The Relationship Between Work-life Balance and Job-Hopping Motives Among Gen Z Employees
DOI:
https://doi.org/10.61730/2afem723Keywords:
Work-life Balance, Job Hopping Motives, Generation Z, EmployeesAbstract
Generation Z employees are the workforce group with the highest job mobility compared to other generations. This tendency is driven by dissatisfaction with their work environment as well as the desire to achieve better career opportunities. One of the factors influencing their intention to change jobs is the pursuit of work-life balance. This study aimed to examine the relationship between work-life balance and job hopping motives among Generation Z employees. The study employed a quantitative method with a correlational approach. The sample consisted of 150 Generation Z employees aged 18–29 years, selected using purposive sampling. Data were collected using the Work-Life Balance Scale based on the theory of Fisher et al. (2009) and the Job-Hopping Motives Scale (JHMS) adapted from Lake et al. (2017). Content validity was assessed using Aiken's V coefficient, with all 11 work-life balance items and 10 job hopping motives items obtaining values of ≥ 0.70. The reliability coefficients were 0.814 for the work-life balance scale and 0.864 for the job hopping motives scale. Data were analyzed using the Pearson Product-Moment correlation test. The results revealed a significant negative correlation of low strength between work-life balance and job hopping motives (p = 0.007; r = −0.219), indicating that the null hypothesis (H₀) was rejected and the alternative hypothesis (H₁) was accepted. These findings suggest that higher levels of work-life balance among Generation Z employees are associated with lower job hopping motives. Conversely, lower levels of work-life balance are associated with higher job hopping motives.
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