The objective for this study was to analyze the factors which influenced turnover intentions of hotel employees in the Accra Metropolis of Ghana. The two-factor motivation theory of Frederick Herzberg was used as the lens to analyse employee turnover intentions in the hotel industry. A quantitative research method – encompassing the explanatory and simple random sampling approach – was used to collect the data from two hundred hotel employees in the Metropolis. Chi-square analysis and logistic regression were used to analyze the data. The study found that there was no significant relationship between the demographic features and turnover intentions of employees. Promotion chances were the best indicator of the turnover intentions of hotel employees. This implies job promotions are likely to reduce employees turnover among hotels in the Metropolis. The findings provides sufficient knowledge and information to scholars, policy makers and hotel managers that by providing opportunities for employees promotion, hotels can significantly reduce employees turnover in the future.
Employees’ happiness is important for retaining hotel staff because of the nature of their long working hours. Grounded in the Fredrick motivational theory. The survey aimed to ascertain the association between “job satisfaction and turnover intention” in hotel operational staff in the Accra metropolitan area. Using the factor analysis data techniques, four main underlying factors including “pay, supervision, promotion as well as training and advancement” were found to have explained hotel employees’ job happiness in the Accra metropolis. The correlation analysis demonstrated a negative association between job satisfaction and the intentions for turnover. The recommendation to managers is that this situation can be address by paying hotel worker with good salaries/wages as their reward whilst creating opportunities for promotion.
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