The Effect of Leadership Style on Employee Retention at Ayodya Resort Bali with Non-Physical Work Environment as Moderating Variable



Abstract Views
993

Downloads
3885

Citations

Share

##plugins.themes.bootstrap3.article.sidebar##

Submitted Sep 7, 2021
Published Dec 29, 2021
10.24018/ejbmr.2021.6.6.1093

Abstract viewed = 993 times

Table of Contents

##plugins.themes.bootstrap3.article.main##

This study aims to analyze the effect of leadership style, work environment on employee retention with non-physical work environment as a moderating variable. The research design used is associative. The research was conducted at Ayodya Resort Bali. The population of this study was 501 employees with 84 employees as samples. The sample selection technique is proportional stratified. The data collection method used is Observation, Interview, Questionnaire and analyzed by Moderated Regression Analysis (MRA). The results show that leadership style has a positive and significant effect on employee retention, the better the leadership style applied by the company, the employee's desire to remain in the company will also increase. The non-physical work environment strengthens the influence of leadership style on employee retention, the better the leadership style supported by a good non-physical work environment, the employee's desire to remain in the company will increase. Companies must always pay attention to the relationship between employees and the relationship between employees and superiors so that they continue to run well and harmoniously.

Keywords: Employee Retention, leadership style, Non-physical work environment

Downloads

Download data is not yet available.

