This study aims to analyze the effect of career development on turnover intention, mediated by job satisfaction and job hopping, among Generation Z employees in the telecommunications industry. The findings indicate that career development has a positive and significant effect on job satisfaction but no significant effect on job hopping. Furthermore, job satisfaction has a negative and significant effect on turnover intention, whereas job hopping has a positive and significant effect on turnover intention. Although career development does not have a direct effect on turnover intention, there is a significant indirect effect through job satisfaction as a mediating variable. Conversely, job hopping does not serve as a significant mediator in the relationship between career development and turnover intention.
These results highlight the crucial role of job satisfaction as a mediating mechanism that explains the relationship between career development and employees’ turnover intention, while job hopping does not play a significant mediating role. The findings provide practical implications for organizational management to prioritize effective career development strategies that enhance job satisfaction, thereby reducing turnover intention among Generation Z employees. |