Measuring the influence of hospitality organizational climate on employee turnover tendency

2020 ◽  
Vol 32 (6) ◽  
pp. 1307-1326
Author(s):  
Amit Datta
Keyword(s):  
Organizational Climate ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Future Research ◽  
Frontline Employees ◽  
Content Type ◽  
Job Levels ◽  
And Gender ◽  
Relationship Of ◽  
The Relationship

PurposeThis study aims to identify the underlying dimensions of hospitality organizational climate and then measure the influence of it on employee turnover tendency.Design/methodology/approachData were obtained from 504 employees across 18 upscale hotels in India. Factor analysis was adopted to identify the organizational climate dimensions and its influence on turnover tendency was measured by SEM. One-way ANOVA tested the hypothesis related to the perceived differences among the employees regarding turnover intention.FindingsResult supports the hypothesized relationship between the constructs that the identified organizational climate structure have strong inverse relationship with employee turnover tendency and its dimension “leaders facilitation and support” was found to influence turnover intention the most, followed by “cohesion, clarity and objectivity of system,” “esprit of profession, organization and workgroup” and “job challenge, variety and feedback.” Results also determined differences among the hotel employees of different job levels and gender regarding turnover tendency.Practical implicationsStudy reveals that employee turnover tendency is predominantly influenced by the identified factors of organizational climate and more among the male frontline employees and attrition reduces with age and position. This knowledge will help the hotel's management in designing strategic HRM to control attrition.Originality/valueThis study is the first to establish an organizational climate measure of hotel industry in India and opens scope for future research. It also draws attention to the relationship of organizational climate with turnover tendency.

Perception of ethical climate and turnover intention among nursing staff: does organizational cynicism mediate?

2018 ◽  
Vol 11 (5) ◽  
pp. 319-332 ◽  
Author(s):  
Yasin Munir ◽  
Muhammad Mudasar Ghafoor ◽  
Amran M.D. Rasli
Keyword(s):  
Nursing Staff ◽  
Turnover Intention ◽  
Ethical Climate ◽  
Sampling Technique ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
Organizational Cynicism ◽  
Relationship Of ◽  
The Relationship

Purpose The purpose of this paper is to explore the mediating effect of organizational cynicism between the relationship of perception of ethical climate and turnover intention among nurses working in public sector hospitals. Design/methodology/approach A quantitative approach was utilized and 870 questionnaires were distributed to collect data from nursing staff working in Punjab region of Pakistan by using non-probability multistage sampling technique. A total of 711 questionnaires were returned out of which 668 questionnaires were scrutinized. Additionally, confirmatory factor analysis and structural equation modeling were applied to analyze the data. Findings The results revealed a full mediating effect of organizational cynicism between the relationship of perception of ethical climate and turnover intention. Research limitations/implications The current study has adopted a multistage non-probability sampling technique to collect data because the management of hospitals restricted researcher access to personal information about the nurses. Therefore, at the first stage, the researcher used convenience sampling and at the second stage, the researcher utilized quota sampling to collect the data. Moreover, the findings of the current study are based on cross-sectional data because of the limited time and resources. Practical implications The current study fosters the ongoing debate in organizational studies related to cynicism and it is noteworthy for the nursing managers to understand the significant factors which directly or indirectly affect the nursing attitude. Originality/value The current study explored the mediating role of organizational cynicism between perception of ethical climate and turnover intention in nursing profession to fill the research gap.

Service employees’ workplace fun and turnover intention: the influence of psychological capital and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Stephen Tetteh ◽  
Rebecca Dei Mensah ◽  
Christian Narh Opata ◽  
Claudia Nyarko Mensah
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Psychological Capital ◽  
Frontline Employees ◽  
Design Data ◽  
Cross Sectional ◽  
Content Type ◽  
Service Employees ◽  
Workplace Fun ◽  
The Relationship

Purpose As a way of addressing how best turnover intention among service employees can be reduced through workplace fun, this study aims to examine how psychological capital (PsyCap) and work engagement, respectively, moderates and mediates the relationship between workplace fun and turnover intention in a moderated mediation. Design/methodology/approach Using cross-sectional quantitative design, data were collected by means of questionnaires and convenience sampling. The hypotheses were tested with 482 service employees from the hospitality industry in Ghana using PROCESS macro. Findings The findings depict that work engagement mediates the relationship between workplace fun and turnover intention among service employees. Also, PsyCap moderates the workplace fun–engagement relationship, in addition to the workplace fun–work engagement–turnover intention relationship. Specifically, both relationships are stronger for employees with high PsyCap. Practical implications The authors would like to conclude that as frontline employees are usually subjected to stressful conditions, monotonous working environments and emotional labor, which affect the quitting intention, incorporating fun into the workplace will strategically help frontline employees to be engaged in their work and reduce their intentions to quit. Originality/value With a focus on a developing economy, this work is novel in exploring possible factors that may help increase work engagement and reduce turnover intention among service employees.

