The Influence of Transformational Leadership and Organizational Justice on Intention to Stay with Mediated Work Engagement
DOI:
https://doi.org/10.61194/ijjm.v6i2.1507Keywords:
Transformational Ledership, Organizational Justice, Intention To Stay, Work EngagementAbstract
Good leadership and organizational justice will increase the desire to stay in the company, and job attachment will reinforce this. This study analyzes the effect of transformational leadership and organizational justice on intention to stay, mediated by job attachment. This study uses quantitative methods, with a population of CU employees in West Kalimantan and a sample of 202 people taken through probability sampling with a purposive sampling technique. Data analysis tools using Smart PLS 4.0. used to process data and perform analysis steps. The results showed that transformational leadership does not directly affect the intention to stay but significantly affects job attachment. Job attachment also mediates the relationship between transformational leadership and organizational justice on intention to stay.
Downloads
References
Adams, J. S., & Freedman, S. (1976). Equity theory revisited: Comments and annotated bibliography. In Advances in Experimental Social Psychology. https://doi.org/10.1016/S0065-2601(08)60058-1
Aggarwal, A., Jaisinghani, D., & Nobi, K. (2022). Effect of organizational justice and support on organizational commitment and employee turnover intentions: the mediating role of employee engagement. International Journal of Quality and Service Sciences, Vol. 14 No, 525–554. https://doi.org/10.1108/IJQSS-08-2021-0112
Aktürk, E. B. (2020). Organizational justice. In Studies on Balkan and Near Eastern Social Sciences (Vol. 4). https://doi.org/10.5040/9781718235960.ch-009
Alhadidi, E., Khrais, H., Khalifeh, A. H., & Ramzy, H. (2023). The effect of work motivation and work engagement on intention to stay among Jordanian nurses. Research Square, January, 1–19.
Aljohani, M. I., Arman, A. S., & Almaeeni, F. (2022). Work Engagement as Mediator in the Relationship between Job Resources and Employees Turnover Intention among Nursing Practitioners in Saudia Arabia. International Journal of Business and Management, 17(4), 64–79. https://doi.org/10.5539/ijbm.v17n4p64
Baset, M. A., & Kanak, N. A. (2021). Effect of Business Ethics on Employees Intention to Stay and the Mediating Role of Organizational Justice : A Study on Private Commercial Banks of Bangladesh Effect of Business Ethics on Employees Intention to Stay and the Mediating Role of Organizational. April 2022, 137–166.
Bass, B. M., & Riggio, R. E. (2006). T R a Nsfor M At Iona L L E Ade R Sh I P. In Transformational Leadership: Second Edition. https://www.taylorfrancis.com/books/9781135618896
Bellamkonda, N., Santhanam, N., & Pattusamy, M. (2020). Goal Clarity, Trust in Management and Intention to Stay: The Mediating Role of Work Engagement. Jurnal Manajemen Sumber Daya Manusia Asia Selatan, 1–20. https://journals.sagepub.com/doi/full/10.1177/2322093720965322
Bhramantyo, G., & Sawitri, D. R. (2021). Hubungan Antara Gaya Kepemimpinan Transformasional Dengan Keterikatan Kerja Pada Karyawan Perusahaan Pengolahan Kayu. Jurnal EMPATI, 10(1), 56–61. https://doi.org/10.14710/empati.2021.30421
Blau, P. M. (1964). Exchange and power in social life. In Exchange and Power in Social Life. https://doi.org/10.4324/9780203792643
Cao, T., Huang, X., Wang, L., Li, B., Dong, X., Lu, H., Wan, Q., & Shang, S. (2020). Effects of organisational justice, work engagement and nurses’ perception of care quality on turnover intention among newly licensed registered nurses: A structural equation modelling approach. Journal of Clinical Nursing, 29(13–14), 2626–2637. https://doi.org/10.1111/jocn.15285
Chatzoudes, D., & Chatzoglou, P. (2022). Factors Affecting Employee Retention: Proposing an Original Conceptual Framework. International Journal of Economics and Business Administration, X(1), 49–76. https://doi.org/10.35808/ijeba/748
Chen, D., Lin, Q., Yang, T., Shi, L., Bao, X., & Wang, D. (2022). Distributive Justice and Turnover Intention Among Medical Staff in Shenzhen, China: The Mediating Effects of Organizational Commitment and Work Engagement. Risk Management and Healthcare Policy, 15(April), 665–676. https://doi.org/10.2147/RMHP.S357654
Dewi, A. P., & Arisyahidin. (2021). Analisis Partisipasi Dan Gaya Kepemimpinan Terhadap Intention To Stay Dan Kinerja Pegawai Di Dinas Pendidikan Kabupaten Nganjuk. 21, 43–47.
