Peran Kepemimpinan Autentik dan Person-Job Fit terhadap Turnover Intention pada Karyawan Generasi Z
DOI:
https://doi.org/10.26740/jptt.v13n3.p282-293Keywords:
Authentic Leadership, Person-Job Fit, Turnover Intention, Generation Z EmployeesAbstract
Human resources are an important element in the company to achieve the company's vision and mission. Companies must be able to pay attention to the needs of employees properly, otherwise employees will choose to leave the company or have turnover intentions. Generation z, which is the newest generation in the company today, has a tendency to want to leave work within three months. Preliminary studies show the results that the ratio of the turnover percentage of generation z employees is higher than employees other than generation z. This study aims to determine the relationship between authentic leadership and person-job fit with turnover intention in Generation Z employees. Employees who work under the direction of authentic leaders enjoy their work more and feel more satisfied with the atmosphere in their organization. In addition, the suitability of the employee's ability to the demands of the job also has an effect on employee turnover intention. The sample of this research is 93 employees of generation z structural sewing in a textile company. The study was analyzed using multiple regression analysis techniques. The research instruments used in this study were the turnover intention scale, the authentic leadership scale, and the person-job fit scale. The results showed that there was a significant relationship between authentic leadership and person-job fit with turnover intention (p<0.05), and partially showed that there was no relationship between authentic leadership and turnover intention (p>0.05). Then the next results showed a significant relationship between person-job fit and turnover intention (p <0.05).
Perusahaan harus bisa memperhatikan kebutuhan karyawan
dengan baik, jika tidak karyawan akan memilih untuk
meninggalkan perusahaan atau turnover intention. Generasi z
yang menjadi angkatan terbaru di perusahaan saat ini,
memiliki kecenderungan ingin meninggalkan pekerjaan
dalam waktu tiga bulan. Studi pendahuluan menunjukkan
hasil bahwa perbandingan persentase turnover karyawan
generasi z lebih tinggi daripada karyawan selain generasi z.
Penelitian ini bertujuan untuk menganalisis hubungan antara
kepemimpinan autentik dan person-job fit dengan turnover
intention pada karyawan generasi z. Sampel penelitian ini
adalah 93 karyawan generasi z bagian struktural sewing di
sebuah perusahaan tekstil. Penelitian dianalisis menggunakan
teknik analisis regresi berganda. Instrumen penelitian yang
digunakan dalam penelitian ini adalah skala turnover
intention, skala kepemimpinan autentik, dan skala person-job
fit. Hasil penelitian menunjukan ada hubungan signifikan
antara kepemimpinan autentik dan person-job fit dengan
turnover intention (p<0,05), dan secara parsial menunjukan
bahwa tidak ada hubungan antara kepemimpinan autentik
dengan turnover intention (p>0,05). Kemudian hasil
selanjutnya menunjukan hasil yang hubungan signifikan
antara person-job fit dengan turnover intention (p<0,05).
Kecocokan antara kemampuan karyawan dengan tuntutan
pekerjaan membuat karyawan memiliki keterlibatan kerja
yang tinggi. Selain itu, pemimpin dengan gaya autentik dapat
melibatkan karyawan generasi z dalam pekerjaan dan
mendengarkan ide-ide karyawan sebelum mengambil
keputusan. Namun, banyak karyawan generasi z memilih
bekerja dalam tim karena mereka dapat mengembangkan diri
dan mendapatkan pengakuan, sehingga pemimpin autentik
tidak memiliki peran yang tinggi terhadap turnover intention
karyawan generasi z secara parsial.
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