Pengaruh Career Development, Kepemimpinan Transformasional, danPerceived Organizational SupportTerhadapTurnover IntentionDitinjau Berdasarkan PerspektifManajemen Sumber Daya Insani (MSDI) (Studi Pada Pegawai DPRD Kota Bandar Lampung )

Anita, Alfatmawati (2025) Pengaruh Career Development, Kepemimpinan Transformasional, danPerceived Organizational SupportTerhadapTurnover IntentionDitinjau Berdasarkan PerspektifManajemen Sumber Daya Insani (MSDI) (Studi Pada Pegawai DPRD Kota Bandar Lampung ). Diploma thesis, UIN RADEN INTAN LAMPUNG.

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Abstract

ABSTRAK Penelitian ini bertujuan untuk menganalisis pengaruh career development, kepemimpinan transformasional, dan perceived organizational support terhadap turnover intention ditinjau berdasarkan perspektif manajemen sumber daya insani. Penelitian ini dilakukan pada Pegawai DPRD Kota Bandar Lampung yang mengalami tantangan dalam pengembangan karir, kepemimpinan, serta dukungan organisasi yang berdampak pada keinginan untuk berpindah kerja (turnover). Metode penelitian ini mengunakan pendekatan kuantitatif dengan teknik pengumpulan data melalui penyebaran kuesioner secara offline dan wawancara kepada salah satu Pegawai DPRD Kota Bandar Lampung. Sampel yang digunakan pada penelitian ini berjumlah 127 orang dan untuk menganalisis peneliti menggunakan skala likert dan metode analisis data menggunakan SPSS 27. Hasil penelitian menunjukkan bahwa career developmenti tidak Berpengaruh Signifikan sedangkan, kepemimpinan transformasional, dan perceived organizational support berpengaruh signifikan terhadap turnover intention. Perspektif manajemen sumber daya insani (MSDI) menekankan pentingnya amanah, keadilan, dan kepedulian organisasi terhadap kesejahteraan. ABSRACT This study aims to analyse the influence of career development, transformasional leadership, and perceived organizational support on turnover intention from a human resource management perspective. this study was conducted on Bandar Lampung City Council (DPRD) employees who experienced challenges in career development, leadership, and organizational support, which impacted their desire to change jobs (turnover). This research method used a quantitative approach, with data collection techniques through offline questionnaires and intervies with one Bandar Lampung City DPRD employee. The sample used in this study was 127 individuals. For analysis, the researcher used a likert scale and SPSS 27 as data analysis methods. The results showed that career development had no significant effect, while transformational leadership and perceived organizational support had a significant effect on turnover intention. The human resource management (HRM) perspective emphasizes the importance of trustworthiness, fairness, and organizational concern for well-being.

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