Motif Rasional di Balik Job Hopping: Peran Pertumbuhan Karir dan Lingkungan Kerja Toksik pada Generasi Z

Anita Dwi Wulandari

doi:10.59086/jam.v4i2.1043

Authors

Anita Dwi Wulandari Universitas Jenderal Soedirman

DOI:

https://doi.org/10.59086/jam.v4i2.1043

Keywords:

Job Hopping, Pertumbuhan Karir, Lingkungan Kerja Toksik, Generasi Z

Abstract

tudi ini mengkaji pengaruh pertumbuhan karir dan lingkungan kerja toksik terhadap job hopping di kalangan karyawan Generasi Z di perusahaan Business Process Outsourcing (BPO) Indonesia. Pertumbuhan karir merepresentasikan motif untuk maju, sementara lingkungan kerja toksik merepresentasikan motif pelarian. Penelitian ini menggunakan pendekatan kuantitatif, survei daring dilakukan terhadap 100 responden Gen Z yang telah berganti pekerjaan minimal dua kali. Data dianalisis dengan PLS-SEM menggunakan SmartPLS 4.0. Hasil penelitian menunjukkan bahwa pertumbuhan karir yang terbatas secara signifikan meningkatkan job hopping untuk kemajuan karir, sementara lingkungan kerja yang toksik secara signifikan mendorong karyawan untuk job hopping guna menghindari dampak psikologis. Studi ini merekomendasikan manajemen sumber daya manusia untuk menyediakan jalur promosi yang jelas dan budaya kerja yang sehat untuk mengurangi perpindahan pekerjaan dan pergantian karyawan di perusahaan BPO.

This study examines the influence of career growth and toxic workplace environment on job hopping among Generation Z employees in Indonesian Business Process Outsourcing (BPO) companies. Career growth represents the advance motive, while toxic workplace environment represents the escape motive. This research used a quantitative approach, an online survey was conducted with 100 Gen Z respondents who had changed jobs at least twice. Data were analyzed with PLS-SEM using SmartPLS 4.0. The results show that limited career growth significantly increases job hopping for career progression, while a toxic workplace environment significantly drives employees to leave to avoid psychological harm. The study recommends human resource management to provide a clear promotion pathways and a healthy work culture to reduce job hopping and turnover in BPO companies.

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