PENGARUH KEPEMIMPINAN DAN MOTIVASI KERJA TERHADAP KOMITMEN ORGANISASI KARYAWAN SERTA DAMPAKNYA PADA KEINGINAN BERPINDAH KERJA KARYAWAN

Abstract

Employee turnover intention is an early sign of employee turnover. This issue needs to be addressed by companies because high turnover within a company can disrupt activity, stability, and productivity. This study used exogenous variables, leadership and work motivation, with organizational commitment as an intervening variable. The subjects were employees at the Xxxx Company Head Office, using non-probability and purposive sampling methods, resulting in a sample size of 165 employees with a C-level equivalent (staff and prospective employees). Data analysis techniques used were descriptive analysis and quantitative methods using Structural Equation Modeling (SEM) statistical testing. Data collection methods included field studies (questionnaires) and literature review. The study showed that leadership had a negative and significant effect on turnover intention among employees at the Xxxx Company Head Office. Work motivation had a positive and significant effect on organizational commitment among employees at the Xxxx Company Head Office. However, leadership did not influence organizational commitment among employees at the Xxxx Company Head Office. Similarly, work motivation and organizational commitment did not influence turnover intention among employees at the Xxxx Company Head Office. Leadership was the most influential variable influencing turnover intention among employees at the Xxxx Company Head Office.