The Effect of Employee Engagement on Turnover Intentions with the Role of Leadership Support as a Moderation
Abstract
This study aims to explore the influence of employee engagement on turnover intentions, with leadership support as a moderating variable, among employees at the "Bunda Arif" Purwokerto Women's and Children's Hospital (RSIA) (Bunda Arif) in Purwokerto. The research method used was a qualitative approach with a case study design. Data were obtained through in-depth interviews, observations, and documentation of several employees and relevant leaders. The research results show that employee engagement plays a significant role in reducing employee intentions to leave the organization. However, high employee engagement does not necessarily guarantee low turnover intentions if it is not accompanied by adequate leadership support. Leadership support has been shown to strengthen the negative relationship between employee engagement and turnover intentions through effective communication, appreciation, and attention to employee needs. These findings provide practical implications for hospital management in designing employee retention strategies through strengthening employee engagement and supportive leadership.
Full Text:
PDFReferences
Journals:
Bakker, A. B., & Demerouti, E. (2007). The Job Demands-Resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328
Baskoroputro, R., & Pangestuti, I. R. D. (2025). the influence of employee engagement on turnover intention and burnout with supervisor support and coworker support as moderating variables. The International Journal of Social Sciences World, 7(1), 281–291.
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874–900.
Dohan, A., Rindika, Alpha, F., Mayhapdi, M. F., & Novrianto, A. (2025). Pengaruh Employee Engagement Terhadap Kepuasan Kerja Pegawai Di Kantor Kedinasan Kejaksaan Tinggi Sumatera Barat. Jurnal Ilmu Manajemen Dan Pendidikan, 01(04), 197–203.
Eisenberger, R., et al. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565–573.
Fauzia, N. K., & Marwansyah. (2020). Pengaruh Employee Engagement terhadap Turnover Intention Studi Kasus PT XYZ Bandung. Jurnal Riset Bisnis Dan Investasi, 6(1), 33–42. https://doi.org/10.35313/jrbi.v6i1.1873
Halbesleben, J. R. B., & Wheeler, A. R. (2008). The relative roles of engagement and embeddedness in predicting job performance and intention to leave. Work & Stress, 22(3), 242–256.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. *Academy of Management Journal*, 33(4), 692–724.
Rahman, A., Oemar, F., & N, A. (2023). Pengaruh Kepuasan Kerja Dan Keterikatan Karyawan Terhadap Turnover intention Pada Bank Syariah Indonesia Area Pekanbaru. Jurnal Komunitas Sains Manajemen, 2(2), 160–171.
Rahmawati, L., Aini, N., Pradana, F. A., & Ansori, M. I. (2023). Kajian Kepemimpinan Path Goal Theory Studi Literature Review. Jurnal Riset Dan Inovasi Manajemen, 1(3), 197–223.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293–315.
Sukoco, I., Fu’adah, dian nur, & Muttaqin, Z. (2020). Work Engagement of Millenial Generation Employees. Jurnal Pemikiran Dan Penelitian Administrasi Bisnis Dan Kewirausahaan, 5(3), 263–281.
Tao, J. (2023). A Study on the Impact of Employee Work Engagement on Turnover Intention: The Mediating Role of LMX and the Moderating Role of Leadership Support. International Journal of Interdisciplinary Studies in Social Science, 1(1), 1–11. https://doi.org/10.62309/SX9Y0Y15
Books:
Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage
Refbacks
- There are currently no refbacks.
License URL: https://creativecommons.org/licenses/by/4.0/deed.en
Jurnal SAMaJ Indexed by :
