A Systematic Review of the Causes of Job Hopping in the Millennial Workforce
Abstract
This study presents a systematic review of empirical and theoretical literature examining the causes of job-hopping within the millennial workforce, a generational cohort generally defined as individuals born between 1980 and 2000. Representing a substantial proportion of the global labour market, millennials are noted for exhibiting shorter job tenures compared to preceding generations, a trend with significant implications for organisational performance and talent management. Understanding the drivers of this mobility is therefore essential for employers, policymakers and human resource practitioners seeking to improve retention and engagement. The review was guided by two theoretical lenses: Vroom’s Expectancy Theory, which links motivation and retention to the perceived relationship between effort, performance and rewards; and Strauss and Howe’s Generational Theory, which attributes workplace behaviour to shared generational values shaped by formative experiences. Peer-reviewed research articles were systematically sourced from Google Scholar, JSTOR, ResearchGate, Emerald Insight, and ScienceDirect, ensuring comprehensive coverage of both empirical findings and conceptual perspectives. Analysis of the reviewed literature revealed four recurrent thematic drivers of job-hopping among millennials: (1) Salary and benefits – the pursuit of competitive compensation and attractive benefits packages; (2) Career growth and development including access to promotion opportunities, leadership roles and continuous learning; (3) Work–life balance encompassing flexible work arrangements, autonomy and alignment with personal values; and (4) Organizational culture and environment covering fairness, recognition, teamwork, technological adoption, leadership style, and job design. The findings indicate that effective millennial retention strategies should combine competitive remuneration with transparent career progression pathways, supportive and flexible work arrangements and inclusive, innovation-oriented workplace cultures. This review contributes to the scholarly understanding of millennial job mobility and offers actionable insights for aligning human resource practices with the expectations, motivations and work values of this generation.
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