Article Sidebar

Download
PDF

Main Article Content

Abstract

This study aims to understand the phenomenon of “job hopping” among Generation Z employees in the banking sector, specifically at CIMB Niaga Bali Denpasar Branch. The research findings indicate that internal factors, such as discrepancies between job expectations and reality, monotony in tasks, limited personal development opportunities, and a lack of non-material recognition, influence Gen Z’s desire to switch jobs. External factors, including unsupportive work environments, unsupportive leadership, and rigid organizational structures, also contribute to this phenomenon. Socio-cultural factors, such as the influence of friends and family, as well as exposure to social media, also affect their decisions. The study concludes that job hopping among Gen Z is not a spontaneous phenomenon but rather a result of mismatches between job expectations and reality, as well as unsupportive work environments.. For companies, it is recommended to foster a supportive work environment, provide career development opportunities, and offer appropriate recognition. For Gen Z, it is advised to develop adaptability skills and choose companies that align with personal values.

Keywords

job hopping generation Z banking sector turnover

Article Details

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

How to Cite
Elysia, D., & Purnama Sari, D. M. F. (2025). A Investigating The Phenomenon of Jumper in Gen Z in The Banking Sector. Amkop Management Accounting Review (AMAR), 5(2), 882–891. https://doi.org/10.37531/amar.v5i2.2912
Download Citation
Endnote/Zotero/Mendeley (RIS)
BibTeX

