https://jurnal.untag-sby.ac.id/index.php/persona <p><strong>Persona: Jurnal Psikologi Indonesia</strong> (Persona Journal) is a peer-reviewed journal, published by the Faculty of Psychology Universitas 17 Agustus 1945 Surabaya. Persona Journal was first published in 2012. At first, this journal was published three times a year. Starting in 2017 Persona is only published semiannually, in June and December. This journal gives readers access to download journal entries in pdf file format.<br />Persona Journal is created as a means of communication and dissemination for researchers to publish research articles. Previously, Persona journals only accepted articles related to the topics of clinical psychology, developmental psychology, and educational psychology. Starting from Volume 10 Number 2 the Persona Journal accepts articles on topics of social psychology and organizational &amp; industrial psychology. Persona Journal is available in print and online. The language used in this journal is Indonesian.<br /><strong>Since August 2019, this journal has been accredited rank 2 as a scientific journal</strong> under the decree of the Ministry of Research, Technology and Higher Education of the Republic of Indonesia, Decree No. 23/E/KPT/2019, August 8th, 2019.<br /><strong>Persona journal has been indexed by: Sinta, DOAJ, Dimensions, Garuda, Google Scholar, One Search Indonesia, Road, WorldCat, PKP Index, Researchbib, Scilit, etc. and has become a CrossRef Member, therefore, all articles published by Persona will have a unique DOI number</strong></p> Faculty of Psychology Universitas 17 Agustus 1945 Surabaya en-US Persona:Jurnal Psikologi Indonesia 2301-5985 <p>The author who will publish the manuscript at Persona: Jurnal Psikologi Indonesia, agree to the following terms:</p> <p>1. Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution ShareAlike License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.</p> <p>2. Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.</p> <p>3. Authors are permitted and encouraged to post their work online (e.g., in institutional repositories, pre-prints sites or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater dissemination of published work</p> <p>&nbsp;<br class="kix-line-break"><br class="kix-line-break"></p> <div style="’text-align: center;"><a href="http://creativecommons.org/licenses/by-sa/4.0/" rel="license"><img style="border-width: 0;" src="https://i.creativecommons.org/l/by-sa/4.0/88x31.png" alt="Creative Commons License"></a><br>This work is licensed under a <a href="http://creativecommons.org/licenses/by-sa/4.0/" rel="license">Creative Commons Attribution-ShareAlike 4.0 International License</a>.</div> https://jurnal.untag-sby.ac.id/index.php/persona/article/view/12863 <p><em>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, </em>which makes it challenging for organizations to retain their employees<em>. This study </em>aims to examine the relationship between proactive personality and job-hopping intention, as well as the mediating role of job satisfaction in this relationship<em>. </em>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)<em>. The research method used is quantitative, involving 114 respondents who are Generation Z employees in Jabodetabek and have less than 2 years of service. </em>Data were analyzed using the PROCESS Macro for SPSS (Model 4) developed by Hayes<em>. 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 </em>in reducing employees’ job-hopping intention<em>. Companies are expected to develop programs to increase employee job satisfaction, </em>such as career coaching, reward systems, supportive work environments, and greater job autonomy<em>.</em></p> Tifania Krisma Rahardyana Pratista Arya Satwika Copyright (c) 2025 Tifania Krisma Rahardyana, Pratista Arya Satwika http://creativecommons.org/licenses/by-sa/4.0 2025-12-05 2025-12-05 14 2 10.30996/persona.v14i2.12863