Pengaruh Servant Leadership Terhadap Keinginan Genenerasi Z Berpindah Pekerjaan

https://doi.org/10.35912/simo.v6i1.3952
Published: Apr 17, 2025

Abstract:

Purpose: This study aims to deepen the understanding of the influence of servant leadership on turnover intention, with a case study focused on Generation Z employees in micro enterprises in Samarinda City.

Methodology: This study is a causal research aimed at testing the influence of servant leadership on turnover intention among Generation Z employees working in micro enterprises in Samarinda City. The research method used is PLS-SEM, with 65 respondents.

Results: Servant leadership can significantly reduce the intention of Generation Z to switch jobs. This means that the stronger the application of leadership principles focused on service, empathy, and employee empowerment, the lower the tendency of Generation Z to leave their jobs. Additionally, it was found that servant leadership can explain 37.00% of the variation in turnover intention.

Limitations: This study focuses only on Generation Z employees in micro-enterprises in Samarinda City, with fewer than 100 respondents, so it cannot be used as a sufficiently strong basis to explain the behavior of Generation Z employees in general across different types of businesses.

Contribution: This study found that a leadership style that prioritizes employee well-being and the development of positive interpersonal relationships can be an effective strategy in increasing loyalty and reducing turnover intention, particularly among the younger workforce, who tend to switch jobs more easily.

Keywords:
1. Generation Z Employee
2. Micro Business Employee
3. Servant Leadership
4. Turnover Intentions
Authors:
1 . Yurdi Maulidani
2 . Reza Luqman Hakim
3 . Bejo Santoso
4 . Riduansah Riduansah
5 . Saiful Saiful
View PDF
How to Cite
Maulidani, Y. ., Hakim, R. L., Santoso, B. ., Riduansah , R. ., & Saiful , S. . (2025). Pengaruh Servant Leadership Terhadap Keinginan Genenerasi Z Berpindah Pekerjaan. Studi Ilmu Manajemen Dan Organisasi, 6(1), 201–209. https://doi.org/10.35912/simo.v6i1.3952
Download Citation
  1. Endnote/Zotero/Mendeley (RIS)
  2. BibTeX

Downloads

Download data is not yet available.
Issue & Section
Vol. 6 No. 1 (2025): April
Articles
Creative Commons License

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

References

    Anh Do, D., Diem Doan, Q., Khanh Vu, L., Thi Le, T., Minh Tran, N., & Linh Nguyen, G. (2023). Antecedents of turnover intention among gen z in vietnam: the mediating role of affective commitment. Cogent Business & Management, 10(3), 1–20. https://doi.org/10.1080/23311975.2023.2267811

    Ardan, M., & Jaelani, A. (2021). Manajemen Sumber Daya Manusia: Turnover Intention dapat Mempengaruhi Kualitas Kinerja Perusahaan. Pena Persada.

    Belete, A. (2018). Turnover intention influencing factors of employees: an empirical work review. Journal of Entrepreneurship & Organization Management, 7(3), 23–31. https://doi.org/10.4172/2169-026X.1000253

    Brohi, N. A., Jantan, A. H., Qureshi, M. A., Bin Jaffar, A. R., Bin Ali, J., & Bin Ab Hamid, K. (2018). The impact of servant leadership on employees attitudinal and behavioural outcomes. Cogent Business & Management, 5(1), 1–17. https://doi.org/10.1080/23311975.2018.1542652

    Dhiman, S. K., & Roberts, G. E. (2021). The Palgrave Handbook of Servant Leadership (S. K. Dhiman & G. E. Roberts (eds.)). Springer International Publishing. https://doi.org/10.1007/978-3-030-69802-7

    Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.2307/3151312

    Ghozali, I., & Latan, H. (2015). Partial Least Square: Konsep Teknik dan Aplikasi Menggunakan Program SmartPLS 3.0. Badan Penerbit Universitas Diponegoro.

    Hair, J. F., Babin, B. J., Anderson, R. E., & Black, W. C. (2019). Multivariate Data Analysis (8th Edn Cengage). Pearson Prentice.

    Hartini, H. (2021). Person Organization Fit (P-O Fit), Quality of Work Life, dan Keadilan Organisasi. Penerbit NEM.

    Huning, T. M., Hurt, K. J., & Frieder, R. E. (2020). The effect of servant leadership, perceived organizational support, job satisfaction and job embeddedness on turnover intentions. Evidence-Based HRM: A Global Forum for Empirical Scholarship, 8(2), 177–194. https://doi.org/10.1108/EBHRM-06-2019-0049

    Jogiyanto, H. M., & Abdillah, W. (2015). Partial Least Square (PLS): Alternatif Structural Equation Modeling (SEM) dalam Penelitian Bisnis. Andi Offset.

