Pengaruh Grit dan Perceived Organizational Support terhadap Job Hopping Intention pada Karyawan Generasi Z

Abstract

The phenomenon of job hopping has become increasingly common among Generation Z employees, who tend to switch jobs within less than two years. This study aims to examine the influence of grit and perceived organizational support on job hopping intention among Generation Z employees. The research employs a correlational quantitative method, with 143 respondents selected through convenience sampling. Data collection used Likert-scale instruments: the Job-Hopping Intention Scale, the Survey of Perceived Organizational Support (SPOS), and the Short Grit Scale (Grit-S). The data were analyzed using multiple linear regression. The results show that grit (b = -0.34, p = .007) and perceived organizational support (b = -0.36, p = .002) have a significant negative effect on job hopping intention. Simultaneously, both independent variables significantly influence job hopping intention (F = 12.15, p < .001), with an adjusted R² value of 0.136, indicating that approximately 13.6% of the variance in job hopping intention can be explained by this research model. Stepwise regression analysis further confirms that perceived organizational support has a stronger influence on job hopping intention (β POS = -0.26) compared to grit (β Grit = -0.22) among Generation Z employees.