The Relationship between Employees’ General Characteristics, Workplace Harassment, and Turnover Intent in the Deluxe Hotel

정효선,; Yoon, Hye Hyun; 이진,

doi:10.20878/cshr.2016.22.1.013013013

Cited by 3 publications

(6 citation statements)

References 29 publications

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“…Unpleasant treatment at work is one of the causes of turnover intention (Gan et al, 2018). This research aligns with Jung et al (2016), stating that workplace harassment positively and significantly affects turnover intention. In this study, textile industry employees who experience unpleasant treatment at work will tend to have thoughts of moving away from their current company and start looking for other job alternatives frequently.…”

Section: The Effect Of Workplace Harassment Support On Turnonver Inte...supporting

confidence: 84%

“…Harassment at work is one of the causes of turnover intentions (Gan et al, 2018). Research conducted by Jung et al (2016) stated that workplace harassment significantly affects turnover intention. The similar idea, that workplace harassment is linked to intention to leave and was previously made by Lin et al (2017).…”

Section: H2: Perception Of Organizational Support Has a Positive Effe...mentioning

confidence: 99%

“…According to 68% of respondents, issues with coworkers or superiors, such as bullying and harassment, a poor work environment, and a poor organizational culture were the main reasons why employees left the company, and as a result, they hoped to find a new job at a better place than the one they had before. Several studies have explored the factors that influence employee turnover intention, but as short as a literature review, there are still few studies on harassment in the workplace (Jung et al, 2016). Harassment emphasizes the recognition of threats, hostility and abuse, especially by colleagues and superiors (Van et al, 2015).…”

Section: The Introductionmentioning

confidence: 99%

“…Workplace harassment experienced by employees harms the employees themselves and the organization (Jung et al, 2016). Therefore, the need for organizational support provided by the company to its employees.…”

Section: The Introductionmentioning

confidence: 99%

“…Even if the industry creates new job opportunities, it frequently has subpar working circumstances, including both physical (such as lengthy working hours, low pay, and subpar safety and health standards) and psychosocial (such as verbal, physical, and sexual harassment of employees) ones (Adler et al, 2017). Previous research on turnover intention was conducted on hotel employees (Jung et al, 2016;Akgunduz & Sanli, 2017;Widiana & Budiono, 2021). Then research on the same topic was carried out in the manufacturing industry in China (Wong & Wong, 2017).…”

Section: The Introductionmentioning

confidence: 99%

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Workplace Harassment And Perception Of Organizational Support On Turnover Intention: Job Satisfaction As A Mediation Variable

Mukaromah,

Noekent,

Wanbing

2023

J. of Mgmt. & Bus. Insight

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Purpose-This study looks at job satisfaction as a mediating variable to explore the relationship between workplace harassment and perceived of organizational support on intention to leave. Design/Methodology/Approach-Employees in the textile and textile products sector in Central Java Province made up the study's population. Purposive sampling was used to acquire the data for this study, and a total of 60 participants made up the sample. Through the use of an analytical program called Smart PLS version 3.0, the outer model and inner model analysis methods were used to analyze the data for this study. Findings-The direct findings demonstrated that job satisfaction and turnover intention were highly impacted by workplace harassment and perceptions of organizational support. Job satisfaction did, however, have a negative and negligible effect on the intention to leave. The indirect findings indicated that there was no evidence to support the idea that job satisfaction could moderate the effects of workplace harassment on intention to leave and the perception of organizational support on intention to leave. Research limitations/implications-These findings have policy implications for all levels of government in Central Java Province, which must prioritize reducing workplace harassment through strict enforcement of regulations. For companies, the results of this research can be used to develop perceived organizational support programs. Originality/value-The study on employee behaviour in the textile products business is quite restricted, and no earlier studies on the influence of workplace harassment and perceived organizational support on turnover intention mediated by job satisfaction have been done. This study also calls into question the widely held belief that findings collected in one specific location may be extended to the larger phenomena at the country level.

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Section: The Effect Of Workplace Harassment Support On Turnonver Inte...supporting

confidence: 84%

Section: H2: Perception Of Organizational Support Has a Positive Effe...mentioning

confidence: 99%

Section: The Introductionmentioning

confidence: 99%

Section: The Introductionmentioning

confidence: 99%

Section: The Introductionmentioning

confidence: 99%

See 3 more Smart Citations

Workplace Harassment And Perception Of Organizational Support On Turnover Intention: Job Satisfaction As A Mediation Variable

Mukaromah,

Noekent,

Wanbing

2023

J. of Mgmt. & Bus. Insight

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The Effects of Workplace Harassment on Employees’ Coping Style and Intention to Leave in the Foodservice Industries

Sun¹,

Hyun²

2017

culinarysciencehospitalityresearch

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Workplace Sexual Harassment and Withdrawal Behaviors Among Female Workers in Jordanian Hotels, the Mediating Role of Emotional Exhaustion

SHATNAWI,

ALANANZEH,

DARABSEH

et al. 2024

GTG

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This study explores the connection between workplace sexual harassment and the tendency of female hotel workers in Jordan to withdraw from their jobs, with a specific focus on the role of emotional exhaustion. The study involved female employees from five-star hotels in Amman, Jordan, using a convenience sampling approach, and collected 203 valid responses, achieving an 87% response rate. Using Structural Equation Modeling (SEM), the research found that sexual harassment and emotional exhaustion directly and positively affected withdrawal behaviors. Notably, sexual harassment had a substantial positive impact on emotional exhaustion. However, the study found that emotional exhaustion did not mediate the relationship between sexual harassment and withdrawal behaviors. The coefficients of determination (R2) for emotional exhaustion and withdrawal behaviors were 0.780 and 0.841, respectively. This study underscores the prevalence of sexual harassment in Jordanian hotel workplaces, especially among female employees. It highlights that sexual harassment significantly contributes to emotional exhaustion among female workers, which, in turn, affects their inclination to leave their jobs. This emphasizes the importance of maintaining motivated and engaged female employees within the hospitality industry.

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The Relationship between Employees’ General Characteristics, Workplace Harassment, and Turnover Intent in the Deluxe Hotel

Cited by 3 publications

References 29 publications

Workplace Harassment And Perception Of Organizational Support On Turnover Intention: Job Satisfaction As A Mediation Variable

Workplace Harassment And Perception Of Organizational Support On Turnover Intention: Job Satisfaction As A Mediation Variable

The Effects of Workplace Harassment on Employees’ Coping Style and Intention to Leave in the Foodservice Industries

Workplace Sexual Harassment and Withdrawal Behaviors Among Female Workers in Jordanian Hotels, the Mediating Role of Emotional Exhaustion

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