El Dahan, F., Kassem, A., Shoma, A., & Mohammed, F. (2024). Effect of Organizational Justice on Staff Nurses’ Performance Appraisal and their Intention to Stay at Work. Mansoura Nursing Journal, 11(1), 85–96. https://doi.org/10.21608/mnj.2024.350304
Fauzia, & Marwansyah. (2020). Pengaruh Employee Engagement terhadap Turnover Intention Studi Kasus PT XYZ Bandung. Jurnal Riset Bisnis Dan Investasi, 6, 33–42. https://jurnal.polban.ac.id/an/article/view/1873
Ginting, S., Hartijasti, Y., & Rosnani, T. (2022). International Journal of Social Science Research and Review. 5(4), 214–228.
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24. https://doi.org/10.1108/EBR-11-2018-0203
Handayani, S., Mirza, M., Rachmatan, R., & Riamanda, I. (2022). Hubungan Antara Keadilan Organisasi Dengan Keterikatan Karyawan Pada Karyawan Tetap Pt. X. Seurune : Jurnal Psikologi Unsyiah, 5(2), 158–176. https://doi.org/10.24815/s-jpu.v5i2.26019
Hendrawan, A., Laras, T., Sucahyowati, H., & Cahyandi, K. (2020). Peningkatan Kepemimpinan Transformasional dengan Organizational Citizenship Behavior (OCB). Prosiding University Research Colloquium, 78–89. http://repository.urecol.org/index.php/proceeding/article/view/949
Jang, R., & Lee, W. S. (2023). Determinants of Attitude and the Intention to Stay of Employees in Low-Cost Carriers : Using Justice Theory. 1–13.
Jung, Y. R., & Choi, S. Y. (2020). The influence of organizational justice, organizational culture and emotional intelligence on retention intention in reemployed nurses. Journal of Korean Academy of Nursing Administration, 26(5), 501–510. https://doi.org/10.11111/jkana.2020.26.5.501
Kemie, S. S., & Purba, S. D. (2019). Efek Mediasi Kepuasan Kerja Pada Pengaruh Keterikatan Kerja Dan Manajemen Karir Terhadap Keinginan Untuk Tetap Tinggal Di Dalam Organisasi. Equilibrium: Jurnal Ekonomi-Manajemen-Akuntansi, 15(1), 177–194.
Kusumadewi, N., Razak, A., & Mukhlis, N. (2023). Pengaruh Kepuasan Kerja dan Kepemimpinan Tranformasional Terhadap Kinerja Asuhan Keperawatan di Instalasi Rawat Inap RSUD Labuang Baji Makassar. Journal of Muslim Community Health (JMCH) 2023, 4(3), 222–239.https://doi.org/10.52103/jmch.v4i3.1232JournalHomepage:https://pasca-umi.ac.id/index.php/jmch
Lesener, T., Gusy, B., Jochmann, A., & Wolter, C. (2019). The drivers of work engagement: A meta-analytic review of longitudinal evidence. Jurnal Internasional Pekerjaan, Kesehatan & Organisasi, 34(3), 1–20.
Liu, X. (Rose), Yu, J. (Jasper), Guo, Q., & Li, J. (Justin). (2022). Employee engagement, its antecedents and effects on business performance in hospitality industry: a multilevel analysis. International Journal of Contemporary Hospitality Management, 34(12), 4631–4652. https://doi.org/10.1108/IJCHM-12-2021-1512
Lupsa, D., Baciu, L., & Virga, D. (2020). Psychological capital, organizational justice and health: The mediating role of work engagement. Personnel Review, 49(1), 87–103. https://doi.org/10.1108/PR-08-2018-0292
Mahfouz, S., Sobihah Abd Halim, M., Suriawaty Bahkia, A., & Alias, N. (2022). How Sustainable Human Resource Management Practices Can Increase Intention to Stay Through Organisational Justice and Employee Engagement. International Transaction Journal of Engineering, 13(2), 1–19. https://doi.org/10.14456/ITJEMAST.2022.34
Meyer, J. P., & Allen, N. J. (1991). A Three-Component Conceptualization Of Organizational Commitment. 1(1), 61–89.
