| dc.description.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. | en_US |
