Company Strategies To Deal With Turnover Due To Job Hopping Of Gen Z Employees

Evidence from Indonesia

Abstract

The phenomenon of job hopping among Generation Z presents a significant challenge for companies in maintaining sustainable human resources. This generation is known for its unique characteristics, such as a strong orientation toward meaningful work, a demand for flexibility, and high expectations for career development. Based on several empirical studies, it is evident that the intention to change jobs among Gen Z is influenced by various psychological and organizational factors. Therefore, companies need to move away from rigid, one-way retention approaches and adopt adaptive strategies that prioritize psychological well-being, personal growth opportunities, and work values that align with Gen Z’s aspirations. If neglected, not only will turnover rates increase, but the long-term sustainability of organizational competencies may also be weakened. Thus, transforming talent management strategies becomes imperative in response to the generational dynamics and the evolving modern labor market. This study surveyed 160 Generation Z employees who are currently working in a company and have been employed at their current workplace for less than two years.