Peran Leader-Member Exchange (LMX) dan Occupational Stress untuk Memprediksi Intensi Turnover

Ramadhan Ulfah Widyaningsih, Ridwan Saptoto

Abstract


The aim of this study was to examine the effect of leader-member exchange (LMX) and occupational stress on the turnover intention on PT. Komatsu Indonesia’s employees. It was hypothesized that leader-member exchange (LMX) and occupational stress predict turnover intention together. The subjects of this study were 66 employees of PT. Komatsu Indonesia that had been working for at least 3 years. The data were obtained using the turnover intention scale, LMX-MDM (Leader-Member Exchange-Multidimensional Dimension Measure) scale, and SDS (Stress Diagnostic Survey) scale. The data were analyzed using multiple linear regression. Results showed that occupational stress significantly predicts turnover intention. The hypothesis was rejected because leader-member exchange (LMX) and occupational stress didn’t predict turnover intention together. The significance level of occupational stress’s effect on turnover intention is 0.044 (p<0.05) and it explained 7.2% of turnover intention. Findings does not support the role of LMX and occupational stress in predicting turn over intention.

Keywords


leader-member exchange; occupational stress; turnover intention

References


Aamodt, M. G. (2004). Applied industrial/organizational psychology. USA: Wadsworth.

Ali, K., & McWilliams. (2011). Implementation on leader-member exchange theory and factor of employee wellbeing to predict employee intention to quit. International Journal of Arts & Sciences, 4(12), 197-214.

bisniskeuangan.kompas.com. (2016, Februari 02). Bisnis lesu, United Tractors pangkas karyawan. http://bisniskeuangan.kompas.com/read/2016/02/02/083400226/Bisnis.Lesu.United.Tractors.Pangkas.Karyawan (diakses Kamis 14 April 2016 pukul 22.13).

Caponetti, A. R. (2012). The correlates of work role stress with employee burnout, engagement. Knoxville: Doctoral Dissertations University of Tennessee.

Cohen, A., & Golan, R. (2007). Predicting absenteeism and turnover intetions by past absenteeism and work attitudes: An empirical examination of female employees in long term nursing care facilities. Career Development International , 12(5), 416-432. doi: 10.1108/13620430710773745.

Dienesch, R. M., & Liden, R. C. (1986). Leader-member exchange model of leadership: A critique and further development. The Academy of Management Review, 11(3), 618-634. doi: 10.2307/258314

Dipboye, R. L., Smith, C. S., & Howell, W. C. (1994). Understanding industrial and organizational psychology. USA: Holt, Rinchart and Winston, Inc.

Dysvik, A., & Bard, K. (2010). Exploring the relative and combined influence of mastery-approach goals and work intrinsic motivation on employee turnover intention. Emerald Group Publishing Limited, 39(5), 622-638. doi: 10.1108/00483481011064172.

Ezell, P. A. (2003). Job stress and turnover intentions among tennessee cooperative extension system employees. Knoxville: The University of Tennessee.

Field, A. (2000). Discovering statistics using SPSS for Windows. London: Sage Publications. Greenberg, J. S. (2002). Comprehensive stress management (Edisi ketujuh). New York: McGraw-Hill.

Guimaraes, T., & Igbaria, M. (1992). Determinants of turnover intentions: Comparing IC and IS personnel. Information Systems Research, 3(3), 273-303. doi: 10.1287/isre.3.3.273.

Hadi, S. (1991). Statistik. Yogyakarta: Andi Offset.

Hasibuan, M. S. (2009). Manajemen sumber daya manusia. Jakarta: PT Bumi Aksara.

Jaramillo, F., Mulki, J. P., & Solomon, P. (2006). The role of ethical climate on salesperson's role stress, job attitudes, turnover intention, and job performance. The Journal of Personal Selling and Sales Management , 26(3), 271-282. doi: 10.2753/PSS0885-3134260302.

Jex, S. M., & Britt, T. W. (2008). Organizational psychology. New Jersey: John Wiley & Sons.

Kreitner, R., & Kinicki, A. (2001). Organizational behavior. New York: McGraw-Hll.

Layne, C. M., Hohenshil, T. H., & Singh, K. (2004). The relationship of occupational stress, psychological strain, and coping resources to the turnover intentions of rehabilitation counselors. Rehabilitation Counseling Bulletin, 68(1), 19-30. doi: 10.1177/00343552040480010301.

Mangkunegara, A. P. (2000). Manajemen sumber daya manusia perusahaan. Bandung: PT. Remaja Rosdakarya.

Mundi, D. A. (2012). Hubungan antara komunikasi yang efektif atasan kepada bawahan dengan intensi turnover pada karyawan divisi news & current affairs kompas inspirasi Indonesia. Yogyakarta: Skripsi UGM.

Priyatno, D. (2012). Cara kilat belajar analisis data dengan SPSS 20. Yogyakarta: CV Andi Offset. Robbins, S. P. (2005). Organizational behavior. New Jersey: Pearson Education.

Robbins, S. P. (2006). Perilaku organisasi. PT. Indeks: Kelompok Gramedia.

Shapiro, J., Shore, L., Taylor, M. S., & Tetrick, L. (2004). The employment relationship. New York: Oxford University Press.

Syahronica, G., Hakam, M. S., & Ruhana, I. (2015). Pengaruh kepuasan kerja dan stres kerja terhadap turnover intention (Studi pada karyawan departemen dunia fantasi PT Pembangunan Jaya Ancol, Tbk). Jurnal Administrasi Bisnis (JAB), 20(1), 1-6.

Tsai, S. P., Bernacki, E. J., & Lucas, L. J. (1989). A longitudinal method of evaluating employee turnover. Journal of Business and Psychology, 3(4), 465-473. doi: 10.1007/BF01020714.

Vecchio, R. P., & Norris, W. R. (1996). Predicting employee turnover from performance, satisfaction, and leader-member exchange. Journal of Business and Psychology , 11(1), 113-125. doi: 10.1007/BF02278260.

www.kemenperin.go.id. (2015). Produksi alat berat "Tergilas" penurunan sektor tambang. http://www.kemenperin.go.id/artikel/4806/Produksi-Alat-Berat (diakses Kamis 14 April 2016 pukul 21.30).

Zhang, Y. (2016). A review of employee turnover influence factor and countermeasure. Journal of Human Resource and Sustainability Studies, 4, 85-91. doi: 10.4236/jhrss.2016.42021


Full Text: PDF

DOI: 10.22146/gamajop.47979

Refbacks

  • There are currently no refbacks.


Copyright (c) 2019 Gadjah Mada Journal of Psychology (GamaJoP)

Creative Commons License
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.