The use of the psychological contract to explain turnover intentions in the hospitality industry: a research study on the impact of gender on the turnover intentions of highly educated employees

Blomme, Robert Jan; Tromp, D.M.; Rheede, A. van

doi:10.1080/09585190903466954

Cited by 158 publications

(141 citation statements)

References 56 publications

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“…Low satisfaction with payment or job security increases turnover intent (Laine et al, 2009;Motowidlo, 1983;Vandenberghe and Tremblay, 2008;Blomme et al, 2010). As stated before low pay is an important predictor to job security in the hotel industry (Horner and Swarbrooke, 2004).…”

Section: H5: There Is Negative Linear Relationship Between Job Securimentioning

confidence: 99%

“…The perception of a job being stimulating can also be linked to the sector instead of the job itself. In this case, employability within the sector becomes an important variable (Blomme et al, 2010). The hospitality industry is known for employing low-skills workers, for not having career and develop program, for not investing on training and for not focusing on long-term commitment (Choi et al, 2000;McPhail and Fisher, 2008;.The stimulation behind the job can cease within a short period of time, increasing the high level of turnover found in the industry (Blomme et al, 2010;Choi et al, 2000).…”

Section: H3: There Is a Negative Linear Relationship Between How Stimmentioning

confidence: 99%

“…On the other hand, considering the turnover culture on the hospitality industry an investment on training and internal promotion which influences how a job is stimulating (Chand and Katou, 2007; would qualify the workforce. In this case, during economic expansion the increase competition in the industry and within sectors and consequently increased employability will result in employees changing industry and jobs (Blomme et al, 2010;Laine et al, 2009). Following the arguments that too-much-of-a-good-thing can have a reverse outcome (Pierce and Aguinis, 2013) a high level of stimulation can also impact on high turnover.…”

Section: H3: There Is a Negative Linear Relationship Between How Stimmentioning

confidence: 99%

“…In this case, employability within the sector becomes an important variable (Blomme et al, 2010). The hospitality industry is known for employing low-skills workers, for not having career and develop program, for not investing on training and for not focusing on long-term commitment (Choi et al, 2000;McPhail and Fisher, 2008;.The stimulation behind the job can cease within a short period of time, increasing the high level of turnover found in the industry (Blomme et al, 2010;Choi et al, 2000). In this regard there is a positive relationship between how much a job is perceive to be stimulating and the intention to leave the job (Erdogan and Bauer, 2009;Verhaest and Omey, 2006).…”

Section: H3: There Is a Negative Linear Relationship Between How Stimmentioning

confidence: 99%

“…(Yang, et al 2012, Zhou, et al 2012, Wells and Peachey 2011, Slatten, et al 2011, Blomme et al 2010, Yang, 2010Cho et a l 2009 ). Denvir and McMahon (1992) defined staff turnover as 'the movement of people into and out of employment within an organisation ' (p.143).…”

Section: Literature Reviewmentioning

confidence: 99%

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Staff turnover in hotels: Exploring the quadratic and linear relationships

2015

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Section: H5: There Is Negative Linear Relationship Between Job Securimentioning

confidence: 99%

Section: H3: There Is a Negative Linear Relationship Between How Stimmentioning

confidence: 99%

Section: H3: There Is a Negative Linear Relationship Between How Stimmentioning

confidence: 99%

Section: H3: There Is a Negative Linear Relationship Between How Stimmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

See 3 more Smart Citations

Staff turnover in hotels: Exploring the quadratic and linear relationships

2015

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Mothers' psychological contracts: Does supervisor breach explain intention to leave the organization?

Morgan

King

2012

Human Resource Management

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Recent evidence suggests mothers with infants are leaving the workforce (Cohany & Sok, 2007; Johnson, 2007), but research has not yet clarified why mothers make such a decision. The current research proposes that mothers form psychological contracts including content related to family that supervisors do not fulfill, resulting in intention to leave the organization. In a study of first‐time mothers, participants reported experiencing contract breach. Findings also suggested supervisors may have an opportunity to control the outcomes of breach and retain mothers by effectively managing perceptions of fair treatment (i.e., interactional justice). This is the first empirical research to indicate that mothers' intentions to leave depend on fulfillment of their psychological contracts related to family and fair treatment from their supervisor.

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Psychological Contracts and Job Satisfaction: Clustering Analysis Using Evidential C‐means and Comparison With Other Techniques

Beynon

Heffernan

McDermott

2012

Intell. Sys. Acc. Fin. Mgmt.

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SUMMARY The psychological contract refers to an individual employee's belief in mutual obligations between them and their employer. Psychological contracts are a key management concern, as they can impact employees' attitudes and behaviors in ways that influence organizational efficiency and effectiveness. In this paper, we analyse the relationship between the psychological contract and facets of job satisfaction among non‐profit sector employees, using the nascent non‐hierarchical evidential c‐means (ECM) clustering technique. To date, this technique has been theoretically discussed but not widely applied. Based on the Dempster–Shafer theory of evidence, ECM is novel in facilitating the assignment of objects, not only to single clusters, but to sets of clusters, and no clusters (outliers). The paper compares the theoretical underpinnings and findings from ECM with those of three other well‐known clustering techniques, namely (1) the hierarchical Ward's method, (2) the non‐hierarchical crisp k‐means and (3) the non‐hierarchical fuzzy c‐means approaches. We present and interpret the cluster solutions from each clustering technique. We establish three clusters differentiated by the content of the employees' psychological contracts. These clusters are validated by considering their relationship with facets of job satisfaction, to ensure the clusters are theoretically meaningful. Comparisons of the findings from each technique: (1) provide insights into the relationship between the psychological contract and job satisfaction; (2) reveal what ECM encompasses, relative to other clustering techniques; (3) inform the selection of an appropriate clustering technique for a specific research problem; and (4) demonstrate potential future directions in the development of cluster analysis. Copyright © 2012 John Wiley & Sons, Ltd.

show abstract

The use of the psychological contract to explain turnover intentions in the hospitality industry: a research study on the impact of gender on the turnover intentions of highly educated employees

Cited by 158 publications

References 56 publications

Staff turnover in hotels: Exploring the quadratic and linear relationships

Staff turnover in hotels: Exploring the quadratic and linear relationships

Mothers' psychological contracts: Does supervisor breach explain intention to leave the organization?

Psychological Contracts and Job Satisfaction: Clustering Analysis Using Evidential C‐means and Comparison With Other Techniques

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