Pengaruh Continuance Commitment terhadap Job Hopping Intention pada Karyawan Generasi Z di Kota Medan

Abstract

Globally, by 2022 it is estimated that employee turnover and desire to quit their jobs will increase even when they do not have another job. The entry of Gen Z into the workforce is seen as a generation that lacks organizational commitment, even though Gen Z is a generation that is starting to dominate the labor market. This affects the company because it can increase job hopping intention. Continuance commitment which refers to the economic value obtained if you stay in the company can affect job hopping intention because of the calculation or analysis of profit and loss where the economic value felt from staying in an organization is compared to leaving the organization. This study aims to determine whether there is an effect of continuance commitment on employee job hopping in generation Z in Medan city. The research method that will be used in this research is correlational quantitative research method. The analysis method used in this research is simple regression analysis method. The sampling technique in this study used convinience sampling. The sample in this study were 100 generation Z employees in Medan. The results showed that continuance commitment has a significant negative effect on job hopping intention on Generation z employees in Medan city. Continuance Commitment is also stated to have an effect of 15.1% on job hopping intention.