Organizations need to create an inclusive and responsive work culture

Oct 13, 2025 by thesweetdesigns.com 53 views

The Influence of Perceived Organizational Support on Job-Hopping Intention in Generation Z Employees in Medan

Introduction

The world of work is undergoing a significant transformation, with Generation Z employees becoming the dominant force in the workforce. Characterized by their unique work behavior, Generation Z employees are known for their tendency to move jobs, or job hopping. This phenomenon has become a significant concern for organizations, as it can lead to high turnover rates and significant recruitment costs. One of the key factors that can influence the intention to job hop is Perceived Organizational Support (POS), which refers to the general beliefs of employees about how much their organization appreciates their contributions and cares for their welfare.

The Importance of Perceived Organizational Support

Perceived Organizational Support (POS) is a critical concept in organizational behavior, as it can have a significant impact on employee attitudes and behaviors. When employees feel valued and supported by their organization, they are more likely to be committed to the company and less likely to job hop. Conversely, if employees feel ignored or unsupported, they are more likely to seek new opportunities. In this study, we investigated the relationship between POS and job hopping intention in Generation Z employees in Medan.

Methodology

This study used a correlational quantitative research method, which aimed to investigate the extent to which POS is related to job hopping intention. A sample of 106 Generation Z employees in Medan was selected using convenience sampling techniques. Data collection was carried out through a questionnaire that was distributed in the form of Google Form.

Data Analysis

Data analysis was carried out using simple linear regression. The statistical test results showed a significance value of 0.000, which means smaller than 0.05, and the R square value was 0.607, while the R value was 0.779. This finding shows that the hypothesis is accepted, which means there is a positive influence between POS and job hopping intention for Generation Z employees in Medan. Specifically, POS affects job hopping intention by 60.7%, while the other 39.3% are influenced by other factors that are not measured in this study.

Additional Analysis and Explanation

The results of this study illustrate the importance of organizational support in defending Generation Z employees. When employees feel valued and supported by their organization, they tend to have a higher commitment to the company. In this context, POS can be in the form of various forms, such as recognition of achievement, career development opportunities, and positive work environment.

Generation Z employees who feel that their organization appreciates their contributions and pays attention to their welfare are more likely to survive for a longer period of time. Conversely, if they feel ignored or do not have adequate support, the intention to change work becomes higher. This shows that companies need to create an inclusive and responsive work culture that meets employee needs to minimize the job hopping number.

However, it is also important to consider that other factors that are not measurable in this study can influence employee decisions to change workplaces. Factors such as job satisfaction, salary, and career opportunities also play an important role in the decision.

Implications for Human Resource Managers and Organizational Leaders

This research provides valuable insights for human resource managers and organizational leaders. By understanding the effect of POS on job hopping intention, organizations can formulate more effective strategies to attract and maintain talents from Generation Z, which are valuable assets for companies in the future.

Conclusion

In conclusion, this study highlights the importance of POS in influencing job hopping intention in Generation Z employees in Medan. The findings of this study suggest that organizations need to create an inclusive and responsive work culture that meets employee needs to minimize the job hopping number. By understanding the effect of POS on job hopping intention, organizations can formulate more effective strategies to attract and maintain talents from Generation Z.

Recommendations

Based on the findings of this study, the following recommendations are made:

Organizations need to create an inclusive and responsive work culture that meets employee needs to minimize the job hopping number.
Recognize and reward employee contributions to show appreciation for their hard work and dedication.
Provide career development opportunities to help employees grow and develop in their careers.
Create a positive work environment that is conducive to employee well-being and job satisfaction.
Conduct regular employee feedback and surveys to understand employee needs and concerns.

By implementing these recommendations, organizations can create a work environment that is supportive and inclusive, which can help to minimize job hopping and retain talented employees from Generation Z.
Frequently Asked Questions (FAQs) about Perceived Organizational Support and Job Hopping Intention in Generation Z Employees

Q: What is Perceived Organizational Support (POS)?

A: Perceived Organizational Support (POS) refers to the general beliefs of employees about how much their organization appreciates their contributions and cares for their welfare.

Q: Why is POS important for organizations?

A: POS is important for organizations because it can have a significant impact on employee attitudes and behaviors. When employees feel valued and supported by their organization, they are more likely to be committed to the company and less likely to job hop.

Q: What is job hopping?

A: Job hopping refers to the tendency of employees to move jobs frequently, often within a short period of time.

Q: Why do Generation Z employees job hop?

A: Generation Z employees job hop for various reasons, including a desire for new challenges, better compensation, and improved work-life balance.

Q: What is the relationship between POS and job hopping intention?

A: The study found a positive relationship between POS and job hopping intention, meaning that employees who perceive their organization as supportive are less likely to job hop.

Q: What are some ways organizations can demonstrate POS?

A: Organizations can demonstrate POS by recognizing and rewarding employee contributions, providing career development opportunities, creating a positive work environment, and conducting regular employee feedback and surveys.

Q: How can organizations create a positive work environment?

A: Organizations can create a positive work environment by providing a safe and healthy work space, promoting work-life balance, and encouraging open communication and feedback.

Q: What are some challenges organizations may face in demonstrating POS?

A: Organizations may face challenges in demonstrating POS, including limited resources, conflicting priorities, and difficulty in measuring the effectiveness of POS initiatives.

Q: How can organizations measure the effectiveness of POS initiatives?

A: Organizations can measure the effectiveness of POS initiatives by conducting regular employee surveys, tracking employee engagement and retention rates, and analyzing feedback and suggestions from employees.

Q: What are some best practices for organizations to demonstrate POS?

A: Some best practices for organizations to demonstrate POS include:

Recognizing and rewarding employee contributions
Providing career development opportunities
Creating a positive work environment
Conducting regular employee feedback and surveys
Encouraging open communication and feedback
Providing a safe and healthy work space
Promoting work-life balance

Q: How can organizations prioritize POS in their organizational culture?

A: Organizations can prioritize POS in their organizational culture by:

Incorporating POS into their mission and values
Providing training and development opportunities for employees to understand POS
Encouraging employee feedback and suggestions
Recognizing and rewarding employees who demonstrate POS
Conducting regular employee surveys to measure POS

Q: What are some potential consequences of not demonstrating POS?

A: Potential consequences of not demonstrating POS include:

High employee turnover rates
Decreased employee engagement and motivation
Negative impact on employee well-being and job satisfaction
Decreased productivity and performance
Negative impact on organizational reputation and brand

Q: How can organizations address the consequences of not demonstrating POS?

A: Organizations can address the consequences of not demonstrating POS by:

Conducting a thorough analysis of the root causes of the issue
Developing and implementing a comprehensive POS strategy
Providing training and development opportunities for employees to understand POS
Recognizing and rewarding employees who demonstrate POS
Conducting regular employee feedback and surveys to measure POS.