Tingginya tingkat voluntary turnover seringkali menjadi masalah bagi organisasi. Terlebih lagi apabila voluntary turnover terjadi di sebuah program percepatan dalam rangka mencari karyawan-karayawan terbaik yang diharapkan menjadi penerus organisasi pada masa yang akan datang. Penemuan mengenai lemahnya dukungan atasan merupakan prediktor yang menjadi penyebab masalah tersebut. Peneliti mengajukan sebuah bentuk dukungan atasan melalui intervensi teori kepemimpinan dengan menggunakan gaya kepemimpinan servant leadership. Hal ini karena bahwa servant leadership memiliki karakteristik yang dapat menyumbang varian terhadap voluntary turnover lebih baik daripada persepsi dukungan atasan. Penelitian merupakan penelitian cross- sectional dengan menggunakan metode kuantitatif ini melibatkan karyawan program percepatan yang sudah mengundurkan diri dan yang masih bertahan.Data diambil dari karyawan dan mantan karyawan dari pogram percepatan karir untuk account executive di sebuah perusahaan di Jakarta, Indonesia N = 92 dan dianalisis menggunakan teknik regresi berganda dengan SPSS. Hasil penelitian menunjukkan bahwa baik dukungan atasan yang dirasakan maupun servant leadership berhubungan negatif dengan voluntary turnover. Hasil juga menunjukkan bahwa servant leadership menyumbang lebih banyak varian pada voluntary turnover melampaui persepsi dukungan atasan.

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The high level of voluntary turnover is often a problem for organization. Moreover, if voluntary turnover occurs in a development program which specifically conducted to find the best employee that is expected to be the next future leaders. From employees exit interview we found that lack of supervisor support is the main cause. Researcher propose a form of supervisor support through leadership theory intervention by using servant leadership. Researcher believe that servant leadership has characteristics that can contribute variants to voluntary turnover better than perceived supervisor support. It is because servant leadership has more complex characteristics than the perception of superior support.

This research is a cross sectional study using quantitative method and involving development program employees whom already resigned and those who are still working. Data were taken from employees and ex employees of 5 batches of development program in a company in Jakarta, Indonesia N 92 and were analyzed using multiple regression technique on SPSS software. Results showed that both perceived supervisor support and servant leadership were negatively related to voluntary turnover. Results also showed that servant leadership accounts for more variance on voluntary turnover over and above perceived supervisor support.