Analisis Pengaruh Gaya Kepemimpinan Dan Budaya Organisasi Terhadap Minat Tetap Bekerja
DOI:
https://doi.org/10.37385/ceej.v7i6.11541Keywords:
Gaya Kepemimpinan, Budaya Organisasi, Minat Tetap Bekerja, Retensi KaryawanAbstract
Retensi karyawan merupakan salah satu tantangan utama yang dihadapi organisasi dalam lingkungan bisnis modern. Persaingan yang semakin ketat, perkembangan teknologi yang pesat, dan perubahan ekspektasi tenaga kerja menuntut organisasi tidak hanya mampu menarik karyawan berkualitas, tetapi juga mempertahankan mereka dalam jangka panjang. Tingginya tingkat perpindahan karyawan dapat menimbulkan berbagai dampak negatif, seperti meningkatnya biaya rekrutmen dan pelatihan, hilangnya pengetahuan organisasi, menurunnya produktivitas, serta terganggunya kinerja perusahaan secara keseluruhan. Oleh karena itu, pemahaman mengenai faktor-faktor yang memengaruhi minat tetap bekerja karyawan menjadi sangat penting dalam pengelolaan sumber daya manusia. Penelitian ini bertujuan untuk menganalisis pengaruh gaya kepemimpinan dan budaya organisasi terhadap minat tetap bekerja karyawan. Penelitian menggunakan pendekatan kuantitatif dengan metode survei. Data dikumpulkan dari 100 orang karyawan sektor jasa menggunakan kuesioner yang disusun berdasarkan skala Likert lima poin. Variabel independen yang digunakan adalah gaya kepemimpinan dan budaya organisasi, sedangkan variabel dependen adalah minat tetap bekerja. Analisis data dilakukan menggunakan Structural Equation Modeling-Partial Least Squares (SEM-PLS). Hasil penelitian menunjukkan bahwa gaya kepemimpinan berpengaruh positif dan signifikan terhadap minat tetap bekerja karyawan. Pemimpin yang mampu memberikan arahan yang jelas, dukungan, motivasi, dan kesempatan partisipasi kepada karyawan terbukti dapat meningkatkan loyalitas serta komitmen terhadap organisasi. Selain itu, budaya organisasi juga memiliki pengaruh positif dan signifikan yang lebih kuat terhadap minat tetap bekerja. Budaya yang ditandai oleh kerja sama, kepercayaan, inovasi, dan nilai-nilai bersama mampu menciptakan lingkungan kerja yang kondusif sehingga memperkuat keterikatan karyawan dengan organisasi. Temuan penelitian ini mendukung teori pertukaran sosial yang menjelaskan bahwa karyawan cenderung membalas perlakuan positif organisasi melalui peningkatan komitmen dan loyalitas. Penelitian ini memberikan kontribusi empiris dalam pengembangan literatur manajemen sumber daya manusia sekaligus memberikan implikasi praktis bagi organisasi dalam merancang strategi retensi karyawan yang lebih efektif.
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