    Lazzari, M., Alvarez, J. M., & Ruggieri, S. (2022). Predicting and explaining employee turnover intention. International Journal of Data Science and Analytics, 14(3), 279–292. https://doi.org/10.1007/s41060-022-00329-w

    Malhotra, N. K., & Dash, S. (2016). Marketing Research an Applied Orientation. Pearson India Education Services.

    Maulidah, K., Ali, S., & Pangestuti, D. C. (2022). Pengaruh beban kerja dan kepuasan kerja terhadap turnover intention karyawan RSU “ABC” jakarta selatan. Jurnal Akuntansi, Keuangan, Dan Manajemen, 3(2), 159–176. https://doi.org/10.35912/jakman.v3i2.611

    Muzakki, M., & Heryyanto, A. (2023). How does servant leadership affect turnover intention a company? Indonesian Business Review, 6(2), 87–97. https://doi.org/10.21632/ibr.6.2.87-97

    Ngaliman, N., Catrayasa, I. W., & Lie, L. (2024). The influence of leadership, remuneration, competency on employee turnover intention with organizational culture as an intervening variable at Bank Ekonomi Rakyat Sejahtera Batam. Journal of Multidisciplinary Academic and Practice Studies, 2(3), 625–639. https://doi.org/10.35912/jomaps.v2i3.2376

    Omanwar, S. P., & Agrawal, R. K. (2022). Servant leadership, organizational identification and turnover intention: an empirical study in hospitals. International Journal of Organizational Analysis, 30(2), 239–258. https://doi.org/10.1108/IJOA-08-2020-2374

    Putri, N. H. (2023). Literatur riview terhadap turnover intention: pengaruh kepuasan kerja dan stres kerja. Studi Ilmu Manajemen Dan Organisasi, 4(1), 51–61. https://doi.org/10.35912/simo.v4i1.1728

    Sanjaya, R., & Daniel, D. (2024). An examination of factors influencing turnover intentions among generation z employees. Banking & Management Review, 12(2), 106–118. https://doi.org/10.52250/bmr.v12i2.880

    Sanusi, A. (2017). Metodologi Penelitian Bisnis. Salemba Empat.

    Sari, S. Y., Aima, M. H., & Zefriyenni, Z. (2024). Mengurai Turnover Intention: Strategi Mempertahankan Karyawan. Gita Lentera.

    Subagyo, T., Muftiyanto, T. N., & Windarko, W. (2024). Turnover intention among generation z employees: the mediating role of burnout in the relationship between workload. Dinasti International Journal of Digital Business Management, 5(4), 844–849. https://dinastipub.org/DIJDBM/article/view/3188

    Sumi, R., & Mesner-Andolšek, D. (2016). The Integrity of the Servant Leader. Routledge. https://doi.org/10.4324/9781315449647

    Susanto, P. (2021). Pandemi dan Anak Bangsa Menjadi Pintar. Tsaqiva Publishing.

    Wahyuni, S., & Sofyan, D. (2022). Teori serta Implementasi dalam Komitmen dan Anggaran Waktu. Pena Persada.

