PENGARUH TRANSFORMATIONAL LEADERSHIP TERHADAP TURNOVER INTENTIONS DIMEDIASI WORK STRESS DAN DIMODERASI ACTIVITY DEPARTMENT DI RUMAH SAKIT UMUM PEKERJA

Trias Wibowo; Abdul Haeba  Ramli

doi:10.34127/jrlab.v15i1.2057

Authors

Trias Wibowo Universitas Esa Unggul
Abdul Haeba Ramli Universitas Esa Unggul

DOI:

https://doi.org/10.34127/jrlab.v15i1.2057

Keywords:

Transformational Leadership, Turnover Intentions, Work Stress, Activity Department

Abstract

High turnover intentions are a major problem in human resource management in the healthcare sector, negatively impacting the quality of medical services in hospitals, patient safety, and economic impacts such as increased operational costs, decreased employee productivity, and potential declines in service quality and customer satisfaction. Factors such as transformational leadership, work stress, and activity department play an important role in influencing turnover intentions. This study aims to determine the relationship between transformational leadership, work stress, and turnover intention at the Rumah Sakit Umum Pekerja, specifically investigating the mediating role of work stress and the moderating role of activity department. The sample of this study was 164 respondents working at the Rumah Sakit Umum Pekerja selected using a purposive sampling method. The respondent data were analyzed using the Structural Equation Model (SEM) and Smart PLS 4.0. The results of the study prove that transformational leadership has a negative and significant effect on turnover intentions and work stress. A significant relationship was found between work stress and turnover intentions. Work stress mediates the relationship between transformational leadership and turnover intentions. Next, the moderating effect of activity department on the relationship between transformational leadership and turnover intentions was determined. Managerial implications for reducing employee turnover intentions by emphasizing the importance of transformational leadership in reducing work stress and turnover intentions. Practical implications include the need for leadership training, work stress management, workload evaluation of each department's activities, and periodic performance evaluations to ensure that the retention and transformational leadership policies implemented have a positive impact on employees in the healthcare sector.

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