<![CDATA[Abstract. The phenomenon of job hopping is increasingly common across various industrial sectors, including the food and beverage industry such as caféswhich have high employee turnover rates. This situation indicates a tendency among employees to change jobs within a relatively short period of time. One psychological factor believed to influence the intention to job hop is organizational commitment. According to (Mowday et al., 1982), organizational commitment is the relative strength of an individual’s identification with the organization, involvement in the organization, and desire to remain part of the organization. This study aims to determine the effect of organizational commitment on job-hopping intentions among café employees in Bandung. The study employed a quantitative, cross-sectional approach involving 110 café employees selected through purposive sampling. Organizational commitment was measured using the Organizational Commitment Questionnaire (OCQ), while job-hopping intentions were measured using the Job hopping Intention Scale (JHIS). Data analysis was conducted using simple linear regression. The results show that organizational commitment has a significant negative effect on job-hopping intentions (p < 0.001) with a regression coefficient of -0.122. Organizational commitment accounts for 23.3% of the variance in job-hopping intentions, while 76.7% is influenced by other factors. The higher the organizational commitment, the lower the job-hopping intentions. Abstrak. Fenomena job hopping semakin banyak ditemukan pada berbagai sektor industri, termasuk industri food and beverage seperti café yang memiliki tingkat pergantian karyawan yang tinggi. Kondisi ini menunjukkan adanya kecenderungan karyawan untuk berpindah pekerjaan dalam waktu relatif singkat. Salah satu faktor psikologis yang diduga memengaruhi intensi job hopping adalah komitmen organisasi. Menurut (Mowday et al., 1982), komitmen organisasi merupakan kekuatan relatif identifikasi individu terhadap organisasi, keterlibatan dalam organisasi, serta keinginan untuk tetap menjadi bagian dari organisasi. Penelitian ini bertujuan mengetahui pengaruh komitmen organisasi terhadap intensi job hopping pada karyawan café di Kota Bandung. Penelitian menggunakan pendekatan kuantitatif dengan metode cross-sectional terhadap 110 karyawan café yang dipilih melalui teknik purposive sampling. Komitmen organisasi diukur menggunakan Organizational Commitment Questionnaire (OCQ), sedangkan intensi job hopping diukur menggunakan Job hopping Intention Scale (JHIS). Analisis data dilakukan menggunakan regresi linear sederhana. Hasil penelitian menunjukkan bahwa komitmen organisasi berpengaruh negatif dan signifikan terhadap intensi job hopping (p < 0,001) dengan koefisien regresi sebesar -0,122. Komitmen organisasi memberikan kontribusi sebesar 23,3% terhadap intensi job hopping, sedangkan 76,7% dipengaruhi oleh faktor lain. Semakin tinggi komitmen organisasi, semakin rendah intensi job hopping pada karyawan café di Kota Bandung.]]>
