The Influence of Islamic Leadership and Islamic Organizational Culture on Turnover Intention Mediated By Employee Engagement at Assalaam Foundation Bandung
DOI:
https://doi.org/10.56956/abb7q510Keywords:
Islamic leadership, Islamic organizational culture, employee engagement, turnover intentionAbstract
The intention to change jobs threatens the sustainability of an organization; This study examines how Islamic Leadership and Islamic Organizational-Culture influence the intention to change jobs amongst teachers-staff at the Assalaam Foundation in Bandung, with Employee Engagement as a mediating variable. The researchers conducted a survey of 155 respondents; the questionnaire employed a five-point Likert-type scale, The PLS-SEM analysis revealed that out of five direct structural paths, only two paths are statistically significant: Islamic Leadership significantly enhances Employee Engagement (β = 0.586, p < 0.001), and Islamic Organizational Culture significantly drives Employee Engagement (β = 0.320, p = 0.009). Conversely, neither Islamic Leadership (β = -0.218, p = 0.288) nor Islamic Organizational Culture (β = -0.147, p = 0.458) exerts a statistically significant direct effect on Turnover Intention. Furthermore, Employee Engagement does not significantly influence Turnover Intention (β = 0.030, p = 0.850$) and fails to serve as a significant mediating variable for both Islamic Leadership (β = 0.017, p = 0.854) and Islamic Organizational Culture (β = 0.009, p = 0.859). Overall, the results of this study indicate Islamic leadership and organizational culture do enhance staff engagement but are not sufficient to reduce their desire to resign, either directly or through that engagement. It appears that there are still factors outside this model that have a far greater influence on the decision to change jobs at the Assalaam Foundation in Bandung.
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