THE RELATIONSHIP BETWEEN WORK-LIFE IMBALANCE TOWARDS EMPLOYEES TURNOVER INTENTION MODERATED BY TRANSFORMATIONAL LEADERSHIP

• Main Author: Anggie Agriva, Naomi
• Format: Final Project
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/40739
• Institution: Institut Teknologi Bandung

Employee is one of the most valuable capital in the organization since the organizational goals can be achieved because of the existence of the employees. Nowadays organizations come across too many unpredictability challenges in the dynamic and complex business environment. Organizations are now working hard to increase employee commitment and loyalty in order to reduce turnover rates. Employee turnover is one of the most strenuous issues to face organizations since it generates the big costs for organizations. The strongest signal of actual turnover is the intention of the employee to quit the organization. The difficulties in balancing conflicting demands of professional work and personal life thus increasingly influence the turnover intention amongst employees (Hughes and Bozionelos, 2005). Meanwhile, transformational leadership also plays an important role in minimizing the desire of quitting work since it brings engagement and satisfaction amongst employees, and make the employees are more likely to invest in the organizational goals (Schaufeli and Bakker, 2004). This research is conducted to explore the relationship of work-life imbalance on turnover intention among employees in Indonesia, with the role of transformational leadership as a moderating variable. The quantitative research method was selected and the questionnaire was used as the research instrument to collect data, with 428 respondents in total responded to the questionnaire. The respondents were workers ranging from 21-45 years old, from 21 cities in Indonesia where they work, have working hours more than or less than 40 hours per week, and normally work any hours outside the usual working hours. The moderated regression analysis (MRA) disclosed a noteworthy of the strong relationship between work-life imbalance toward turnover intention, in a sense that the majority of the employees 21-45 years old in Indonesia have an absence of work-life balance. The results revealed that the higher work-life imbalance the higher turnover intention will be, and some aspects that affect the work-life imbalance are dissatisfaction, poor behavior/performances, and work-related stress. Further, it was confirmed that this turnover intention among employees weakened after being moderated by transformational leadership.