| dc.description.abstract | This study aims to examine the influence of Distributive Justice and Openness to Experience on Job Hopping Intention among Generation Z employees in Medan. The phenomenon of job hopping is common among Generation Z, making it important to understand the factors driving their intention to switch jobs, particularly from the perspectives of organizational justice and one of the personality dimensions. This research employs a quantitative correlational method. The sample consists of 149 Generation Z employees in Medan, selected through convenience sampling. The instruments used include the Distributive Justice scale (Colquitt, 2001), Openness to Experience scale (Soto & John, 2017), and Job Hopping Intention scale (Fishbein & Ajzen, 1975). The collected data were analyzed using Multiple Linear Regression analysis. The results indicate that Distributive Justice has a negative and significant effect on Job Hopping Intention, while Openness to Experience has a positive but insignificant effect. Simultaneously, both variables contribute 15.3% to Job Hopping Intention, with Distributive Justice being the dominant predictor. These findings emphasize the importance of implementing Distributive Justice as an employee retention strategy for Generation Z. This study also recommends that companies regularly review and evaluate their compensation and reward distribution systems to ensure fairness, transparency, and alignment with employee contributions, thereby reducing employees' intention to change jobs | en_US |
