Job Hopping Tendency in Millenials

Abstract

Job hopping refers to the tendency of a person to work briefly in an organization in particular position rather than staying in an organization for a longer time. This research study is conducted to examine the job hopping tendency in millennial in private sector of Nepal. It also studies the factors which attracts millennial in new organization. The factors which force a person to leave an organization arête seek new opportunities. Generally the considered variables for leaving the job; low pay structure, low potential for growth, and unfair treatment by management and conflict with the immediate supervisor/ Coworkers. The factors considered for choosing the new job; chances of career growth, higher salary, job security, freedom at workplace, reputation of organization and higher position.
 Materials and methods: Study populations are the millennial working in private organizations of Kathmandu valley. For this study the convenience sampling method was chosen where the data was collected through the questionnaire. Data were collected using likert scale questionnaire, yes/no questions, multiple choice single response and multiple choice multiple response questions. Percentage and correlation matrix was used to analyse the data,.
 Results: The outcome of the research indicates that main reason behind millennial leaving the organization is no growth opportunity and attraction towards new job is career growth. The employees chose the current organization either they are getting higher position or sensize future growth.

Gen Z Workforce and Job-Hopping Intention: A Study among University Students in Malaysia

“…Past studies indicate that extrinsic factors such as salary and benefits are the most important factors to be considered during the selection of a job (Philip, 2017;Yuen, 2016;Haider et al, 2015;Hoang, 2021;Jules, 2017;Krishnan, 2012;Pandey, 2019;Larasati & Aryanto, 2020). A competitive salary offered by the organization is cited as the most critical aspect in regards to job hopping activities (Philip, 2017).…”

“…Interaction and social communication between employers and employees in the workplace are vital to enable them to pursue and reach the same organizational goals (Dalimunthe et al, 2017;Adil & Awais, 2016;Sharma & Mittal, 2017;Pandey, 2019;Havlíček et al, 2018;Agarwal & Vaghela, 2018;Chillakuri, 2020). Dalimunthe et al, (2017) assert that an effective communication and good leadership can help to build a strong interpersonal relationship in the company; and good relationship among workers can lead to high job satisfaction, increase in productivity, and improve employee's retention.…”

“…They further suggest for an organization to pay attention on improving the relationships among employees to combat number of turnover rates. Furthermore, a study conducted by Pandey (2019) found that the professional relationship with superior and colleagues in the workplace have a significant relationship between the intention of job hopping and employees leaving their current employment. A study by Society for Human Resource Management (2015) on job satisfaction and job engagement in the organization, found that 40% of the employees' desire to have a good relationship with their colleagues in the workplace and 53% think that the relationship with immediate supervisors helps to retain the employees.…”

Hogyan írjunk vonzó álláshirdetést? A legfontosabb jelentkezést befolyásoló tényezők feltárása álláshirdetések értékelemzésén keresztül

“…Egy másik tanulmány ugyancsak azt állapította meg, hogy a munkakereső Y generáció esetében az általuk preferált gazdasági, fizetési tényezők állnak az első helyen. A következő öt tényező befolyásolja leginkább a munkavállalókat pozitív irányban, melyek a fizetési kondíciók, felívelő karrier, a munkakörnyezet és a kultúra, a vállalat márkavonzósága és a munkahelyi stabilitás (Pandey, 2019). Székely (2019) kutatása egyrészt ismertet employer branding (munkáltatói márkázás) szakirodalmat, másrészt a terület gyakorlati részét emeli ki a vidéken működő kis-és középvállalkozásoknál.…”

Millenial’s Perspective of Job-Hopping Phenomenon and The Impact of Covid-19 Pandemic

“…The variables considered by millennial employees to leave work are low salary structure, low potential for selfdevelopment, and unfair treatment by management and conflicts with direct superiors or coworkers. Meanwhile, the factors that millennial employees consider when choosing a new job are career growth opportunities, higher compensation, job security, freedom in the workplace, organizational reputation and a higher position [4].…”