Efek Moderasi Escape Motive of Job Hopping: Hubungan Budaya Organisasi dan Perilaku Job Hopping pada Karyawan Swasta di Solo Raya

Ummu Arofah, Muhammad Yusuf Ariyadi

Abstract


ABSTRAK

Berpindah pekerjaan dalam kurun waktu yang singkat dikenal dengan istilah perilaku job hopping, saat ini menjadi salah satu fenomena umum terjadi pada kalangan karyawan dan menimbulkan tantangan bagi organisasi untuk mempertahankan serta membangun lingkungan kerja yang positif. Tujuan dari penelitian ini adalah untuk menganalisis dampak budaya organisasi terhadap perilaku job hopping serta menguji peran escape motive of job hopping sebagai variabel moderasi pada karyawan swasta di Solo Raya. Penelitian menggunakan pendekatan kuantitatif dengan melibatkan 174 respoden yang disebarkan melalui Goggle Forms berbentuk kueisoner. Data penelitian yang telah dikumpulkan dianalisis menggunakan teknik Partial Least Squares-Structural Equation Modeling (PLS-SEM) melalui bantuan perangkat lunak SmartPLS 3.0. Hasil penelitian ini menunjukkan budaya organisasi memiliki pengaruh positif dan signifikan terhadap perilaku job hopping. Selain itu, escape motive of job hopping terbukti berperan sebagai varaiabel yang memoderasi antara budaya organisasi dengan perilaku job hopping. Temuan ini menandakan bahwa faktor organisasi dan faktor psikologis berperan dalam mendorong kecenderungan karyawan untuk berpindah pekerjaan.

Kata Kunci: Budaya organisasi, Perilaku job hopping, Escape motive of job hopping

 

ABSTRACT

Job hopping, defined as changing jobs within a reltively short period, has become an increasingly common phenomenon among employees and poses significant challenges for organisations in retaining talent and fostering a positive work environment. In this study, the influence of organisational culture on job hopping behaviour and the moderating role of the escape motive of job hopping were examined among private-sector employees in the Solo region. A quantitative research approach was employed, involving 174 respondents who completed an online questionnaire distributed via Goggle Forms. The collected data were analysed using the Partial Least Squares-Structural Equation Modelling (PLS-SEM) with the assistance of SmartPLS 3.0 software. The findings indicate that organisational culture has a positive and significant effect on job hopping behaviour. Furthermore, the escape motive of job hopping was found to significantly moderate the relationship between organisational culture and job hopping behaviour. These findings suggest that both organisational factors and individual psychological motives contribute to employees propensity to engage in job hopping behaviour.

Keywords: Organizational culture, Job hopping behavior, Escape motive of job hopping




References


Almeida, S., Fernando, M., Munoz, A., & Cartwright, S. (2019). Retaining health carers: the role of personal and organisation job resources. Journal of Organizational Effectiveness, 6(2), 98–113.

Almerri, H. S. H. (2023). Investigating The Impact of Organizational Culture on Employee Retention : Moderating Role of Employee Engagement. Journal of System and Management Sciences, 13(4), 488–507.

Anshori, M. A., Saefudin, Ariyadi, M. Y., Augtiah, I., Kurniawati, H. D., & Anafih, E. S. (2024). Pentingnya Membangun Kekuatan Brand Assosiation sebagai Strategi Meningkatkan Loyalitas Pelanggan. GOVERNANCE: Jurnal Ilmiah Kajian Politik Lokal Dan Pembangunan, 11(1).

Anshori, M. I., Putro, S. E., & Ariyadi, M. Y. (2023). Peran Kepemimpinan Komunikasi Internal dan Pengembangan Karir Terhadap Kepuasan Kerja Karyawan Pada Perusahaan Telekomunikasi. Jurnal Ekonomi Dan Manajemen Teknologi, 7(4), 1245–1257.

Apriliani, A., Kadiyono, A. L., Fitriana, E., & Sulastiana, M. (2025). Driver factors of job hopping among corporate employees : A systematic literature review. Acta Psychologica, 260.

Azzahra, S., Ilmi, Z., & Wijaya, A. (2021). The Influence of Role Ambiguity , Job Stress and Leadership on Job Satisfaction and Employee Turnover at PT . Bank BRI Syariah Samarinda. Saudi J Bus Manag Stud, 6(1), 15–23.

Berisha, G., & Lajci, R. (2020). Fit to Last ? Investigating How Person-Job Fit and Person-Organization Fit Affect Turnover Intention in the Retail Context. Organizations and Markets in Emerging Economies Introduction, 11(2), 407–428.

