<![CDATA[The phenomenon of employees who tend to change jobs is increasingly widespread, especially among Generation Z, who tend to leave their jobs in less than 6 months, which makes it challenging for organizations to retain their employees. This study aims to examine the relationship between proactive personality and job-hopping intention, as well as the mediating role of job satisfaction in this relationship. The instruments used in this study were the Job-Hopping Intention Scale (α=0,880), the Proactive Personality Scale (α=0,839), and the Job Satisfaction Survey (α=0,920). The research method used is quantitative, involving 114 respondents who are Generation Z employees in Jabodetabek and have less than 2 years of service. Data were analyzed using the PROCESS Macro for SPSS (Model 4) developed by Hayes. The results showed that job satisfaction has a significant effect in mediating the relationship between proactive personality and job-hopping intention. Thus, job satisfaction is an important aspect in reducing employees’ job-hopping intention. Companies are expected to develop programs to increase employee job satisfaction, such as career coaching, reward systems, supportive work environments, and greater job autonomy.]]>
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