Peran Empowering Leadership terhadap Intensi Turnover Karyawan Generasi Z di Indonesia
Abstract
Tujuan dari penelitian ini adalah untuk mengetahui peran empowering leadership terhadap intensi turnover pada karyawan Generasi Z. Hipotesis dalam penelitian ini adalah empowering leadership berperan negatif terhadap intensi turnover dengan mengendalikan variabel pendapatan. Jumlah partisipan penelitian ini adalah 180 partisipan dengan kriteria: tahun kelahiran 1995-2002, full-time employee, dan telah bekerja minimal selama 6 bulan dalam institusi/perusahaan saat ini. Alat ukur yang digunakan dalam penelitian ini adalah empowering leadership scale yang diadaptasi dari Amundsen & Martinsen (2014a) dan skala intensi turnover yang diadaptasi dari Landau & Hammer (1986). Koefisien reliabilitas Cronbach Alpha empowering leadership scale sebesar 0,815 pada dimensi dukungan otonomi, 0,852 pada dimensi dukungan pengembangan, dan 0,879 untuk seluruh dimensi (koefisien reliabilitas alpha berstrata). Koefisien Cronbach alpha intensi turnover sebesar 0,810. Penelitian ini juga melibatkan variable kontrol berupa pendapatan. Analisis data menggunakan hierarchial regression analysis. Hasil menunjukkan empowering leadership berperan negatif terhadap intensi turnover R2=0,059. Artinya, 5.9% variasi intensi turnover bisa dijelaskan oleh variabel empowering leadership. Sedangkan sisanya yakni 94,1% dijelaskan oleh variabel lain. Data deskriptif menunjukkan hubungan antara variabel demografis dan intensi turnover. Hasil menunjukkan terdapat hubungan antara pendapatan yang diterima oleh karyawan dan intensi turnover, sedangkan usia, jenis kelamin, lama bekerja, dan status perkawinan tidak memiliki hubungan yang signifikan dengan intensi turnover. Analisis tambahan juga menunjukkan hubungan antara masing-masing dimensi empowering leadership dengan intensi turnover.
Keywords
DOI: 10.22146/gamajpp.76719
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