The majority of markets in the Philippines are sustained by the labor force composed primarily of Millennials and Generation Z, with Millennials accounting for nearly half of the country’s total workforce. Each market sector requires a distinct set of skills and presents varying opportunities for career advancement and professional development. The career trajectories of Millennials and Generation Z professionals are influenced by these factors, which consequently affect their preference between job-hopping and long-term employment. These cohorts increasingly shape workplace culture and employment patterns. Despite this trend, limited research explored its implications within the Philippine context. The study aimed to examine the factors that drive job hopping and determine the effects of job hopping on career growth, skill development, and job performance among Filipino Millennials and Generation Z professionals. Using a mixed method approach, primary data were collected through an online 50 item Likert survey with a convenience sample from the Greater Manila Area and complementary open-ended responses. Data was analyzed with Exploratory Factor Analysis (EFA) and Structural Equation Modeling (SEM) to identify latent constructs and test their relationships. Results revealed four core constructs, Fit, Strain, Sacrifice, and Benefits, which were meaningfully related to job hopping intentions and perceived career outcomes. Specifically, Fit and Benefits were associated with lower intentions to job hop and higher reported career growth and skill development, while Strain and Sacrifice were associated with higher intentions to job hop and lower perceived job performance. The study highlights the importance of promoting job-person fit and reducing workplace strain to improve employee retention and performance. Future research should employ longitudinal and industry specific designs to explore causal relationships and strengthen organizational strategies for workforce retention.