Bon, A. T., & Shire, A. M. (2022). Review of Conservation of Resources Theory in Job Demands and Resources Model. International Journal of Global Optimization and Its Application, 1(4), 236–248.

Deti, R., Qisthi, A. I., & Yusuf, R. (2023). Fenomena Job hopping pada Generasi Milenial di Kota Bandung. INOBIS: Jurnal Inovasi Bisnis Dan Manajemen Indonesia, 7(1), 65–74.

Gajda, J. (2024). Job Hopping Among Generation Z Employees. Scientific Papers of Silesian University of Technology, 147–159.

Ghozali, I., & Latan, H. (2015). Partial Least Squares: Konsep, Teknik, dan Aplikasi Menggunakan Program Smart PLS 3.0 (2nd ed.). Semarang.

Glaserová, M. (2020). Value Preferences and Frustration in the Workplace. Acta Oeconomica Pragensia, 27(3), 31–44.

Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A Primer on Partial Least Squares Structural Equation Modeling ( PLS-SEM ) (2nd ed.). Sage Publications.

Hoare, C., & Vandenberghe, C. (2024). Are They Created Equal ? A Relative Weights Analysis of the Contributions of Job Demands and Resources to Well-Being and Turnover Intention. Psychological Reports, 127(1), 392–418.

Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One Hundred Years of Employee Turnover Theory and Research. Journal of Applied Psychology, 102(3), 530–545.

Irawati, R. (2020). Job Insecurity, Lingkungan Kerja, Kepuasan Kerja dan Komitmen Organisasi Pengaruhnya Terhadap Turnover Intention Karyawan. Buletin Ekonomi: Manajemen, Ekonomi Pembangunan, Akuntansi, 18(2), 167–186.

Kanfer, R., Frese, M., & Johnson, R. E. (2017). Motivation Related to Work : A Century of Progress. Journal of Applied Psychology, 102(3), 338–355.

Kerckhofs, L., Vandenhaute, M.-L., & Kris, H. (2022). Changing jobs like changing clothes : the hobo syndrome among career starters. Discover Psychology, 2(1), 23

Khasanah, U., Sari, M. A., Azzahro, K. A., Munir, B. M., & Ariyadi, M. Y. (2026). Pengaruh Human Resource , Social Factors dan Employer Branding terhadap HRM Sustainable pada Perusahaan di Karanganyar. YUME : Journal of Management, 9(1), 856–864.

Lake, C. J., Highhouse, S., & Shrift, A. G. (2018). Validation of the Job-Hopping Motives Scale. Journal of Career Assessment, 26(3), 531–548.

Larasati, A., & Aryanto, D. B. (2020). Job-Hopping and the Determinant Factors. Advances in Social Science, Education and Humanities Research, 395, 54–56.

Lin, C., & Huang, C.-K. (2020). Employee turnover intentions and job performance from a planned change : the effects of an organizational learning culture and job satisfaction. International Journal of Manpower, 42(3), 409–423.

Meng, J., & Berger, B. K. (2019). The impact of organizational culture and leadership performance on PR professionals ’ job satisfaction : Testing the joint mediating effects of engagement and trust. Public Relations Review, 45(1), 64–75.

Mengjiao, Z., Arshad, A. D. M. A. bin, & Yating, L. (2023). The Relationship Between Organizational Culture and Turnover Intention : A Literature Review Study. International Journal of Academic Research in Economics and Management Sciences, 12(4), 535–551.

Oroh, O., Ariyadi, M. Y., & Fadlan, A. F. (2024). The Influence of Transformational Leadership on Employee Motivation and Performance in the Banking Industry. International Journal of Management Science and Information Technology IJMSIT, 4(2), 336–345.

Paszkowska, A. F., & Vallejo, C. A. (2023). Going green to keep talent : Exploring the relationship between sustainable business practices and turnover intention. Journal of Entrepreneurship, Management and Innovation, 19(3), 87–128.

Pratama, D. A., & Puspa, T. (2023). Motivasi Kerja dan Turnover Karyawan Suatu Organisasi/Perusahaan di Era Milenial. Jurnal Ekonomi Trisakti, 3(2), 2535–2544.

Prisillya, T., & Turangan, J. A. (2020). Pengaruh Kepuasan Kerja , Stres Kerja , Dan Lingkungan Kerja Terhadap Niat Untuk Berpindah. Jurnal Manajerial Dan Kewirausahaan, II(2), 299–305.

