PENGARUH KEPEMIMPINAN, KOMPENSASI, DAN KOMUNIKASI INTERNAL TERHADAP TURNOVER INTENTION KARYAWAN HOTEL CITY OF AVENTUS DENPASAR BALI

Abstrak

Penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan, kompensasi, dan komunikasi internal terhadap turnover intention karyawan Hotel City of Aventus Denpasar Bali, baik secara parsial maupun simultan. Penelitian ini menggunakan pendekatan kuantitatif dengan responden sebanyak 79 karyawan. Pengumpulan data dilakukan melalui kuesioner dan dianalisis menggunakan uji validitas, uji reliabilitas, uji asumsi klasik, analisis regresi linier berganda, koefisien determinasi, uji t, dan uji F. Hasil penelitian menunjukkan bahwa kepemimpinan berpengaruh negatif dan signifikan terhadap turnover intention dengan koefisien regresi sebesar -0,029 dan nilai signifikansi < 0,001. Kompensasi berpengaruh negatif dan signifikan terhadap turnover intention dengan koefisien regresi sebesar -0,375 dan nilai signifikansi 0,001. Komunikasi internal juga berpengaruh negatif dan signifikan terhadap turnover intention dengan koefisien regresi sebesar -0,135 dan nilai signifikansi < 0,001. Secara simultan, kepemimpinan, kompensasi, dan komunikasi internal berpengaruh signifikan terhadap turnover intention dengan nilai F-hitung sebesar 10,113 dan nilai signifikansi < 0,001. Nilai koefisien determinasi (R²) sebesar 0,288 menunjukkan bahwa ketiga variabel independen mampu menjelaskan 28,8% variasi turnover intention, sedangkan 71,2% dijelaskan oleh faktor lain di luar model penelitian. Kompensasi merupakan variabel yang paling dominan dengan nilai standardized beta sebesar -0,446.

This study aimed to analyze the effects of leadership, compensation, and internal communication on employees’ turnover intention at Hotel City of AventusDenpasar, Bali, both partially and simultaneously. This study employed a quantitative approach involving 79 employees as respondents. Data were collected through questionnaires and analyzed using validity testing, reliability testing, classical assumption testing, multiple linear regression analysis, the coefficient of determination, t-test, and F-test. The results showed that leadership had a negative and significant effect on turnover intention, with a regression coefficient of −0.029 and a significance value of p < 0.001. Compensation had a negative and significant effect on turnover intention, with a regression coefficient of −0.375 and a significance value of p = 0.001. Internal communication also had a negative and significant effect on turnover intention, with a regression coefficient of −0.135 and a significance value of p < 0.001. Simultaneously, leadership, compensation, and internal communication had a significant effect on turnover intention, with an F-value of 10.113 and a significance value of p < 0.001. The coefficient of determination (R²) of 0.288 indicates that the three independent variables explained 28.8% of the variance in turnover intention, while the remaining 71.2% was explained by other factors outside the research model. Compensation was the most dominant variable, with a standardized beta coefficient of −0.446.