Examining the Relationship Between Job Insecurity, Organizational Commitment and Turnover Intention in the COVID-19 Process

Abstract

With the onset of the COVID-19 pandemic, many sectors have begun to be affected. The tourism sector is one such sector and has been heavily affected by restrictions on international movement of. Affected by this situation, hotels have decided to close their doors or have adopted a limited-service approach. For this reason, tourism employees have become unable to see their way in an uncertain process and have encountered different practices such as hourly paid work, being sent on unpaid leave, and being given a short-term employment allowance. The reflections of this negative impact on the employees are a matter of curiosity. In this context, this study aims to reveal the relationship between job insecurity, organizational commitment, and turnover intention in five-star hotels during the COVID-19. To enable this, data were collected using a questionnaire. The study results support the conceptual model that includes the variables of job insecurity, organizational commitment, turnover intention and organizational response to COVID-19. Organizational Response to COVID-19 was found to have a negative and significant effect on job insecurity and also to have a positive and significant effect on organizational commitment. Job insecurity has a negative and significant effect on organizational commitment. Organizational commitment has a negative and significant effect on turnover intention and job insecurity was found to have a positive and significant effect on turnover intention.

The Association between Corporate Social Responsibility, Employee Performance, and Turnover Intention Moderated by Organizational Identification and Commitment

“…Similar results were reported in the high-end hospitality industry during the 2009 COVID-19 pandemic, where employment instability negatively impacted organizational commitment and, in turn, turnover intent [64]. This study demonstrated that in government agencies, insider status somewhat moderated the connection between loyalty to the company and a desire to leave.…”

“…Organizational commitment has also been found to considerably influence performance and moderate the association between total job stress and performance. Previous research has shown that workers' perceptions of their organizations' support are favorably associated with their organizational commitment and adversely related to their desire to leave their current positions and turnover intention [63][64][65]. Thus, H6 explains the observed relationship between OC and TI.…”

Work social support on hospitality employees’ career optimism and turnover intention

“…Karatepe et al (2022) found that job insecurity intensified job tension, eroding hotel employees’ trust in the organization and exacerbating their propensity to be late and leave work early. Güzel and Ergen (2022) demonstrated that job insecurity had a significantly negative effect on organizational commitment, and organizational commitment was negatively associated with turnover intention.…”

Türkiye’de Turizm Alanında Yapılan İş Güvencesizliği Çalışmaları Üzerine Bibliyometrik Bir Analiz

“…Ayrıca bu çalışmaya dahil olan 33 çalışmaya ait ayrıntılı bilgiler Tablo 1'de verilmiştir. Bu 33 çalışmadan 11 tanesi, iş güvencesizliğinin çalışan davranışı ve örgütsel çıktılar üzerindeki direkt etkisini incelemiştir (Akgündüz vd., 2017;Akpulat, 2020;Çalışkan ve Özkoç, 2020;Ceylan Esen, 2018;İşbilir Cebe, 2022;Katlav vd., 2021;Özçelik Bozkurt ve Bayram, 2020;Özçelik Bozkurt ve Sezen Doğancılı, 2021;Özdemir Güzel ve Doğanay Ergen, 2022;Polat, 2019;Tellioğlu, 2021). Bahsi geçen çalışmalardan 13 tanesi, dolaylı veya aracı değişkenleri kapsayan model ile yürütülmüşken (Akgunduz ve Eryilmaz, 2018;Aksoy, 2022;Azaklı, 2011;Bouzari ve Karatepe, 2018, 2017Cizreliogullari vd., 2019aCizreliogullari vd., , 2019bDalgıç, 2020;Etyemez, 2016;Etyemez ve Aslan, 2018;Özkoç, 2017;Safavi ve Bouzari, 2020;Safavi ve Karatepe, 2017), sadece 8 çalışmanın modelinde düzenleyici etkiye yer verilmiştir (Arasli vd., 2019;Çalışkan, 2019;Doğantekin, 2020;Dogantekin vd., 2022;Keriman, 2019;Koca, 2022;Üçler, 2018;Üngüren vd., 2021).…”