The Relationship Between Turnover Intention and Demographic Factors in Hotel Businesses: A Study at Five Star Hotels in Istanbul

Emiroğlu, Begüm Dilara; Akova, Orhan; Tanrıverdi, Haluk

doi:10.1016/j.sbspro.2015.10.108

Cited by 75 publications

(62 citation statements)

References 40 publications

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“…As has been explained before that individuals over 40 years old tend to have a lower rate of turnover, so even if an employee does not have a strong commitment to current organization, it will not affect that employee to leave the organization. This goes in line with the research by Emiroglu et al (2015) which also stated that individuals over 40 years old have a lower rate of turnover compared to individuals aged under 40 years old.…”

Section: Discussionsupporting

confidence: 90%

The effects of perceived organizational support and social comparison on work attitudes

Herachwati

Sulistiawan

Alfirdaus

et al. 2018

Problems and Perspectives in Management

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This study is based on the results of a survey research conducted by JobStreet Indonesia on its members, which has surprisingly found that more than 70% of employees lack clarity on the goals of their career. Drawing from the social exchange theory, employees tend to show positive work attitudes when they perceive that their organization paid attention to them. The objective of this study is to assess how significant the influence of Perceived Organizational Support (POS) is on career satisfaction, organizational commitment, and turnover intention. Besides organizational perspective, as stated by the social comparison theory, the way individuals perform both upward and downward comparisons could be expected to affect career satisfaction. Also, this research uses career commitment as a moderator variable that can strengthen or weaken the influence among variables, which is the employee's commitment towards their organization and competitiveness within their respective work group. The research has found some interesting results. It was shown that there is no significant relationship between POS and career satisfaction, career satisfaction and turnover intention, organizational support and turnover intention, and both upward and downward social comparison and turnover intention. The moderating effects of career commitment were not proven. In comparison, all of the moderating effects of a competitive work group were proven together with the relationship between upward social comparison and turnover intention.

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Section: Discussionsupporting

confidence: 90%

The effects of perceived organizational support and social comparison on work attitudes

Herachwati

Sulistiawan

Alfirdaus

et al. 2018

Problems and Perspectives in Management

View full text Add to dashboard Cite

show abstract

“…Previous studies showed some factors contributed to employee's turnover intention, namely the desire to increase their work experience, better compensation from other organization, and unfairness received from the workplace (Dilara Emiroğlu, Akova, & Tanrıverdi, 2015;Kaur, Mohindru, & Pankaj, 2013;Nadiri & Tanova, 2010;Zopiatis, Constanti, & Theocharous, 2014). These results show that the reasons for employees to quit from their current job can come from both internal and external factors.…”

Section: Introductionmentioning

confidence: 72%

Future time perspective and turnover intention: The mediating role of resilience

Indirasari

Purba

Anindita

2019

PJPP

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The intention of employees to leave the organization, or known as turnover intention, is something that must be taken seriously by an organization as it may affect the sustainability of the organization. This study aimed to determine the effect of resilience as a mediator in the relationship between future time perspective (FTP) and turnover intention. Data were taken using convenience sampling from various state-owned enterprises (Badan Usaha Milik Negara, BUMN) in Depok and Jakarta area (N = 310). The study used a self-rating method using 3 measurements, namely Zimbardo Time Perspective Inventory, Brief Resilience Scale, and Turnover Intention. Data were analyzed using mediation technique by Hayes’ PROCESS macro on SPSS program. The results showed that FTP negatively and significantly affected turnover intention and that resilience fully mediated the relationship. As a practical implication, this study provides information for organizations to employ programs to increase employees’ future time perspective and resilience.

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“…Thus, intention to leave behavior causes sociological and economic outcomes as well as psychological problems (Karabay, 2015). Hemdi & Nasurdin (2004) highlight that highness in employees' intention to leave may mask poor management practices within the organization. Employee turnover, also, indicates significant economic and psychological challenges to organizations such as waste of investments in selection, training and promotion of employees.…”

Section: Perceived Organizational Career Management and Intention To mentioning

confidence: 99%

The Moderating Role of Organizational Identification on the Relationship between Perceived Organizational Career Management and Intention to Leave

Taşkıran¹

2017

IJBM

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The available literature suggests that perceived organizational career management is seen as an antecedent of intention to leave and organizational identification is considered to be superior in predicting employees' turnover intentions. Thus, this study aims at investigating the effect of perceived organizational career management on intention to leave and to determine the moderating role of organizational identification in this relation. The data was collected from 256 employees from the banking sector in the city of Istanbul, Turkey. Hierarchical regression analysis was employed to the gathered data to test the hypotheses developed for the study. The results indicated that perceived organizational career management correlated negatively with intention to leave. It was also found out that organizational identification served as a moderator for the relationship between POCM and intention to leave. Thus, the results point out that the effect of employees' perceived organizational career management on their intention to leave varies when they identify themselves with their organizations.

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The Relationship Between Turnover Intention and Demographic Factors in Hotel Businesses: A Study at Five Star Hotels in Istanbul

Cited by 75 publications

References 40 publications

The effects of perceived organizational support and social comparison on work attitudes

The effects of perceived organizational support and social comparison on work attitudes

Future time perspective and turnover intention: The mediating role of resilience

The Moderating Role of Organizational Identification on the Relationship between Perceived Organizational Career Management and Intention to Leave

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