<![CDATA[Background: Job hopping among Generation Z has become an increasingly important issue in human resource management, particularly amid the dynamic transformation of the labor market in Indonesia. Objective: This study aims to examine the effects of emotional exhaustion and perceived alternative employment on job hopping behavior among Generation Z, with organizational commitment serving as a mediating variable. Methods: The study is grounded in Conservation of Resources (COR) Theory and Social Exchange Theory (SET). A quantitative approach was employed using Partial Least Squares Structural Equation Modeling (PLS-SEM) through SmartPLS. Data were collected from 262 Generation Z employees in the Greater Jakarta area who had changed jobs at least two to three times. Results: The results indicate that emotional exhaustion and perceived alternative employment have significant positive effects on job hopping behavior, while organizational commitment has a significant negative effect on job hopping. Furthermore, perceived alternative employment positively influences organizational commitment, whereas emotional exhaustion does not significantly affect organizational commitment. Mediation analysis reveals that organizational commitment mediates the effect of perceived alternative employment on job hopping but does not mediate the relationship between emotional exhaustion and job hopping. Conclusion: These findings contribute to the growing literature on Generation Z job hopping behavior and provide practical implications for organizations in designing more effective employee retention strategies.]]>
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