Open AccessThe Effect of Employee Turnover in the Hospitality Industry: Quantitative Correlational Study
Author(s) -
Bettye Holston Okae
Publication year - 2018
Publication title -
international journal of learning and development
Language(s) - English
Resource type - Journals
ISSN - 2164-4063
DOI - 10.5296/ijld.v8i1.12513
Subject(s) - hospitality , turnover , hospitality industry , job satisfaction , turnover intention , employee engagement , marketing , psychology , business administration , employee research , compensation (psychology) , employee retention , variance (accounting) , work (physics) , business , social psychology , organizational commitment , management , economics , tourism , accounting , political science , mechanical engineering , law , engineering
The purpose of this quantitative correlational study was to examine the relationship between employee turnover intention and job satisfaction, employee compensation, employee engagement, employee motivation, and work environment. A convenience sample of 156- services related employees from the hospitality industry in Western Georgia; Central Mississippi; and North Central Texas participants in the online surveys. The results from multiple linear regression models were significant in predicating employee turnover in the hospitality industry. In the final model, the five predictors accounted for approximately 36% of the variance in turnover intention, and the result was statistically significant, (R² =. 36, F (5, 105) = 11.57, p < .001). Motivation was not a significant predictor of employee's turnover intentions. The introduction of others organizational related variables by future researchers might enhance the effectiveness of the model. The practical implications for change include the ability of hospitality leaders' to implemented strategies and policies into their business practice to reduce employee turnover with industry, which is vital for organizational to retain skilled worker while maintaining profitability.