References

  1. Abduh, Y. and Anwar, R. (2024). Research trends on the influence of social media on public perceptions: a bibliometric approach. Temali Jurnal Pembangunan Sosial, 7(1), 85-98.
  2. Aggarwal, A., Sadhna, P., Gupta, S., Mittal, A., & Rastogi, S. (2020). Gen z entering the workforce: restructuringhrpolicies and practices for fostering the task performance and organizational commitment. Journal of Public Affairs, 22(3).
  3. Ahmad, A. (2018). The relationship among job characteristics organizational commitment and employee turnover intentions. Journal of Work-Applied Management, 10(1), 74-92. https://doi.org/10.1108/jwam-09-2017-0027
  4. Alvianita, R. H., Emilisa, N., & Tiarapuspa (2023). Pengaruh supervisor support terhadap employee performance dengan organizational identification dan office de-clutter sebagai variabel intervening pada karyawan gen-z perusahaan bidang jasa di jakarta. Jurnal Ekonomi Trisakti, 3(2), 2175- 2184. https://doi.org/10.25105/jet.v3i2.16888
  5. Anam, C. and Purwanti, I. (2023). Fluid organisation: the dynamics of human capital, organisational culture, and leadership style in the era of managerial postmodernism. Conference on Innovation and Application of Science and Technology (CIASTECH), 6(1), 74.
  6. Anggoro, A. and Anjarini, A. (2024). Building an organizational culture that supports diversity and inclusion. PRODUCTIVITY, 1(1), 190-197. https://doi.org/10.62207/12cjyv77
  7. Anggraini, 2023. nalisis Faktor-Faktor Ketahanan Keluarga pada Keluarga Pekerja Migran Indonesia di Desa Sukowilangun, Kecamatan Kalipare, Kabupaten Malang. Jurnal Ekonomi Pertanian dan Agribisnis. https://doi.org/10.21776/ub.jepa.2023.007.01.28
  8. Ariani, D. (2023). Struktur organisasi pemerintah dalam perspektif communicative constitution of organization theory. Jurnal Ilmu Komunikasi Uho Jurnal Penelitian Kajian Ilmu Komunikasi Dan Informasi, 8(3), 386-397. https://doi.org/10.52423/jikuho.v8i3.48
  9. Ariawan, A., Emba, E., Daud, I., Novrianto, A., & Kurniawan, M. (2023). The unleashing competence: exploring the influence of organizational culture, emotional intelligence and learning organization. Jurnal Informatika Ekonomi Bisnis.
  10. Balon, Richard (2024) An Explanation of Generations and Generational Changes.
  11. Academic Psychiatry 48:280–282.
  12. Bandur, A. (2019). Penelitian Kualitatif : Studi Multi-Disiplin Keilmuan dengan. NVivo 12 Plus. Bogor: Penerbit Mitra Wacana Media.
  13. Benítez-Márquez, Eva María Sánchez-Teba2 , Guillermo Bermúdez-González3 and Emma Sofía Núñez-Rydman, (2021) Generation Z Within the Workforce and in the Workplace: A Bibliometric Analysis. Front. Psychol. Volume 12 - 2021 | https://doi.org/10.3389/fpsyg.2021.736820
  14. Damanik, J., Priyambodo, T., Wibowo, M., Pitanatri, P., & Wachyuni, S. (2022). Travel behaviour differences among indonesian youth in generations y and z: pre-, during and post-travel. Consumer Behavior in Tourism and Hospitality, 18(1), 35-48. https://doi.org/10.1108/cbth-07-2021-0184
  15. Deloitte. (2023). Deloitte Global 2023 Gen Z and Millennial Survey. Deloitte Touche Tohmatsu Limited. Retrieved from Deloitte.
  16. Devi, S., Vasudevan, A., Sagadavan, R., & Shiney (2023). Job hopping behavior in the upstream sector of oil and gas industry in malaysia. International Journal of Professional Business Review, 8(10), e0725. https://doi.org/10.26668/businessreview/2023.v8i10.725
  17. Erfa, S. and Suryani, T. (2023). Pengaruh efikasi diri dan penghargaan terhadap keterikatan karyawan dan dampaknya pada kesejahteraan karyawan perusahaan di surabaya. Jurnal Riset Inspirasi Manajemen Dan Kewirausahaan, 7(1), 1-9.
  18. Fatima, S. and Srivastava, U. (2024). Exploring work-life balance strategies among generation z in the education sector: an exploratory analysis. eatp. https://doi.org/10.53555/kuey.v30i5.4438
  19. Febriana, A. and Mujib, M. (2024). Increasing productivity of gen z employees: the role of flexible work arrangements and participative style. Sa Journal of Human Resource Management, 22.
  20. https://doi.org/10.4102/sajhrm.v22i0.2489
  21. Ganguli, R. and Padhy, S. (2023). Effect of hr practices of organisations on retention of gen z employees: the mediating role of motivation.. https://doi.org/10.52783/eel.v13i4.622
  22. Katsaros, K. (2024). Gen z employee adaptive performance: the role of inclusive leadership and workplace happiness. Administrative Sciences, 14(8), 163. https://doi.org/10.3390/admsci14080163
  23. Kholifah, C. D., Ahsan, M., & Fatmah, F. (2023). Determinan rekrutmen online generasi y dan z di perusahaan abc. Jurnal Manajemen Dan Bisnis Indonesia, 9(1), 45-56. https://doi.org/10.32528/jmbi.v9i1.380
  24. Laßleben, H. and Hofmann, L. (2023). Attracting gen z talents: do expectations towards employers vary by gender?. Gender in Management an International Journal, 38(4), 545-560. https://doi.org/10.1108/gm-08-2021-0247
  25. Muaja, F. G., Trang, I., & Lumintang, G. G. (2021). Pengaruh organizational citizenship behavior (ocb), job satisfaction, dan affective commitment terhadap turnover intention karyawan pt. suzuki finance manado. Jurnal EMBA: Jurnal Riset Ekonomi, Manajemen, Bisnis Dan Akuntansi, 9(1).
  26. Mujiati. (2016). Faktor-faktor intensi karyawan. FM Jurnal Vol 6 No.1
  27. Nabahani, P. R. and Riyanto, S. (2020). Job satisfaction and work motivation in enhancing generation z’s organizational commitment. Journal of Sosial Science, 1(5), 234-240. https://doi.org/10.46799/jsss.v1i5.39

Similar Articles

<< < 7 8 9 10 11 12 13 > >> 

You may also start an advanced similarity search for this article.