The Influence of Leadership Style and Compensation on Employee Turnover Intention Mediated by Work Motivation at Mitra Medika Tambakan Clinic in Subang

Padma Sari Sanjaya; PM. Budi Haryono; Fushen F

doi:10.55927/fjmr.v5i1.678

Authors

Padma Sari Sanjaya Krida Wacana Christian University
PM. Budi Haryono Krida Wacana Christian University
Fushen F Krida Wacana Christian University

DOI:

https://doi.org/10.55927/fjmr.v5i1.678

Keywords:

Leadership Style, Compensation, Work Motivation, Turnover Intention

Abstract

In this research, we will examine the relationship between leadership style, remuneration, and turnover intention via the lens of work motivation, which will serve as a mediator. A total of 126 staff members from Klinik Mitra Medika Tambakan Subang participated in this survey-based quantitative study. We used SmartPLS version 4 and the Structural Equation Modeling-Partial Least Squares approach to evaluate the data received from the surveys. Leadership style has a negative and statistically significant influence on turnover intention, but no effect on work motivation, according to the data. While pay does influence employee motivation, it does not influence their decision to leave their current position. In addition, there is a negative and statistically significant relationship between job motivation and intention to leave. The results of the indirect effect analysis reveal that while job satisfaction does not play a mediating role in the connection between management style and desire to leave, it does so in the case of remuneration. In the case of Mitra Medika Tambakan Subang Clinic, these results show that leadership style has a direct effect on workers' intention to quit, whereas remuneration influences turnover intention via enhanced willingness to work. The clinical management team hopes to use the study's findings to improve HR policies pertaining to staff retention and the organization's capacity to weather the long haul.

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