Job hopping behaviour especially among the younger workforce has become a
major challenge for Human Resource practitioners to attract and retain top talent
workers in the company. Undeniably, the trend of job hopping had led to the problem
of a high turnover rate in Malaysia. Job hopping phenomenon has caused damages to
the organization as they need to bear a great loss in both financial and non-financial
costs. The problem of job hopping occurs because of several factors that spur
employee’s motivation to leave their current employment for other job opportunities.
This study intended to investigate the relationship between intrinsic and extrinsic
motivational factors with job hopping intention among Generation Z. The data was
collected from 369 respondents that are currently studying at public and private
Higher Educational Institutions (HEI) in the Klang Valley area. The respondents were
chosen through convenience sampling methods. Pearson Correlation analysis and
Multiple Regression were performed to investigate the relationship between
motivational factors and job hopping intention among Generation Z. The findings of
correlation analysis of the study revealed that both intrinsic and extrinsic factors
namely salary and benefits, interpersonal relationships, working conditions,
recognition, career advancement and achievement have relationships to job hopping
intention among Generation Z. However, the multiple regression analysis results
indicated that there are only four (4) factors that have a significant impact on job
hopping intention among Generation Z namely the salary and benefits, working
conditions, recognition and achievement. Moreover, the outcome from the regression
analysis showed that achievement is the most influential factor in predicting job
hopping intention among Generation Z in this study.
