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Bakgrund: Arbetsmarknaden har förändrats och majoriteten av den personalomsättning som sker idag är så kallad frivillig omsättning. Dessa frekventa och frivilliga jobbyten har blivit känt som begreppet job hopping, vilket leder till att chefer måste hantera konsekvenserna av en hög personalomsättning. En hög personalomsättning leder vidare till ämnet kompetensförsörjning, vilket blir en avgörande del för organisationens fortsatta funktion. Syfte: Syftet med studien är att undersöka hur chefer hanterar fenomenet job hopping. Studien kommer att fokusera på att organisationen kan säkerställa att rätt kompetens finns och är konkurrenskraftig. Metod: Studien har tillämpats med en kvalitativ metod där semistrukturerade intervjuer genomförts för att besvara frågeställningen. Uppsatsen är byggd utifrån en tematisk analysmetod där citat från respondenterna valdes som koder för att identifiera teman. Genom intervjuerna har sedan empirin sammanställts. Empiri: I empirin presenteras respondenternas svar utifrån de gjorda intervjuerna, där de sammanställs av författarna i form av citat och kortare sammanfattningar. I den avslutande delen av empirin sammanställs en kortare summering av empiriavsnittet. Analys, diskussion och Slutsats: Empirin har sedan bearbetats i uppsatsens analysdikussion där den ställs emot den teoretiska referensramen. Slutsatsen belyser hur cheferna hanterar job hopping samt hur de påverkas eller ej, och leder sedan fram till att besvara frågeställningen. Vidare ges förslag till fortsatt forskning för att ytterligare studera ämnet. / Background: The labor market has changed and the majority of personnel turnover that occurs today is so-called voluntary turnover. These frequent and voluntary job changes have become known as the concept of job hopping, resulting in managers having to deal with the consequences of high staff turnover. A high staff turnover leads further to the subject of competence supply, which becomes a decisive part for the continued functioning of the organization. Purpose: The purpose of the study is to investigate how managers handle the phenomenon of job hopping. The study will focus on the organization being able to ensure that the right competence exists and is competitive. Method: The study has been applied with a qualitative method where semi-structured interviews were conducted to answer the question. The essay is based on a thematic analysis method where quotes from the respondents were chosen as codes to identify themes. The empirical evidence has then been compiled through the interviews. Empirics: In the empirics, the respondents' answers are presented based on the interviews conducted, where they are compiled by the authors in the form of quotes and shorter summaries. In the concluding part of the empirical work, a shorter summary of the empirical section is compiled. Analysis discussion and Conclusion: The empirical evidence has then been processed in the essay's analysis discussion, where it is set against the theoretical frame of reference. The conclusion highlights how managers handle job hopping and how they are affected or not, and then leads to answering the question. Furthermore, suggestions are given for further research to further study the subject.

Corporations are finding it challenging to attract and retain the top talented Millennials. Their frequent job-hopping is costing the U.S. economy $30.5 billion annually despite corporations' best efforts to retain them. The central research question concerns the decision-making process that Millennials use to decide whether to job-hop or stay with an organization. The purpose of this qualitative study was to develop a theory that explains the Millennials' process for deciding whether to job-hop or stay with an organization. The conceptual framework for this grounded theory research is generational theory, Herzberg's hygiene and motivational factors, and psychological contract theory. The data collection was by means of a purposive sampling strategy implemented through the semistructured interviews of 13 participants. The grounded theory data analysis method used consisted of an abridged version of Glaser's data analysis method as developed by Charmaz, which entailed a systematic comparative coding process (initial, focused, and theoretical). The study findings included 7 factors that affect Millennial job-hopping: competitive compensation, job enjoyment, opportunities for professional growth, supportive work environment, reasonable free/flex time, finding their niche, and excellent benefits. Based on these factors, the Millennials job-hopping theory explains their decision-making process and why they job-hop. Positive social change may occur when Millennials achieve job satisfaction. Job satisfaction increases loyalty and organizational commitment and reduces stress, thus decreasing turnover and creating economic stability for the Millennials and their organizations.

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