Pengaruh Perceived Organizational Support terhadap Job Hopping Intention pada Karyawan Generasi Z di Medan dengan Affective Commitment sebagai Variabel Mediasi
The Influence of Perceived Organizational Support on Job Hopping Intention in Generation Z Employees in Medan With Affective Commitment as Mediation Variable

Date
2024Author
Keliat, Chindy Preacellia
Advisor(s)
Ginting, Eka Danta Jaya
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Generation Z employees currently tend to do job hopping or change jobs. One of the factors that influence employees in job hopping is perceived organizational support, which is fair treatment from their organization, support, and attention related to employee welfare and working conditions. When employees have the perception that their organization provides sufficient perceived organizational support, these employees will have affective commitment, namely feeling emotional attachment, feelings of membership, and involvement in the organization. The purpose of this study is to determine whether there is an influence between perceived organizational support on job hopping intention in generation z employees in Medan and whether affective commitment can mediate the influence between perceived organizational support on job hopping intention in generation z employees in Medan. The hypothesis proposed is perceived organizational support has a negative influence on job hopping intention in generation z employees in Medan and affective commitment can mediate the influence between perceived organizational support on job hopping intention in generation z employees in Medan. The research method used is quantitative correlation with multiple linear analysis using path analysis and Sobel test as data analysis methods. The results of the first hypothesis test in this study show that the t-value is 11,497 and sig value is 0.000 <0.05 so that the hypothesis is accepted that perceived organizational support has a negative influence on job hopping intention on generation z employees in Medan. In the second hypothesis, the two tailed value is at 0.0 <0.05 (alpha) so that the second hypothesis in this study is accepted. This means that affective commitment can mediate the influence between perceived organizational support on job hopping intention in generation z employees in Medan.
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