Studi Kontribusi Work Values terhadap Job Hopping Intention
DOI:
https://doi.org/10.29313/bcsps.v6i2.25469Keywords:
work values, job hopping intention, Generasi ZAbstract
Abstract. Job hopping intention has become increasingly common among Generation Z employees, who tend to prioritize flexibility and career development. This study aimed to examine the contribution of work values to job hopping intention among Generation Z employees working in creative agencies in Bandung. A quantitative causal research design was employed involving 101 respondents selected using convinience sampling. Data were collected using the Work values Scale developed by Lyons et al. (2010) and the Job hopping intention Scale developed by Yuen (2016). Multiple linear regression analysis revealed that work values had a significant negative contribution to job hopping intention, with an Adjusted R² of 0.483. Among the four dimensions of work values, the cognitive dimension contributed the most to reducing job hopping intention. These findings suggest that higher work values, particularly those related to learning opportunities and personal development, are associated with lower job hopping intention among Generation Z employees.
Abstrak. Job hopping intention semakin banyak ditemukan pada karyawan Generasi Z yang cenderung mengutamakan fleksibilitas dan pengembangan diri dalam bekerja. Penelitian ini bertujuan untuk mengetahui kontribusi work values terhadap job hopping intention pada karyawan Generasi Z di creative agency Kota Bandung. Penelitian ini menggunakan pendekatan kuantitatif dengan desain kausalitas terhadap 101 responden yang dipilih menggunakan convinience sampling. Data dikumpulkan menggunakan Skala Work values berdasarkan teori Lyons et al. (2010) dan Skala Job hopping intention berdasarkan Yuen (2016). Analisis data menggunakan regresi linear berganda menunjukkan bahwa work values berkontribusi negatif dan signifikan terhadap job hopping intention dengan nilai Adjusted R² sebesar 0,483. Dimensi cognitive work values memberikan kontribusi terbesar dalam menurunkan job hopping intention. Temuan ini menunjukkan bahwa semakin tinggi work values yang dimiliki karyawan Generasi Z, terutama terkait kesempatan belajar dan pengembangan diri, maka semakin rendah kecenderungan mereka untuk berpindah kerja.
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