Abstract
This study aims to empirically prove the influence of leadership behavior and work environment on turnover intention with job satisfaction as a mediating variable. The research sample was conducted using purposive sampling technique and 128 non-managerial permanent employees were selected at PT. XYZ as respondent. The method for proving research hypotheses uses path analysis which can identify both direct and indirect effects and is also an indicator to test validity and reliability. The research data was processed using Partial Least Square (PLS) with SMART PLS Ver 3.0 software. The results of the study found that leadership and work environment had an effect on job satisfaction. Job satisfaction directly affects organizational commitment, while leadership and the environment indirectly through mediation of job satisfaction affect organizational commitment. Taken together, leadership, work environment, and job satisfaction determine employee organizational commitment to the company. Suggestions from the results of the study, so that employee commitment is high to the company, management needs to change leadership styles that are adaptive and transformative, as well as a comfortable and friendly work environment that can increase job satisfaction. Keywords: organizational commitment, leadership, work environment, job satisfaction, turnover intention
Highlights
This study aims to empirically prove the influence of leadership behavior and work environment on turnover intention with job satisfaction as a mediating variable
International Journal of Business, Management and Social Sciences 2(1): 24–32
Summary
Objek penelitian adalah perusahaan XYZ yang bergerak pada bidang jasa. Metode pengambilan sampel menggunakan nonprobability sampling dengan teknik sampling purposive, yaitu teknik penentuan sampel dengan pertimbangan tertentu, maka terpilih sebanyak 128 karyawan tetap non-manajerial PT. Pada penelitian ini peneliti berusaha menjelaskan keterkaitan antar variabel kepemimpinan (X1), Lingkungan Kerja, Turnover Intention (Y) dan kepuasan kerja (Z). Mengacu pada Tabel 1 indikator disebut valid jika nilai peluang lebih kecil dari 0,05 dan hasil composite reability maupun cronbach alpha diperoleh angka sebesar 0,7 untuk variabel kepemimpinan, lingkungan kerja, komitmen dan kepuasan kerja secara individual. Mengacu pada Tabel 2, diperoleh nilai R2 sebesar 0.566 untuk kepuasan kerja, hal ini menunjukkan bahwa 56,6% variasi atau perubahan Kepuasan kerja dipengaruhi oleh variabel kepemimpinan dan lingkungan kerja. Nilai R2 Komitmen Organiasi sebesar 0.560, yang menunjukkan bahwa 56% variasi atau perubahan Komitmen Organiasasi Intention dipengaruhi oleh variabel kepemimpinan, lingkungan kerja dan kepuasan kerja sedangkan sisanya sebanyak 44% dijelaskan oleh sebab lain.
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
