PENGARUH ADAPTABILITAS KARIER TERHADAP JOB HOPPING INTENTION GENERASI Z DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI

The phenomenon of job hopping is increasingly common among Generation Z and has the potential to negatively impact organizational sustainability. High job hopping intention is often associated with personal and work factors, such as an individual's ability to adapt to career dynamics and the level of satisfaction felt at work. Career adaptability is seen as a psychosocial capacity that enables individuals to face career change and uncertainty, while job satisfaction
is an affective response to work experiences. However, empirical findings regarding the role of these two variables on job hopping intention still show mixed results. This study aims to analyze the effect of career adaptability on job hopping intention with job satisfaction as a
mediating variable in Generation Z employees. This study uses a quantitative approach with a causal design. The study sample consisted of 107 Generation Z respondents who worked fulltime for one to two years, obtained through accidental sampling techniques. The research
instruments included the Career Adapt-Abilities Scale, the Minnesota Satisfaction Questionnaire, and the Job Hopping Intention scale. Data analysis was conducted using Structural Equation Modeling (SEM) assisted by AMOS 21.0 with a bootstrapping technique.
The results of the study showed that career adaptability had a negative effect on job hopping intention (p = 0.034) and job satisfaction was not proven to mediate the effect of career adaptability on job hopping intention (p = 0.42).