Pengaruh Transformasional Leadership dan Compensation terhadap Turnover Intention Karyawan (Studi pada Karywan Bagian SDM PT Bank Rakyat Indonesia Kantor Cabang Medan)

Abstract

Turnover intention is an employee's tendency to leave the company, and turnover in the company can have negative consequences. One important factor in reducing turnover rates is transformational leadership and compensation. Implementing good transformational leadership and providing fair and responsible compensation to employees will decrease their tendency to leave the company. This study aims to analyze the influence of transformational leadership and compensation on turnover intention among human resources employees at PT Bank Rakyat Indonesia, Medan Branch Office. The influence of transformational leadership and compensation on turnover intention will be tested both partially and simultaneously. The research method used in this study is quantitative research with an associative approach. The population of this study consists of 40 human resources employees at PT Bank Rakyat Indonesia, Medan Branch Office. The sample was selected using Purposive Sampling method, with 38 respondents determined based on Isaac and Michael formula. The data collection method employed in this study includes primary data obtained through distributing questionnaires and secondary data obtained through literature review. The research results indicate that the variable of transformational leadership does not have a significant influence on turnover intention, while compensation has a significant influence on turnover intention. Both transformational leadership and compensation variables have a significant simultaneous influence on turnover intention. The coefficient values indicate a strong relationship between transformational leadership, compensation, and turnover intention, with an R value of 0.671 or 67.1%. The Adjusted R Square value shows that the variables of transformational leadership and compensation can explain 41.9% of the turnover intention variable, while the remaining 48.1% is influenced by other variables not explained in this study.