The Impact of Hospitality Work Environment on Employees’ Turnover Intentions During COVID-19 Pandemic: The Mediating Role of Work-Family Conflict

Abstract

Employees’ turnover intentions and work-family conflict as a result of the hospitality work environment are considered the major global challenges confronted by hospitality organizations, especially in the era of COVID-19. This study aims at identifying the impact of the hospitality work environment on work-family conflict (WFC), as well as turnover intentions and examining the potential mediating role of WFC in the relationship between work environment and turnover intentions, during the COVID-19 pandemic in a sample of three- and four-star resorts in Egypt. A total of 413 resorts employees from Egyptian destinations (Sharm El-Sheikh and Hurghada) participated in the study. The findings of the Structural Equation Modeling (SEM) revealed that the hospitality work environment significantly and positively affects employees’ turnover intentions and WFC. In the context of the mediating role of WFC, results illustrated that WFC significantly partially mediates the relationship between the hospitality work environment and turnover intentions. Upon these findings, the study suggests that to prevent WFC and eliminate turnover intentions among resorts’ employees, an urgent need to create a better work environment is vitally important. limitations and future research directions have been discussed.

Impact of Work Stress and Job Burnout on Turnover Intentions among Hotel Employees

“…The turnover intentions were appraised by means of an improved three-item measure scale in line with Abdou et al [ 55 ]. These items are as follows: (1) If you are given a choice to choose once again, you will decide to work in another occupation/job; (2) At present, you are surely considering saying goodbye to your current job in the hotel; (3) Perhaps I will make an effort to find a new occupation/job within next year or less.…”

“…Labor turnover was seen as a two-dimensional concept, divided into voluntary and involuntary turnover, between an individual leaving a job and joining another workplace [ 53 , 54 ]. The turnover intentions were weighed with the help of an adapted three-item measure scale on the basis of Abdu [ 55 ]. These three items are as follows: (1) At present, I am surely considering resigning from my current employment in the resort; (2) Perhaps I will make an effort to find a new occupation within a year; (3) If I have a choice of choosing again, I will opt for working in another profession [ 40 , 56 ].…”

أثر بیئة العمل على الرضا الوظیفی ونیة دوران العاملین بالمنتجعات المصریة

“…Numerous studies (Salleh et al, 2012;Kamarulzaman et al, 2015;Abdou et al, 2022)) have been done on the association between workload, pay, and job satisfaction. In the hotel sector, where sales of upscale services may be involved, salaries are sometimes supplemented by a range of incentive payment plans in addition to base pay.…”

“…Organizational commitment is also affected by fringe benefits for hotel managers, like birthday and social celebrations (Ahmad and Scott, 2015). Salary, however, can have a greater impact on turnover intention than on job satisfaction in the hotel industry, with co-worker relationships and the atmosphere having a far stronger effect (Wu, 2012;Salleh et al, 2012;Kamarulzaman et al, 2015;Abdou et al, 2022). According to Chan et al, (2015), workload contributed to employee attrition as a result of burnout among casino dealers.…”

Investigating the Effect of Covid-19 on Human Resource Management and Non-Financial Job Satisfaction: Empirical Evidence From the RMG Sector of Bangladesh

“…Good governance must be followed. Previous studies show the effect of COVID-19 on the performance of the firms, RMG sectors, and other firms on a percentage basis and descriptive statistics only, such as Syed (2020), Khanam (2021), Kabir et al (2021), Ali et al (2021), Akpa et al (2022) and Abdou et al (2022) were the most recent work identified. Still, this study tries to capture the issues with perception index as well as with correlations analysis.…”