Background: Job hopping is increasingly prevalent among Generation Z employees, particularly in business areas such as Jakarta. The impact of high employee turnover extends beyond individual organizations. potentially destabilizing industries and affecting economic growth. Therefore, understanding the factors influencing job hopping is crucial. Existing research often focuses on turnover intention. Few studies have explored the interplay between Perceived Organizational Support (POS).Purpose: This study aims to analyze the influence of Perceived Organizational Support (POS) and job satisfaction on job-hopping behavior with organizational commitment as a mediating variable.Design/methodology/approach: The research adopted a quantitative approach through a survey questionnaire distributed to 208 respondents, who are Generation Z employees in Jakarta with at least one job-switching experience within a period of 1-2 years. The data were analyzed using the Structural Equation Modeling-Partial Least Square (SEM-PLS) method with the assistance of SmartPLS 4 software.Findings/Result: The results indicate that POS and Job Satisfaction have a significant negative influence on job-hopping behavior. As a mediating variable. Organizational Commitment significantly affects the relationship between POS and Job Satisfaction on employees' propensity to switch jobs. These findings have practical implications for organizations that aim to attract and retain Generation Z talent. The results suggest that companies need to strengthen organizational support structures, such as mentorship programs, open communication channels, and professional development opportunities, to create a more engaging and supportive work environment.Conclusions: Our findings have several practical implications. This suggests that companies need to strengthen organizational support and enhance employee job satisfaction to foster greater commitment. To strengthen organizational commitment, companies should develop programs that foster emotional, rational, and moral commitment (effective, continuous, and normative commitment). Strengthening these aspects will enhance the direct effects of organizational support and job satisfaction on reducing job-hopping tendencies. There was a high rate of job hopping among Generation Z employees. Originality/value (state of the art): This study aims to provide insights into Generation Z job-hopping behavior and strategic business implementation. To effectively implement these strategies, managers should prioritize creating a culture of trust and inclusion, regularly assess employee satisfaction levels, and tailor engagement initiatives to align with the values and expectations of Gen Z. By doing so, organizations can build a loyal and motivated workforce while mitigating the risks associated with frequent employee turnover. Keywords: perceived organizational support, job satisfaction, organizational commitment, job hopping behavior, generation Z
Hutami et al. (Thu,) studied this question.