Pengaruh Organizational Career Growth dan Work-Life Balance terhadap Job Hopping Intention pada Karyawan Generasi Z

Abstract

The job hopping phenomenon among generation Z poses negative implications for companies, thereby necessitating solutions to mitigate this trend. This study aims to analyze the influence of organizational career growth and work–life balance on job hopping intention among Generation Z employees. The research method used is a quantitative explanatory approach with a convenience sampling technique. Data were collected using a questionnaire distributed via Google Forms, involving a sample of 105 Generation Z employees in Medan. The data analysis technique employed was multiple linear regression analysis. The results show that the significance value of organizational career growth on job hopping intention is <.001 with a β coefficient of -0.327, indicating that H1 is accepted— organizational career growth has a negative effect on job hopping intention among Generation Z employees. Furthermore, the significance value for worklife balance on job hopping intention is <.001 with a β coefficient of -0.317, indicating that H2 is accepted—work-life balance also has a negative effect on job hopping intention among Generation Z employees. Lastly, the ANOVA table shows a p-value of <.001, leading to the conclusion that H3 is accepted— organizational career growth and work-life balance simultaneously have a negative effect on job hopping intention among Generation Z employees.