Gen Z Workforce and Job-Hopping Intention: A Study among University Students in Malaysia

Recruiting and retaining top talents are crucial for firm competitive advantage. However, job hopping behaviour has become a significant problem for HR practitioners. In Malaysia, job hopping trend among Generation Z has led to a high turnover rate, causing both financial and non-financial damages to firms. This study has twofold objectives: to investigate the relationship between motivational factors and job-hopping intention among Gen Z, and to determine which motivational factors significantly influence job-hopping intention among Gen Z. A quantitative survey method was applied, with items adopted from past studies and validated for reliability. Data from 369 respondents enrolled in public and private universities in Malaysia were analyzed using inferential statistics. The study found that both intrinsic and extrinsic factors have significant relationships with job hopping intention among Gen Z. Only four factors significantly impacted job-hopping intention: achievement (most influential), recognition, salary and benefits, and working conditions. The study provides insights for government, researchers, and organizations into key motivators to retain Gen Z employees and reduce turnover.

Siti Nuralieya Syahira Zahari, Fadilah Puteh