Priyangga, R. D., & Franksiska, R. (2019). Job Hopping Sebagai Intervening pada Pengaruh Profesionalisme Terhadap Perkembangan Karir. Jurnal Ilmiah Pendidikan Dan Pembelajaran, 3(3), 373–383.

Putri, D. M., Fauziah, M. M. R., Sholihah, A. R., Apriyanto, R. B., & Ariyadi, M. Y. (2026). Pengaruh Social Media Recruitment terhadap Persepsi Profesionalisme dan Minat Lamaran Generasi Z di Wilayah Solo Raya. YUME : Journal of Management, 9(1), 912–919.

Putri, I. R., & Yusuf, N. F. (2022). Pengaruh Budaya Organisasi dalam Menciptakan Perkembangan Organisasi. Jurnal Administrasi Publik, 18(1), 143–154.

Putro, T. A., Prameswari, N. A., & Qomariyah, O. (2020). Stres Kerja , Keterlibatan Kerja dan Intensi Turnover pada Generasi Milenial. Psikostudia: Jurnal Psikologi, 9(2), 154–163.

Rahmania, T., Rahayu, A., & Dewi, M. S. (2025). Decoding job-hopping behavior : The role of organizational culture , emotional exhaustion , and dual motives in career transitions. Acta Psychologica, 260, 105745.

Ruanggoon, J., & Leephaijaroen, S. (2023). The Motives for Job-Hopping Among Millennial Employees in Bangkok : A Confirmatory Factors Analysis to Expand the Escape and Advancement Motives. Human Behavior, Development and Society, 24(2), 62–70.

Ryamustika, A., Winahyu, P., & Rusdiyanto. (2025). The Influence of Rewards, Job Satisfaction, Culture, and Engagement on Retention at KDS Department Store Genteng Banyuwangi. Ilomata International Journal of Management, 6(2), 445–464.

Sidabutar, S. L. M., Siburian, P., & Bintang, S. (2017). Pengaruh Budaya Organisasi, Kepuasan Kerja, dan Motivasi Berprestasi Terhadap Komitmen Organisasi Guru SMP Negeri Kecamatan Simanindo dan Kecamatan Pangururan Kabupaten Samosir. Jurnal Tabularasa Pps Unimed, 14(3), 205–216.

Soqair, N. Al, & Gharib, F. Al. (2023). Toxic Workplace Environment and Employee Engagement. Journal of Service Science and Management, 661–669.

Suherman, U. D. (2019). Pengaruh Budaya Organisasi terhadap Kinerja Pegawai BRI Syariah Cabang Bandung Suniaraja. ADLIYA: Jurnal Hukum Dan Kemanusiaan, 11(2), 243–256.

Sumual, T. E. M., Tumbelaka, S. S. X., & Ngantung, F. (2022). Organizational Culture , Job Satisfaction , Organizational Commitment , and Its Effect on Intention to Leave. SHS Web of Conferences, 1–5.

Sutoro. (2020). Pengaruh Budaya Organisasi terhadap Motivasi Kerja Pegawai BPSDM Provinsi Jambi. Jurnal Ilmiah Universitas Batanghari Jambi, 20(1), 104–112.

Sylejmani, M., & Mesko, M. (2024). The Role of Organizational Culture in Employee Retention in Kosovar Businesses. Journal of Organizational Psychology, 24(3), 98–111.

Titiani, S. M. W., & Rostiana. (2021). Intensi Keluar Kerja Ditinjau Dari Theory of Planned Behavior. Jurnal Psikologi Integratif, 9(1), 41–61.

Wahyudi, A. S., Syauki, A. Y., Sunaeni, Judijanto, L., & Irfan, M. (2023). Strategies for Enhancing Employee Retention : A Qualitative Study on Modern Human Resource Management Practices. International Journal of Science and Society, 5(5), 566–573.

Wijonarko, G., Muksin, N. N., & Rajiani, I. (2024). The loyalty imperative : Understanding the link between organizational culture and employee commitment. Journal of Infrastructure, Policy and Development, 8(4), 1–17.

Yunianto, T. K. (2025). Survei LinkedIn: 70% Karyawan Cari Pekerjaan Baru pada 2025. Marketeers. https://www.marketeers.com/survei-linkedin-70-karyawan-cari-pekerjaan-baru-pada-2025/

Yusoff, E. Y. C., Selamat, M. N., & Mohd, R. H. (2025). Job satisfaction as a moderator between organizational culture and turnover intention among Malaysian police officers. PLoS One, 20(9), 1–19.




DOI: http://dx.doi.org/10.35906/jurman.v12i1.2860

Article Metrics

Abstract view : 249 times
PDF (Bahasa Indonesia) - 10 times