Influence of Organizational Culture, Transformational Leadership, Compensation and Career Development on Job Satisfaction and Their Implications on Employees Turnover Intention of Pt Kalbe Farma Tbk (Published)
This study examines the effect of organizational culture, transformational leadership, compensation, and career development on job satisfaction and its implications for turnover intention, in employees of PT Kalbe Farma Tbk. The instrument used in this research is a questionnaire to 100 respondents, then analyzed descriptively and quantitatively. Descriptive analysis in this study is used to provide an overview of the characteristics of respondents and an overview of research variables. In contrast, quantitative analysis conducted by SEM – PLS (Partial Least Square) will test the hypothesis in this study. Based on the results of the analysis in this study, the results obtained are that:1) Organizational Culture has a positive effect on Job Satisfaction; 2) Transformational Leadership has a positive effect on Job Satisfaction; 3) Compensation has a positive effect on job satisfaction; 4) Career development has a positive effect on job satisfaction; 5) Organizational Culture has a negative effect on Turnover Intention; 6) Transformational Leadership has a positive effect on Turnover Intention; 7) Compensation has a negative effect on Turnover Intention; 8) Career Development has a negative effect on Turnover Intention; 9) Job Satisfaction has a negative effect on Turnover Intention.
Citation: Chrisna William, and Setyo Riyanto (2022) Influence of Organizational Culture, Transformational Leadership, Compensation and Career Development on Job Satisfaction and Their Implications on Employees Turnover Intention of Pt Kalbe Farma Tbk, Global Journal of Human Resource Management, Vol.10, No.1, pp.1-16
Transformational Leadership Model In Core Values Learning Of Faith Based Humanitarian Organizations Wahana Visi Indonesia (Published)
Presently, religious communities are experiencing a leadership crisis in various scientific fields, such as social, economic, etc. Leadership problems occur within the scope of religion, especially in the faith-based organizations (FBO) which are organizations that build their system, identity, duties and authority and even their leadership model based on faith or religion. This research is using qualitative method with experimental case study approach and the data collection system was done in natural setting using primary data source, and data collection technique on participant observation, using in-depth interview and documentation. The selection of informants was done based on the technique of purposive sampling with the number of informants as many as 32 informants. In this research, it is concluded that (a) The implementation of transformational leadership in learning 3 (three) core values in Wahana Visi Indonesia has not been fully and maximally applied in bridging between the organization’s identity as FBNGO and the factors in transformational leadership; (b) The management of Transformational leadership in faith-based institutions (Faith Based NGO) is directed toward a major value-transformation orientation in which the idealizing of a leader is an exemplary factor and wanted to be imitated by staff in the form of values of a leader’s character and behaviour; (c) The changes resulted from transformational leadership have 4 (four) components: idealizing influence, inspirational motivation, intellectual stimulation and attention to subjects in core values learning.
Ready to Take Off With 21st Century Leadership Styles to Influence Teacher Commitment in the Central Region of Ghana. (Published)
The study investigated the relationship between head teachers’ leadership styles and their teachers’ commitment. The ‘full-range leadership theory’ by Bass and Avolio (1995) and the ‘organizational commitment model’ guided the study. The study employed a cross-sectional survey design by collecting both quantitative and qualitative data. Data were collected by an adapted version of Bass and Avolio’s (1997) Multifactor Leadership Questionnaire, Meyer and Allen’s (1991) Organizational Commitment Questionnaire to gather quantitative data, and self-constructed semi-structured interview guide was used to gather qualitative data. A multistage sampling technique was used to select 254 head teachers and their teachers from public basic schools in Ekumfi District. The quantitative data were analyzed using descriptive statistics (mean, standard deviation) and inferential statistics like Pearson’s moment correlation and multiple regressions were generated whiles the qualitative data were analyzed through content analysis. The findings revealed a weak but significant positive correlation between leadership styles and commitment (r=.41, p=.00). Further, a weak but significant positive relationship was established between transformational(r= .36,p=.00, transactional(r=.43, p=00) and laissez-faire(r= .13, p= .05) type of leadership and overall teacher commitment. The study disclosed that head teachers’ demographic factors do not significantly impact on their leadership styles. It was recommended that the Ministry of Education and the Ghana Education Service should pay attention to leadership styles of head teachers so as to heighten commitment of teachers in Ekumfi District.