Reducing Employee Turnover Intentions in Tourism and Hospitality Sector: The Mediating Effect of Quality of Work Life and Intrinsic Motivation

Abstract

Employee turnover causes various organizational disruptions, including economic and social loss and a deficit in organizational knowledge-skill inventory. Considering different forms of organizational disruptions associated with employee turnover, the contemporary literature on organizational sciences has shown serious concern in dealing with the challenge of employee turnover. However, shockingly, the employee turnover rate in the tourism and hospitality sector has been reported to be critically high even at a global level. Moreover, considering the customer-facing nature of this industry, employee turnover has more consequences for the tourism and hospitality sector compared to other segments of the economy. Past literature has acknowledged the role of employee-related corporate social responsibility (ERCSR) activities of an organization in influencing employee behavior. However, a critical knowledge gap in this domain still exists. That is, most of the prior studies tested the impact of ERCSR on positive employee behavior and did not test how ERCSR engagement in an organization may reduce employee turnover intentions, especially in a hospitality context. To fill this knowledge gap, this study aimed to investigate the relationship between ERCSR and employee turnover intentions in a hospitality sector of a developing country. Additionally, the mediating roles of quality of work life and intrinsic motivation were also tested in the above-proposed relationship. The hotel employees were the respondents in this survey who provided their responses related to the study variables on a self-administered questionnaire (n = 278). A hypothetical model was developed and analyzed with the help of the structural equation modeling technique. The results confirmed that ERCSR orientation of a hotel organization significantly reduces the turnover intentions of employees, whereas both quality of work life and intrinsic motivation buffered this association by producing mediating effects. These findings have different theoretical and practical implications, among which the most important implication is to realize the key role of ERCSR in reducing employees’ turnover intentions in a hospitality context. Various other implications are discussed in detail.

Succession planning mediates self-leadership and turnover intention in a state-owned enterprise

“…Today's businesses still attempt to hold on to staff members considered important assets because they are resources for the company's activities (Oh & Kim, 2019). This is of concern to all companies because turnover leads to substantial costs associated with the recruiting process as well as a lack of productivity (Xu et al, 2022).…”

“…Recent studies indicate that ineffective hiring practices without a clear strategy for employee development increase employee turnover in two forms (Owolabi & Adeosun, 2021;Xu et al, 2022). The first is that the recruits fail to satisfy the demands and expectations of the job.…”

Mediating Mechanism of Burnout in the Effect of Stress on Turnover Intention and Service Quality of Employees

“…Healthcare sector is more prone to this issue because of the nature of job, unusual working hours, and more involvement of female nursing staff (Beier, Cockerham, Branson, & Boss, 2023;Edú-Valsania, Laguía, & Moriano, 2022). Stressed health workers have higher intensity of leaving the organization to which they are serving (Arya, Franco-Mesa, & Erben, 2022;Peltokorpi, 2022;Xu et al, 2022). Furthermore, the nature of clients is too sensitive in this sector as patients and their attendants feel stressed and any poor dealing can further intensify the issue, which may induce them to misbehave with the staff and create disturbance for all.…”

The Impact of Social Loafing on Turnover Intention for Tourism Employees Post COVID-19: The Mediating Role of Mental Health

“…Mental health is an increasingly significant concern in the tourism industry, as the industry 2 of 16 is known for its high levels of stress and work-related demands [6]. Tourism industry employees may face unique challenges, such as irregular work schedules, long working hours, and high levels of customer interaction, all of which can contribute to mental health issues [7]. Turnover intention, or the intention to leave one's current job, has also been related to negative consequences such as decreased organizational performance and increased costs [7][8][9].…”