Pengaruh Personal Resources terhadap Job Hopping Intention pada Karyawan Generasi Z di Medan

Abstract

Human resource is an important element for organizations operating in the field of goods and services. However, there are various problems related to human resources that can arise in organizations, one of which is job hoping or changing jobs in a short time. This phenomenon, which is often observed in generation Z employees, can have a negative impact on the organization, because it can reduce the organization's reputation in the eyes of potential employees and increase their expenditure on recruiting and training new employees. This research aims to find out whether personal resources have an influence on job hoping intention among generation Z employees in Medan. The sample for this research was 188 people using non-probability sampling and purposive sampling techniques and processed using the SPSS for Windows program. The measuring instrument used in this study was adapted from the Job Hopping Intention Scale (JHIS) compiled by Yuen (2016) with reference to aspects taken from Ajzen's theory (1991), as well as the Generalized Self-Efficacy Scale using the Schwarzer measuring instrument (Schwarzer & Jerusalem, 2021), Pierce's measuring instrument (1989) in (Noguri et al., 2022) and the Life Orientation Test–Revised (LOT-R) developed by Scheier & Carver (1985), which was translated into the Indonesian version (Suryadi et al., 2021). The analysis technique uses simple linear regression analysis. The results of this research show that personal resources have a negative effect on job hoping intention among generation Z employees in Medan.