Causes of employee fluctuation and the need for stabilization in Slovak hotels

Vetráková, Milota; Kubaľa, Jaroslav; Cole, David; Pompurová, Kristína

doi:10.9770/jesi.2020.8.1(23)

Cited by 3 publications

(2 citation statements)

References 25 publications

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“…Conversely, a few studies have confirmed that voluntary staff turnover can be explained by job opportunities available outside workers’ current hotel or better prospective job offers from other organisations. For instance, Vetráková et al (2020) found that factors affecting staff turnover are linked with new opportunities such as a better offer from another company or hotel or the prospect of a desirable job abroad. More specifically, attractive opportunities are the most important determinant of job change among hotel managers.…”

Section: Resultsmentioning

confidence: 99%

Mind the gap: a critical reflection on hotel employee turnover

Mohsin

Brochado

Rodrigues

2022

IJCHM

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Purpose This study aims to provide a critical reflection research that was carried out to understand more fully how employee turnover has been critical to hotel management’s strategies for constructing a better workplace. Human resources decisions need to be made carefully based on a clear grasp of their effects on hotels and their staff. Design/methodology/approach A critical review was conducted with a sample of 160 academic papers that reported findings on staff turnover intentions in hotels. Findings The results include a concept map that highlights the two main dimensions found by researchers: hotel staff turnover consequences (i.e. customer satisfaction and financial performance) and antecedents (i.e. individual, job-related, relationship, organisational and opportunities). Research limitations/implications The findings underline that staff retention strategies need to focus on managing job-related, organisational and relationship variables as hotel managers have little influence on individual and job opportunity factors. Originality/value This study examined 20 years of research summarised in an up-to-date conceptual map. The findings have cross-disciplinary implications.

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Section: Resultsmentioning

confidence: 99%

Mind the gap: a critical reflection on hotel employee turnover

Mohsin

Brochado

Rodrigues

2022

IJCHM

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“…Motivated individuals that manager evaluates them and have pre-set achievable goals are willing to work longer than individuals who are not driven. It is possible to hire motivated volunteer and the volunteer loose the motivation without managing and good cooperation [20]; [21].…”

Section: The Willingness To Work and Motivation Of Volunteermentioning

confidence: 99%

The Willingness to Devote Time to Volunteers Projects in Relation to Volunteers Practice

Zárubová

Švecová

2021

SHS Web of Conf.

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Research background: The article deals with the volunteering. The relationship between school and volunteer orientation is compared among respondents preparing for the future labour market, i.e. high school and university students of various specializations who study in the Czech Republic. Students can be motivated by gaining experience in team cooperation in solving a common goal like one type of the motivator. Are volunteers and potential volunteers willing to devote their time to projects in the same way, whether they have experience with volunteering or not? Purpose of the article: The purpose is to find the connection between the age of the respondents, their experiences with volunteering and the time they are willing to devote to the volunteering. Methods: The method is quantitative study of answers of students from high school and university students. The quantitative study uses Chi square test. The result of quantitative elaboration of the questionnaire survey is the answer to whether there is a connection between the age of the respondents, their experience with volunteering and the time which they are willing to devote to the volunteering. Findings & Value added: The result finds the differences and connections between age of volunteers, their experiences with volunteering and with willingness to be the volunteer for longer or shorter time. The result of the survey brings benefits to managers to recruit volunteers and it cannot be denied that the willingness of volunteers to devote their time to volunteering will change as they gain the experience.

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