Intention To Leave Reduction Model Through Employee Engagement Strengthening Framework
Abstract
Abstract. The research is included in the literature review that analyzes the model for increasing the decrease in intention to leave through a framework for strengthening employee engagement. The problem in this study is based on the gap phenomenon, namely the high intention to leave of health workers at the Pratama Clinic in Semarang City and the research gap on efforts to reduce the intention to leave.In this study, only research was conducted for health workers of the Pratama Capitation Clinic 5000 throughout Semarang City. This study uses the Structural Equity Modeling (SEM) analysis method, and is assisted by the AMOS program to obtain knowledge about the model described so that it is in line with the actual facts in the field. The results of this study show that workplace relationship quality, psychological empowerment leadership, and meaningful work have an effect on employee engagement. In this study, the largest contribution is meaningful work, meaningful work is the dominant variable influencing employee engagement. The research model on the effect of workplace relationship quality, psychological leadership empowerment and meaningful work on employee engagement in reducing intention to leave has the feasibility to be studied using a fit model based on SEM. The results obtained in this study provide confirmation of previous studies that have been carried out by: Ehrhardt, (2018); Papalexandris, (2018); Ahmed et al., (2016); and Chrisdiana and Rahardjo, (2017)which shows results that workplace relationship quality, psychological empowerment leadership and meaningful work influence employee engagement in reducing intention to leave.
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DOI: http://dx.doi.org/10.30659/jrbi.v13i1.43801
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