ANALYSIS OF TRANSACTIONAL LEADERSHIP, CAREER DEVELOPMENT AND COMPENSATION OF EMPLOYEE TURNOVER INTENTIONS AT PT. SAKALAGUNA UNIVERSE OF TUBAN THROUGH ORGANIZATIONAL COMMITMENT AS AN INTERVENING VARIABLE.

Title: ANALYSIS OF TRANSACTIONAL LEADERSHIP, CAREER DEVELOPMENT AND COMPENSATION OF EMPLOYEE TURNOVER INTENTIONS AT PT. SAKALAGUNA UNIVERSE OF TUBAN THROUGH ORGANIZATIONAL COMMITMENT AS AN INTERVENING VARIABLE.

Author: 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 they are not ready it will have a negative impact on the company's organization, there are many influencing factors that cause turnover intentions, including transactional leadership, career development, compensation and many more. Formulation of the problem in this research: 1) Do each variable of transactional leadership, career development and compensation have a significant direct effect on turnover intentions? 2) Do each of the variables of transactional leadership, career development, compensation have a significant indirect effect on turnover? intentions through organizational commitment? The sampling method used in this research was census. Data analysis was carried out 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) Heteroskedasticity, 4) Path analysis using SPSS. Based on the results of data analysis, the following results were obtained: 1) There is a direct and significant influence from the transactional leadership variable which has a path coefficient of -0.345 and compensation has a path coefficient of -0.333 on turnover intentions. 2) There is an indirect and significant influence from the transactional leadership variable which has 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: to reduce turnover intentions among PT employees. Sakalaguna Semesta Tuban, management should place more emphasis on implementing transactional leadership and compensation which must be implemented 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/