| dc.description.abstract | As the number of Gen Z workers entering the workforce continues to rise, joining
with a different viewpoint on work and workplace norms, together with job-hopping, has
become a difficult problem for many organizations. Therefore, The objective of this
investigation is to explore job-hopping intentions with a sample of 398 Gen Z workers in Ho
Chi Minh City, providing in-depth insights into the key factors influencing their decisions,
including salary, job enrichment, job stability, career development, work-life balance, and
work performance by applying High-Performance Work Practices (HPWP) and the
Attraction-Selection-Attrition (ASA) theory. The research uses a non-probability sampling
method, combining quantitative surveys to collect data. This study provides valuable insights
for recruiters, enabling them to adjust human resource management strategies to retain Gen Z
employees in a dynamic job market. The results from the current study indicate that career
development and work performance are key prerequisites for increasing job commitment,
leading to a lower intention to job-hop among Generation Z workers. Beyond academic
contributions, several practical implications to minimize job-hopping within organizations are
proposed. Vietnamese employers may consider restructuring workload to avoid employees
working beyond regular hours and enhancing employee skill development programs to foster
employee loyalty. | en_US |