References

  1. Aboramadan, M., & Dahleez, K. . (2020). Leadership styles and employees’ work outcomes in nonprofit organizations: the role of work engagement. Journal of Management Development, 39(7), 869–893. https://doi.org/https://doi.org/10.1108/JMD-12-2019-0499.
     Google Scholar
  2. Adzka, S. A. A., & Perdhana, M. S. (2017). Analisis Faktor yang Mempengaruhi Retensi Karyawan. Diponegoro Journal of Management, 6(4), 922–928.
     Google Scholar
  3. Agarwal, U. . (2016). Examining Perceived Organizational Politics Among Indian Managers: Engagement as Mediator and Locus of Control as Mediator. International Journal of Organizational Analysis, 24(3), 415–437.
     Google Scholar
  4. Aprilia, F., & Mukti, A. H. (2018). Pengaruh Lingkungan Kerja Dan Perceived Organization Support (Pos) Terhadap Kepuasan Kerja Dan Dampaknya Terhadap Retensi Karyawan. Jurnal Ilmiah Bisnis, Pasar Modal, Dan UMKM, 1(1), 19–26.
     Google Scholar
  5. Bibi, P., Ahmad, A., & Majid, A. H. . (2018). HRM Practices and Employee Retention: The Moderating Effect of Work Environment. Tourism and Hospitality Research, 1(1), 129–152. https://doi.org/https://doi.org/10.1108/978-1-78756-699-620181007.
     Google Scholar
  6. Disa, L. Z., & Djastuti, I. (2019). Analisis pengaruh penghargaan dan pengembangan karier terhadap retensi karyawan dengan kepuasan kerja sebagai variabel intervening (Studi pada Karyawan Perum LPPNPI AirNav Indonesia Kota Tangerang). Diponegoro Journal of Management, 1(1), 81–95.
     Google Scholar
  7. Fahim, M. G. . (2019). Strategic human resource management and public employee retention. Review of Economics and Political Science, 3(2), 20–39. https://doi.org/https://doi.org/10.1108/REPS-07-2018-002.
     Google Scholar
  8. Favour, A. A. (2016). An Investigation into the Impact of Leadership Styles on Employee Retention: Identifying which Leadership Style best encourages Employee Retention in the Nigerian Banking Sector. National College of Ireland, 1(1), 1.
     Google Scholar
  9. Irianto, D. (2018). Effect of Non-Physical Work Environment and Perceived Organizational Support on Retention with Job Satisfaction as Intervening Variable. Journal of STIE Putra Bangsa., 1(1), 1.
     Google Scholar
  10. Khalid, N., Pahi, M. H., & Ahmed, U. (2016). Losing your best talent: Can leadership retain employees? The dilemma of the banking sector of Hyderabad Sindh, Pakistan: A mediation investigation. International Review of Management and Marketing, 6(3), 608–616.
     Google Scholar
  11. Kia, N., Halvorsen, B., & Bartram, T. (2019). Ethical leadership and employee in-role performance: The mediating roles of organisational identification, customer orientation, service climate, and ethical climate. Personnel Review, 48(7), 1716–1733. https://doi.org/https://doi.org/10.1108/PR-12-2018-0514.
     Google Scholar
  12. Kossivi, B., Xu, M., & Kalgora, B. (2016). Study on determining factors of employee retention. Open Journal of Social Sciences, 4(5), 261.
     Google Scholar
  13. Kundu, S. C., & Lata, K. (2017). Effects of supportive work environment on employee retention: Mediating role of organizational engagement. International Journal of Organizational Analysis, 25(4), 703–722. https://doi.org/https://doi.org/10.1108/IJOA-12-2016-1100.
     Google Scholar
  14. Lyons, P., & Bandura, R. (2020). Employee turnover: features and perspectives. Development and Learning in Organizations, 34(1), 1–4. https://doi.org/https://doi.org/10.1108/DLO-02-2019-0048.
     Google Scholar
  15. Marezza, A. (2016). Pengaruh Lingkungan Kerja Non Fisik Dengan Kepuasan Kerja Sebagai Variabel Intervening Terhadap Turnover Intention Karyawan PT. Andika Lintas Samudera Banjarmasin. Jurnal Bisnis Dan Pembangunan, 5(2), 1.
     Google Scholar
  16. Mwita, K. M., & Tefurukwa, O. (2018). The influence of leadership on employee retention in Tanzania commercial banks. Leadership, 8(2), 1.
     Google Scholar
  17. Nantsupawat, A. (2017). Effects of nurse work environment on job dissatisfaction, burnout, intention to leave. International Nursing Review, 64(1), 91–98.
     Google Scholar
  18. Pawirosumarto, S., Sarjana, P. K., & Gunawan, R. (2017). The effect of work environment, leadership style, and organizational culture towards job satisfaction and its implication towards employee performance in Parador Hotels and Resorts, Indonesia. International Journal of Law and Management, 59(6), 1337–1358. https://doi.org/https://doi.org/10.1108/IJLMA-10-2016-0085.
     Google Scholar
  19. Purnamasari, N. P. L., & Netra, I. G. S. K. (2020). The Effect of Compensation and Internal Communication on Employee Engagement and Turnover Intention in Sankara Ubud Resort and Spa, Gianyar, Bali. American Journal of Humanities and Social Sciences Research, 4(1), 353–359.
     Google Scholar
  20. Ruby, T. (2017). Pengaruh kompensasi dan lingkungan kerja terhadap retensi karyawan pabrik PT. Pradha Karya Perkasa. Doctoral dissertation, Widya Mandala Catholic University Surabaya.
     Google Scholar
  21. Saiyed, A. A. . (2019). The role of leadership in business model innovation: a case of an entrepreneurial firm from India. New England Journal of Entrepreneurship, 22(2), 70–88. https://doi.org/https://doi.org/10.1108/NEJE-08-2019-0040.
     Google Scholar
  22. Saputra, E., & Danim, S. (2019). Pengaruh gaya kepemimpinan kepala sekolah dan suasana kerja terhadap kinerja guru. Manajer Pendidikan, 13(3), 249–259.
     Google Scholar
  23. Worang, B. A. J., & Mujiati, N. W. (2020). Effect of work stress and employee compensation on turnover intention with physical work environment as moderation. E-Journal of Management, 9(5), 1758–1777.
     Google Scholar
  24. Yuniarti, D., & Suprianto, E. (2020). Pengaruh gaya kepemimpinan dan tingkat Pendidikan terhadap kinerja karyawan pada direktoreat operasi/produksi PT. X. Jurnal Industri Elektro Dan Penerbangan, 4(2), 1.
     Google Scholar
  25. Yusliza, M. ., Noor Faezah, J., Ali, N., Mohamad Noor, N. ., Ramayah, T., Tanveer, M. I., & Fawehinmi, O. (2021). Effects of supportive work environment on employee retention: the mediating role of person–organisation fit. Industrial and Commercial Training, 53(3), 201–216. https://doi.org/https://doi.org/10.1108/ICT-12-2019-0111.
     Google Scholar