Z世代员工离职意愿下的真实领导力与人岗匹配作用

Andrey Afandi, Bagus Wicaksono, Pratista Satwika
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引用次数: 0

摘要

人力资源是公司实现愿景和使命的重要因素。公司必须能够适当关注员工的需求,否则员工会选择离开公司或有离职意向。z一代是目前公司的最新一代,他们倾向于在三个月内离职。初步研究表明,z世代员工的离职率高于z世代以外的员工。本研究旨在确定z世代员工真实领导力与符合离职意愿的个人工作之间的关系。在真正的领导者指导下工作的员工更喜欢自己的工作,对组织中的氛围更满意。此外,员工能力对工作需求的适应性也会影响员工的离职意愿。本研究的样本是某纺织公司z世代结构缝纫的93名员工。该研究采用多元回归分析技术进行分析。本研究使用的研究工具是离职意向量表、真实领导能力量表和个人工作适合度量表。结果表明,真正的领导能力与人-工作匹配度与离职意愿之间存在显著关系(p0.05),其次是人-工作适合度与离职意向之间存在显著相关性(p 0,05)。研究结果表明,员工的工作与离职意愿有显著的相关性(p<0.05)。在员工培训的基础上,员工可以获得高质量的培训。除此之外,政府还可以在解决问题之前,在工作岗位上解决问题。然而,由于大多数新一代人都有工作机会,他们可以通过管理来实现这一目标,因此,新一代的管理者拥有一个高水平的团队来实现新一代人才的流动。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Peran Kepemimpinan Autentik dan Person-Job Fit terhadap Turnover Intention pada Karyawan Generasi Z
Human resources are an important element in the company to achieve the company's vision and mission. Companies must be able to pay attention to the needs of employees properly, otherwise employees will choose to leave the company or have turnover intentions. Generation z, which is the newest generation in the company today, has a tendency to want to leave work within three months. Preliminary studies show the results that the ratio of the turnover percentage of generation z employees is higher than employees other than generation z. This study aims to determine the relationship between authentic leadership and person-job fit with turnover intention in Generation Z employees. Employees who work under the direction of authentic leaders enjoy their work more and feel more satisfied with the atmosphere in their organization. In addition, the suitability of the employee's ability to the demands of the job also has an effect on employee turnover intention. The sample of this research is 93 employees of generation z structural sewing in a textile company. The study was analyzed using multiple regression analysis techniques. The research instruments used in this study were the turnover intention scale, the authentic leadership scale, and the person-job fit scale. The results showed that there was a significant relationship between authentic leadership and person-job fit with turnover intention (p<0.05), and partially showed that there was no relationship between authentic leadership and turnover intention (p>0.05). Then the next results showed a significant relationship between person-job fit and turnover intention (p <0.05).   Perusahaan harus bisa memperhatikan kebutuhan karyawandengan baik, jika tidak karyawan akan memilih untukmeninggalkan perusahaan atau turnover intention. Generasi zyang menjadi angkatan terbaru di perusahaan saat ini,memiliki kecenderungan ingin meninggalkan pekerjaandalam waktu tiga bulan. Studi pendahuluan menunjukkanhasil bahwa perbandingan persentase turnover karyawangenerasi z lebih tinggi daripada karyawan selain generasi z.Penelitian ini bertujuan untuk menganalisis hubungan antarakepemimpinan autentik dan person-job fit dengan turnoverintention pada karyawan generasi z. Sampel penelitian iniadalah 93 karyawan generasi z bagian struktural sewing disebuah perusahaan tekstil. Penelitian dianalisis menggunakanteknik analisis regresi berganda. Instrumen penelitian yangdigunakan dalam penelitian ini adalah skala turnoverintention, skala kepemimpinan autentik, dan skala person-jobfit. Hasil penelitian menunjukan ada hubungan signifikanantara kepemimpinan autentik dan person-job fit denganturnover intention (p<0,05), dan secara parsial menunjukanbahwa tidak ada hubungan antara kepemimpinan autentikdengan turnover intention (p>0,05). Kemudian hasilselanjutnya menunjukan hasil yang hubungan signifikanantara person-job fit dengan turnover intention (p<0,05).Kecocokan antara kemampuan karyawan dengan tuntutanpekerjaan membuat karyawan memiliki keterlibatan kerjayang tinggi. Selain itu, pemimpin dengan gaya autentik dapatmelibatkan karyawan generasi z dalam pekerjaan danmendengarkan ide-ide karyawan sebelum mengambilkeputusan. Namun, banyak karyawan generasi z memilihbekerja dalam tim karena mereka dapat mengembangkan diridan mendapatkan pengakuan, sehingga pemimpin autentiktidak memiliki peran yang tinggi terhadap turnover intentionkaryawan generasi z secara parsial.
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