ABSTRACT

The purpose of this study was to examine whether transformational leadership and authentic leadership had a negative and significant effect on turnover intentions. This study also examined whether transformational leadership and authentic leadership had a positive and significant effect on affective commitment and subsequently whether affective commitment had a negative and significant effect on turnover intentions. The study was conducted by distributing questionnaires to the employees of PT Dasa Anugerah Sejati, a company engaged in oil palm plantations in Jambi. This research uses SEM analysis technique method. The results of the study proved that all hypotheses are proven significant, but the effect of transformational leadership on turnover intentions is positive, and not negative. This is because the majority of respondents aged over 30 years and the majority of their educational background graduated from elementary school, so the transformational leadership style actually increases the turnover intentions, but authentic leadership will reduce turnover intentions.

Keywords: Transformational leadership, authentic leadership, turnover intention, affective commitment.

ABSTRAK

Tujuan penelitian ini adalah untuk menguji apakah kepemimpinan transformasional dan kepemimpinan otentik berpengaruh negatif dan signifikan terhadap niat keluar karyawan. Penelitian ini juga menguji apakah kepemimpinan transformasional dan kepemimpinan otentik berpengaruh positif dan signifikan terhadap komitmen afeksi dan selanjutnya apakah komitmen afeksi berpengaruh negatif dan signfikan terhadap niat kuluar. Penelitian dilakukan dengan cara membagikan kuesioner kepada para karyawan PT Dasa Anugerah Sejati, yaitu perusahaan yang bergerak di bidang perkebunan kelapa sawit di Jambi. Penelitian ini menggunakan metode teknik analisis SEM. Hasil penelitian membuktikan bahwa semua hipotesis terbukti signifikan, namun pengaruh kepemimpinan transformasional terhadap niat keluar karyawan justru positif, bukan negatif. Hal ini disebabkan karena mayoritas responden berusia di atas 30 tahun dan mayoritas latar belakang pendidikan mereka lulus SD, sehingga gaya kepemimpinan transformasional justru meningkatkan niat karyawan untuk berhenti bekerja, namuan kepemimpinan otentik akan menurunkan keinginan mereka untuk berhenti kerja.

Kata Kunci: Kepemimpinan transformasional, kepemimpinan otentik, niat keluar, komitmen afektif.

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