES.
Authors: MARTHA LAILA ARISANDRA
Item Type: Thesis
Memberships: Master of Management Study Program, Faculty of Economics and Business Universitas Airlangga Surabaya, Indonesia
Publisher: Airlangga University
Abstract
In the midst of the era of globalization and many companies are emerging, everyone is free to choose the job they want, each company must be ready to accept turnover intentions from employees, because if they are not ready it will have a negative impact on the company's organization, many influencing factors cause turnover intentions, including transactional leadership, career development, compensation and many more. The formulation of the problem in this study: 1) Does each transactional leadership variable, career development and compensation have a significant direct effect on turnover intentions?, 2) Does each transactional leadership variable, career development, compensation have a significant indirect effect on turnover intentions through organizational commitment? The sampling method used in this research is census. Data analysis was carried out by using validity and reliability tests and using path analysis. The steps taken are: 1) Test the model assumptions where the assumptions that must be met are: 1) Multicollinearity of data, 2) Heteroscedasticity, 4) Path analysis with SPSS. Based on the results of data analysis, the following results are obtained: 1) There is a direct and significant effect of the transactional leadership variable having a path coefficient of -0,345 and compensation having a path coefficient of -0,333 on turnover intentions. 2) There is an indirect and significant effect of the transactional leadership variable having a path coefficient of -0,131; career development has a path coefficient of -0,164 and compensation has a path coefficient of -0,183 on turnover intentions through organizational commitment as an intervening variable. Suggestions for companies are: in reducing turnover intentions on employees of PT. Sakalaguna Semesta Tuban, management should place more emphasis on the application of transactional leadership and compensation that must be carried out properly and correctly in order to create organizational commitment in employees, thereby reducing turnover intentions.
Keywords: Transactional Leadership, Career Development, Compensation, Organizational Commitment, Turnover Intentions.
sources: http://repository.unair.ac.id/38447/
