Factors in Hr Policies affecting job-hopping intention of GenZ Vietnamese employees

Abstract

Because of the growing number of Gen Z workers entering the labor force, entering the workforce with a distinct view on jobs and workplace standards, as well as job-hopping, has become a challenging issue for many firms. Hence, the current study is aimed to examine the determinants affecting the expectation of Gen Z Vietnamese employees in the context of job hopping. Additionally, the quantitative research method is effectively used to gather important insights from a survey taken by 420 prospective Gen Z students and workers in Vietnam. The outcome derived from the present study revealed that compensation and benefits are key antecedents in increasing job satisfaction leading to less job-hopping intention. Followed by career advancement, recognition and rewards, and working environments. However, the result shows that most employees reckon feedback delivery has no impact on job hopping except managers who think it has a significant impact. Beyond the academic contribution, some practical implications for minimizing job hopping organizations are also suggested. Vietnamese employers can consider salary structure or bring more benefits, convenience, and rewards to motivate employee loyalty. Most importantly, motivating employee loyalty is an effective way to avoid job-hopping which reduces hiring and training fees for companies.