Purpose – The purpose of this paper is to analyze the determinants of job-hopping. More specifically, the authors investigate the effect of age, gender, educational level, organizational size and sector on the job-hop frequency. Design/methodology/approach – Due to a lack of an existing appropriate measure of job-hopping, the authors introduce a new measure, namely, the job-hop frequency. Based on the data collected from a survey in Belgium, a linear regression analysis is performed. Findings – Through an empirical analysis, the authors show that age is negatively related to the job-hop frequency. Gender moderates this relationship. Therefore, the analysis supports the view that young women tend to job-hop significantly more than young men, but as they age, women are significantly more likely than men to remain within the same company. Furthermore, the authors find that the educational level has no influence on the job-hop behavior, indicating that having more job alternatives does not necessarily result in actual job-hop behavior. Both the sector and the size of the organization are found not to be significantly related to the job-hop frequency. Practical implications – This research provides human resource managers more insight into the job-hop behavior of employees and offers some useful suggestions for their retention management. Originality/value – Existing literature on turnover is very extensive, but literature on job-hopping remains rather underexplored. Therefore, the study extends previous research on voluntary turnover and job mobility by focussing on job-hopping in particular.