| dc.description.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. | en_US |
