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. It causes damages as firms must endure a significant loss in both financial and non-financial costs. This phenomenon is contributed by several factors that spur them to leave their current employment for other job opportunities. This study has twofold objectives namely: to investigate the relationship between motivational factors and job-hopping intention among Gen Z, and to determine which motivational factors that have significant influence on job hopping intention among Gen Z. This research applied a quantitative method via survey. The items of the questionnaire were adopted from past studies that employed similar instruments that links the job-hopping intentions among Gen Z. Validity and reliability tests had been conducted to test the variables. Data was gathered from 369 respondents who are currently enrolled in public and private universities in Malaysia. Inferential analysis was performed to examine the relationship and influence between motivational factors and job-hopping intention among Gen Z. This study found that both intrinsic and extrinsic factors have significant relationships with job hopping intention among Gen Z. Findings reveal that only four factors have significant impacts on job hopping intention among Gen Z; and achievement factor was found to be the most influential factor in predicting job hopping intention among Gen Z. This study provides insight to government, researchers and organization on the issue related to human resource problem and the possible key factors to motivate and retain them from leaving their current employment. This study enables the organization to find suitable solutions to retain the Gen Z professionals that possess excellent skills and experience for a future growth of the company.
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