Title: ANALYSIS OF TRANSACTIONAL LEADERSHIP, CAREER DEVELOPMENT AND COMPENSATION ON EMPLOYEES' TURNOVER INTENTIONS AT PT. SAKALAGUNA SEMESTA TUBAN THROUGH ORGANIZATIONAL COMMITMENT AS AN INTERVENING VARIABLE.
Authors: MARTHA LAILA ARISANDRA
Item Type : Thesis (Thesis)
Affiliations: Master of Management Study Program, Faculty of Economics and Business, Universitas Airlangga , Surabaya, Indonesia
Publisher: Universitas Airlangga
Abstract
In the era of globalization and many companies emerging, everyone is free to choose the job they want, each company must be ready to accept turnover intentions from employees, because if not ready it will have a negative impact on the company's organization, many influencing factors that cause turnover intentions, including transactional leadership, career development, compensation and many more. The formulation of the problem in this study: 1) Does each variable of transactional leadership, career development and compensation have a direct and significant effect on turnover intentions?, 2) Does each variable of transactional leadership, career development, compensation have an indirect and significant effect on turnover intentions through organizational commitment? The sampling method used in this study is a census. Data analysis was carried out by validity and reliability tests and using path analysis. The steps taken were: 1) Test the model assumptions where the assumptions that must be met are: 1) Data multicollinearity, 2) Heteroscedasticity, 4) Path analysis with SPSS. Based on the results of data analysis, the following results were obtained: 1) There is a direct and significant influence of transactional leadership variables with a path coefficient of -0.345 and compensation with a path coefficient of -0.333 on turnover intentions. 2) There is an indirect and significant influence of transactional leadership variables with a path coefficient of -0.131; career development with a path coefficient of -0.164 and compensation with a path coefficient of -0.183 on turnover intentions through organizational commitment as an intervening variable. Suggestions for the company are: in reducing turnover intentions among employees of PT. Sakalaguna Semesta Tuban, management should emphasize more on the implementation of transactional leadership and compensation which must be implemented properly and correctly in order to create organizational commitment among employees, thereby reducing turnover intentions.
Keywords: Transactional Leadership, Career Development, Compensation, Organizational Commitment, Turnover Intentions.
Sources: http://repository.unair.ac.id/38447/