Job-hopping Intention of Generation Z Professionals: Impact of Work Values and Perceived Organizational Support

Abstract

Using the theory of work adjustment, this study examines how work values affect job-hopping intentions among Sri Lankan Generation Z professionals, with perceived organizational support as a moderator. Survey data from 387 professionals were analysed using structural equation modelling with SmartPLS. Findings indicate a significant positive relationship between extrinsic work values and job-hopping intentions, with perceived organizational support moderating this effect. A supportive work environment can amplify or mitigate the impact of extrinsic rewards on job-hopping. Conversely, intrinsic work values do not significantly influence job-hopping intentions in this context. The study suggests managers should focus on enhancing extrinsic rewards and perceived organizational support to manage job-hopping tendencies. By integrating work values and perceived organizational support into a unified framework, this research provides new insights into the career behaviours of Generation Z in emerging economies, offering a tailored approach for managing job-hopping.