Effort to Prevent and Reduce Employee Turnover Intention in The Hospitality

Abstract

Purpose: The loss of skilled workers is one of the negative effects of the high turnover rates that the hospitality sector is currently experiencing. Turnover intention refers to an employee's desire to relocate or quit their position. There are several organizational disruptions brought on by this staff turnover. The purpose of this study is to test a research model empirically by examining how job security, perceived organizational support, and transformational leadership affect the intention to leave a company. Theoretical framework: This study employs the Social Exchange Theory, which posits that a balanced exchange occurs between two parties, with recipients typically responding positively when the giver provides something valuable. In line with this concept, the research aims to explore how factors such as job security, perceived organizational support, and transformational leadership influence individuals' inclination to remain in their current employment. Method/design/approach: Quota sampling, which establishes a quota depending on the percentage of each hotel, is the sample method employed. Analysis employing Partial Least Squares was used in this study. In order to ensure that the computations are spread equally, the analysis's findings determine the proportion of the demographic conditions of each employee respondent at 4-star hotels. Consequently, a total of 176 respondents were gathered from the sampling, comprising 123 male and 53 female employees, with the majority falling between the 20–25 age range. Results and conclusion: The findings suggest a positive association between the desire to leave a company and factors such as perceived organizational support, transformational leadership, and job security. Interestingly, the results indicate that enhancing job security could potentially decrease the inclination to leave. However, the study did not uncover significant effects of transformational leadership or perceived organizational support on turnover intention. Research implications: Provide new references in theoretical studies, especially on turnover intention behavior, especially in the hospitality sector. Originality/value: Establish a new measurement mechanism in an effort to reduce turnover intention using different antasedent variables.