  1. Anh Do, D., Diem Doan, Q., Khanh Vu, L., Thi Le, T., Minh Tran, N., & Linh Nguyen, G. (2023). Antecedents of turnover intention among gen z in vietnam: the mediating role of affective commitment. Cogent Business & Management, 10(3), 1–20. https://doi.org/10.1080/23311975.2023.2267811
  2. Ardan, M., & Jaelani, A. (2021). Manajemen Sumber Daya Manusia: Turnover Intention dapat Mempengaruhi Kualitas Kinerja Perusahaan. Pena Persada.
  3. Belete, A. (2018). Turnover intention influencing factors of employees: an empirical work review. Journal of Entrepreneurship & Organization Management, 7(3), 23–31. https://doi.org/10.4172/2169-026X.1000253
  4. Brohi, N. A., Jantan, A. H., Qureshi, M. A., Bin Jaffar, A. R., Bin Ali, J., & Bin Ab Hamid, K. (2018). The impact of servant leadership on employees attitudinal and behavioural outcomes. Cogent Business & Management, 5(1), 1–17. https://doi.org/10.1080/23311975.2018.1542652
  5. Dhiman, S. K., & Roberts, G. E. (2021). The Palgrave Handbook of Servant Leadership (S. K. Dhiman & G. E. Roberts (eds.)). Springer International Publishing. https://doi.org/10.1007/978-3-030-69802-7
  6. Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.2307/3151312
  7. Ghozali, I., & Latan, H. (2015). Partial Least Square: Konsep Teknik dan Aplikasi Menggunakan Program SmartPLS 3.0. Badan Penerbit Universitas Diponegoro.
  8. Hair, J. F., Babin, B. J., Anderson, R. E., & Black, W. C. (2019). Multivariate Data Analysis (8th Edn Cengage). Pearson Prentice.
  9. Hartini, H. (2021). Person Organization Fit (P-O Fit), Quality of Work Life, dan Keadilan Organisasi. Penerbit NEM.
  10. Huning, T. M., Hurt, K. J., & Frieder, R. E. (2020). The effect of servant leadership, perceived organizational support, job satisfaction and job embeddedness on turnover intentions. Evidence-Based HRM: A Global Forum for Empirical Scholarship, 8(2), 177–194. https://doi.org/10.1108/EBHRM-06-2019-0049
  11. Jogiyanto, H. M., & Abdillah, W. (2015). Partial Least Square (PLS): Alternatif Structural Equation Modeling (SEM) dalam Penelitian Bisnis. Andi Offset.
  12. Lazzari, M., Alvarez, J. M., & Ruggieri, S. (2022). Predicting and explaining employee turnover intention. International Journal of Data Science and Analytics, 14(3), 279–292. https://doi.org/10.1007/s41060-022-00329-w
  13. Malhotra, N. K., & Dash, S. (2016). Marketing Research an Applied Orientation. Pearson India Education Services.
  14. Maulidah, K., Ali, S., & Pangestuti, D. C. (2022). Pengaruh beban kerja dan kepuasan kerja terhadap turnover intention karyawan RSU “ABC” jakarta selatan. Jurnal Akuntansi, Keuangan, Dan Manajemen, 3(2), 159–176. https://doi.org/10.35912/jakman.v3i2.611
  15. Muzakki, M., & Heryyanto, A. (2023). How does servant leadership affect turnover intention a company? Indonesian Business Review, 6(2), 87–97. https://doi.org/10.21632/ibr.6.2.87-97
  16. Ngaliman, N., Catrayasa, I. W., & Lie, L. (2024). The influence of leadership, remuneration, competency on employee turnover intention with organizational culture as an intervening variable at Bank Ekonomi Rakyat Sejahtera Batam. Journal of Multidisciplinary Academic and Practice Studies, 2(3), 625–639. https://doi.org/10.35912/jomaps.v2i3.2376
  17. Omanwar, S. P., & Agrawal, R. K. (2022). Servant leadership, organizational identification and turnover intention: an empirical study in hospitals. International Journal of Organizational Analysis, 30(2), 239–258. https://doi.org/10.1108/IJOA-08-2020-2374
  18. Putri, N. H. (2023). Literatur riview terhadap turnover intention: pengaruh kepuasan kerja dan stres kerja. Studi Ilmu Manajemen Dan Organisasi, 4(1), 51–61. https://doi.org/10.35912/simo.v4i1.1728
  19. Sanjaya, R., & Daniel, D. (2024). An examination of factors influencing turnover intentions among generation z employees. Banking & Management Review, 12(2), 106–118. https://doi.org/10.52250/bmr.v12i2.880
  20. Sanusi, A. (2017). Metodologi Penelitian Bisnis. Salemba Empat.
  21. Sari, S. Y., Aima, M. H., & Zefriyenni, Z. (2024). Mengurai Turnover Intention: Strategi Mempertahankan Karyawan. Gita Lentera.
  22. Subagyo, T., Muftiyanto, T. N., & Windarko, W. (2024). Turnover intention among generation z employees: the mediating role of burnout in the relationship between workload. Dinasti International Journal of Digital Business Management, 5(4), 844–849. https://dinastipub.org/DIJDBM/article/view/3188
  23. Sumi, R., & Mesner-Andolšek, D. (2016). The Integrity of the Servant Leader. Routledge. https://doi.org/10.4324/9781315449647
  24. Susanto, P. (2021). Pandemi dan Anak Bangsa Menjadi Pintar. Tsaqiva Publishing.
  25. Wahyuni, S., & Sofyan, D. (2022). Teori serta Implementasi dalam Komitmen dan Anggaran Waktu. Pena Persada.