<![CDATA[Loyalitas karyawan merupakan aspek penting dalam menjaga keberlanjutan organisasi. Penelitian ini bertujuan menganalisis pengaruh inspirational motivation dan idealized influence terhadap employee loyalty dengan employee well-being sebagai variabel intervening pada PT Purnama Asih Surya Indonesia. Penelitian menggunakan pendekatan kuantitatif dengan metode explanatory survey. Data dikumpulkan melalui kuesioner berskala Likert lima poin kepada karyawan tetap dan dianalisis menggunakan SEM-PLS dengan SmartPLS 4. Hasil menunjukkan bahwa kedua dimensi kepemimpinan berpengaruh positif dan signifikan terhadap employee well-being dan employee loyalty. Employee well-being juga berpengaruh positif dan signifikan terhadap employee loyalty dengan koefisien jalur sebesar 0,685. Model menjelaskan 79,0% varians employee well-being dan 91,3% varians employee loyalty. Temuan ini menunjukkan pentingnya kepemimpinan inspiratif dan keteladanan dalam mendukung kesejahteraan serta loyalitas karyawan. Namun, interpretasi hasil perlu mempertimbangkan evaluasi validitas diskriminan antara employee well-being dan employee loyalty yang belum sepenuhnya terpenuhi. Employee loyalty is essential for organizational sustainability. This study aims to analyze the effects of inspirational motivation and idealized influence on employee loyalty, with employee well-being as an intervening variable at PT Purnama Asih Surya Indonesia. A quantitative approach with an explanatory survey method was employed. Data were collected through a five-point Likert-scale questionnaire distributed to permanent employees and analyzed using SEM-PLS with SmartPLS 4. The results indicate that both leadership dimensions have positive and significant effects on employee well-being and employee loyalty. Employee well-being also has a positive and significant effect on employee loyalty, with a path coefficient of 0.685. The model explains 79.0% of the variance in employee well-being and 91.3% of the variance in employee loyalty. These findings highlight the importance of inspirational and exemplary leadership in supporting employee well-being and loyalty. However, the interpretation of the results should consider the discriminant validity assessment between employee well-being and employee loyalty, which has not been fully established. ]]>
