<![CDATA[The phenomenon of job hopping has become a critical issue in human resource management, especially among Generation Z, who are known for their dynamic nature and high career mobility. This study aims to identify the effect of psychological capital, particularly the grit aspect, on the tendency of job hopping among Generation Z in Balikpapan City. It addresses a gap in the literature regarding the internal psychological factors that influence job-hopping behavior among youth in regional labor markets. A quantitative correlational design was applied, involving 200 Generation Z participants aged 18–27 years, selected using purposive sampling. Data were collected using a modified standardized job hopping scale and grit scale, both of which were evaluated by expert judgment. A simple regression analysis was conducted using SPSS version 25. The results showed that grit significantly affected job hopping (p = 0.000; R² = 0.142), although the contribution was relatively low. These findings suggest that grit, as a form of psychological capital, plays a role in reducing the tendency to switch jobs quickly. The study offers practical implications for human resource strategies aimed at enhancing employee retention through psychological interventions focused on grit development. Moreover, it enriches theoretical discussions about the role of psychological capital in the employment behavior of Generation Z in regional contexts. ABSTRAK Fenomena job hopping menjadi isu penting dalam pengelolaan sumber daya manusia, terutama pada Generasi Z yang dikenal dinamis dan memiliki mobilitas karier tinggi. Penelitian ini bertujuan untuk mengidentifikasi pengaruh modal psikologis, khususnya aspek grit, terhadap kecenderungan job hopping pada Generasi Z di Kota Balikpapan, mengisi gap kajian tentang kontribusi faktor psikologis internal dalam perilaku kerja generasi muda di daerah. Penelitian ini menggunakan pendekatan kuantitatif dengan desain korelasional, melibatkan 200 partisipan Generasi Z berusia 18–27 tahun yang dipilih melalui purposive sampling. Data dikumpulkan menggunakan skala job hopping dan skala grit yang dimodifikasi dari instrumen terstandar dan telah melalui proses expert judgment. Analisis dilakukan menggunakan regresi sederhana dengan bantuan SPSS 25. Hasil menunjukkan grit berpengaruh signifikan terhadap job hopping (p = 0.000; R² = 0.142), meskipun dengan kontribusi rendah. Temuan ini memberikan implikasi penting dalam pengembangan strategi retensi karyawan berbasis intervensi psikologis yang menargetkan peningkatan grit pada individu Generasi Z, serta memperkaya kajian tentang peran modal psikologis dalam konteks ketenagakerjaan daerah.]]>