Monika, U. V., Daud, I., Sulistiowati, & Rosnani, T. (2024). The Influence Of Work Culture And Compensation On Intention To Stay With Knowledge Sharing As A Mediating Variable On Employees Of PT. Bank Pembangunan West Kalimantan Region Branch Sanggau. Jurnal Ekonomi, 13(3), 567–578. https://doi.org/10.54209/ekonomi.v13i03
Mulang, H. (2022). Analysis of The Effect of Organizational Justice, Worklife Balance on Employee Engagement and Turnover Intention. Golden Ratio of Human Resource Management, 2(2), 86–97. https://doi.org/10.52970/grhrm.v2i2.169
Pawerangi, M. H., & Amang, B. (2023). Pengaruh Gaya Kepemimpinan Transformasional Dan Kepuasan Kerja Terhadap Kinerja Perawat Di Rumah Sakit Umum Lasinrang Kabupaten Pinrang. SEIKO : Journal of Management & Business, 6(1), 468–476.
Praborini, Y., Asaroni, T., Naim, M., & Febriano, Y. (2021). Peran Kepemimpinan Transformasional dan Kepuasan Kerja Terhadap Niat untuk Tinggal dengan Keterikatan Kerja sebagai Mediasi. EKOMABIS: Jurnal Ekonomi Manajemen Bisnis, 2(02), 99–112. https://doi.org/10.37366/ekomabis.v2i02.185
Rahmadani, H., Daud, I., Fahruna, Y., Rosnani, T., & Azazi, A. (2023). Work engagement as a mediator of transactional leadership and workload on employee turnover intention. International Journal on Social Sciences, Economics and Arts, 13(3), 163–174.
Rahman, M. H. A., & Karim, D. N. (2022). Organizational justice and organizational citizenship behavior: the mediating role of work engagement. Heliyon, 8(5), 1–13. https://doi.org/10.1016/j.heliyon.2022.e09450
Ruhiyat, I., Meria, L., Julianingsih, D., & Kerja, K. (2022). Peran Pelatihan Dan Keterikatan Kerja Untuk Meningkatkan Kinerja Karyawan Pada Industri Telekomunikasi. 7(1), 90–110.
Saraswati, R., Hidayat, N., & Wolor, C. W. (2023). Faktor-Faktor yang Memengaruhi Intention to Stay pada Perusahaan Swasta di Jakarta. Jurnal Bisnis, Manajemen, Dan Keuangan, 9(1), 356–363.
Schaufeli, W. B., Salanova, M., ´Alez-Rom, V. G., & Bakker, A. B. (2002). The Measurement Of Engagement And Burnout: A Two Sample Confirmatory Factor Analytic Approach. In Journal ofHappiness Studies (Vol. 63). https://doi.org/10.1103/PhysRevE.63.021114
Shahid, S. A. M., Harun, S., Othman, A. K., Jani, S. H. M., Rahman, M. K. B. A., & Mohamed, R. N. (2020). Organisational justice and its implications on non-academic staff intention to stay: Evidence from private higher learning institutions in Malaysia. Malaysian Journal of Consumer and Family Economics, 24(S1), 153–168.
Siahaan, F. L., & Gatari, E. (2020). Searching for meaning: The mediating role of work engagement in the relationship between meaningful work and turnover intention of Millennials. Psikohumaniora, 5(1), 15–28. https://doi.org/10.21580/pjpp.v5i1.4305
Simon, K., Mulyono, A., Iskandar, H., Pratama, F. H., Astuti, W., & Aulia, A. (2021). Pengaruh Kepemimpinan dan Pengembangan Karir Terhadap Niat untuk Tinggal dengan Keterikatan Kerja sebagai Intervening. 1(1), 37–46.
Solehah, S., & Ratnasari, S. L. (2019). Pengaruh Gaya Kepemimpinan, Beban Kerja, Job Insecurity Terhadap Turnover Intention Karyawan PT. Federal Internasional Finance Cab Batam. Jurnal Dimensi, 8(2), 210–239. https://doi.org/10.33373/dms.v8i2.2153
Winata, A., Praja, K., Setyaningrum, R. P., & Rezeki, F. (2024). the Effect of Work Demands, Workload and Transformational Leadership Style on Intention To Stay Mediated By Job Satisfaction in Hr Managers of Automotive Companies in Bekasi Regency. Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE), 7(2), 3856–3868.
Downloads
Published
How to Cite
Issue
Section
License
This work is licensed under a Creative Commons Attribution 4.0 International License.
