Exploring the antecedents of intentions to leave the job: The case of luxury hotel staff

Staff turnover in hotels: Exploring the quadratic and linear relationships

“…The above literature review together with a study undertaken by Mohsin, Lengler and Kumar (2013) with regard to the Indian hotel industry, prompted the current study. It investigates staff turnover to assess whether the relationship between intention to leave the job and its antecedents is quadratic rather than linear.…”

“…This phenomenon can be explained by the observation that younger employee in luxury hotels could leave the job soon as they find that the job may be stimulating but not challenging enough. There is as such no direct evidence of this quadratic relationship being explored within the context of luxury hotels, although Mohsin et al (2013) find this relationship positive and linear.…”

“…The current study draws upon previous studies that have focused on the positive linear effects of organisational enthusiasm, stimulating job, job security and earnings, and organisational loyalty on intention to leave the job, specially the research by Mohsin, Lengler and Kumar (2013) who have investigated the linear relationship between those four antecedents and intention to leave a job. Thus, the purpose of this study is to assess whether the effect of organisational enthusiasm, job security and earnings, stimulating job, and organisational loyalty on employee's intention to leave the job is quadratic rather than linear.…”

“…Mohsin et al, 2013;Yang, et al 2012, Zhou, et al 2012, Wells and Peachey 2011, Slatten, et al 2011, Blomme et al 2010, Yang, 2010Cho et al 2009), the alternative relationships between those antecedents and intention to leave the job are still scant. The rationale behind our argument is that increasing investments on beneficial antecedents would be harmful for employee's intention to leave the job.…”

“…By considering those relationships as being quadratic rather than linear, we also consider that companies may risk losing workers if increasing antecedents that been considered beneficial to reduce employee's intention to leave the job. We build upon the previous study of Mohsin et al (2013) in which we have found mixed results regarding the linear effects between organisational aspects and worker's intention to the leave the job.…”