Resistance to change and turnover intention: a moderated mediation model of burnout and perceived organizational support

2020 ◽  
Vol 33 (7) ◽  
pp. 1431-1447 ◽  
Author(s):  
Shalini Srivastava ◽  
Swati Agrawal
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Perceived Organizational Support ◽  
Resistance To Change ◽  
Cross Sectional ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of the paper is to study the turnover intention of employees during the phenomenon of resistance to change. The paper examines the mediating role of burnout in the relationship of resistance of change to turnover intention and the moderating role of perceived organizational support in this relationship.Design/methodology/approachThe empirical data of the study has been collected via cross-sectional data collection method and include responses from 410 employees. The moderation mediation analysis has been done using the SPSS macro process.FindingsThe paper finds that resistance to change is an antecedent to the turnover intention which often represents employees' voluntary turnover in the future. This relationship of resistance to change and turnover intention is explained by burnout. However, the study establishes perceived organizational support as moderator, and with high POS, strength of this relationship will be reduced.Originality/valueThis paper contributes by examining the burnout as an intervening variable in the relationship of resistance to change and turnover intention and perhaps establishes for the first time the moderating role of perceived organizational support in reducing the influence of resistance to change on turnover intention, since retaining employees is of value to the organization.

scholarly journals Investigating the relationship between managerialist employment relations and employee turnover intention

2020 ◽  
Vol 42 (1) ◽  
pp. 52-74 ◽  
Author(s):  
Emeka Smart Oruh ◽  
Chima Mordi ◽  
Akeem Ajonbadi ◽  
Bashir Mojeed-Sanni ◽  
Uzoechi Nwagbara ◽  
...  
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Public Hospitals ◽  
Employment Relations ◽  
Structured Interviews ◽  
Content Type ◽  
Employee Turnover Intention ◽  
Medical Sector ◽  
History Of ◽  
The Relationship

Purpose The purpose of this paper is to investigate the relationship between managerialist employment relations and employee turnover intention in Nigeria. The study context is public hospitals in Nigeria, which have a history of problematic human resource management (HRM) practice, a non-participatory workplace culture, managerialist employment relations and a high employee turnover intention. Design/methodology/approach Based on a qualitative, interpretive approach, this paper investigates the process by which Nigerian employment relations practices trigger the employee turnover intention of doctors using 33 semi-structured interviews with key stakeholders in public hospitals. Findings This study found that Nigeria’s managerialist employment relations trigger the employee turnover intention of medical doctors. Additionally, it was found that although managerialist employment relations lead to turnover intention, Nigeria’s unique, non-participatory and authoritarian employment relations system exacerbates this situation, forcing doctors to consider leaving their employment. Research limitations/implications Studies on the interface between managerialism and employment relations are still under-researched and underdeveloped. This paper also throws more light on issues associated with managerialist employment relations and human resources practice including stress, burnout and dissatisfaction. Their relationship with doctors’ turnover intention has significant implications for employment policies, engagement processes and HRM in general. The possibility of generalising the findings of this study is constrained by the limited sample size and its qualitative orientation. Originality/value This paper contributes to the dearth of studies emphasising employer–employee relationship quality as a predictor of employee turnover intention and a mediator between managerialist organisational system and turnover intention. The study further contributes to the discourse of employment relations and its concomitant turnover intention from developing countries’ perspective within the medical sector.

Exclusive corporate philanthropy: rethinking the nexus of CSR and corporate philanthropy

2016 ◽  
Vol 12 (2) ◽  
pp. 280-294 ◽  
Author(s):  
Georg von Schnurbein ◽  
Peter Seele ◽  
Irina Lock
Keyword(s):  
Corporate Philanthropy ◽  
Point Of View ◽  
Future Research ◽  
Special Role ◽  
Theoretical Point ◽  
Bottom Line ◽  
Content Type ◽  
Different Characteristics ◽  
Relationship Of ◽  
The Relationship

Purpose The purpose of this paper is to add to a better understanding of relationship of corporate social responsibility (CSR) and corporate philanthropy. The authors argue that corporate philanthropy is exclusive to CSR because of their different characteristics. Design/methodology/approach This paper is based on a profound literature review and discusses the relationship of CSR and corporate philanthropy from a theoretical point of view. By conceptually combining the CSR pyramid and the triple bottom line approach, the authors show that corporate philanthropy has a special role outside of the classical CSR concept. Findings Four fundaments of corporate philanthropy – economic, motivational, creative and moral – are described that illustrate the importance and outstanding role of corporate philanthropy for today’s businesses. Based on these, the authors formulate three new forms of corporate giving, volunteering and foundations, which the authors subsume under the novel notion of “exclusive corporate philanthropy”. Research limitations/implications The main contribution of this paper for future research is to regard corporate philanthropy as exclusive to CSR. Future studies might, therefore, consider the different characteristics of corporate philanthropy and engage in an empirical investigation of this new type. Practical implications The model of exclusive corporate philanthropy presented in this paper provides practitioners with a better understanding of how corporate philanthropy can be rolled out today. Originality/value This paper offers a new perspective on the relationship of CSR and corporate philanthropy. Based on the economic, motivational, creative and moral characteristics of corporate philanthropy, the authors establish a clear distinction between the two concepts.

The Effect Of Humble Leader Behavior, Leader Expertise, And Organizational Identification On Employee Turnover Intention

2016 ◽  
Vol 32 (4) ◽  
pp. 1145-1156 ◽  
Author(s):  
Jie Li ◽  
Qiao Zhuan Liang ◽  
Zhen Zhen Zhang
Keyword(s):  
Boundary Condition ◽  
Empirical Study ◽  
Leadership Style ◽  
Organizational Identification ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Leader Behavior ◽  
Future Research ◽  
Employee Turnover Intention ◽  
The Relationship

As a bottom-up leadership style, humble leadership has attracted increasing attention from scholars in recent years. But its effectiveness and mechanism still lack rigorous empirical study. In this study, we investigate the mechanism and boundary condition by which humble leader behavior exerts influence on followers’ turnover intention. Two-wave data collected from 249 scientific and technological personnel in China supported our hypothesized model. We found that humble leader behavior is significantly negatively related to follower turnover intention. The relationship is further partially mediated by organizational identification, and moderated by leader expertise. Implications for theory, practice and future research are discussed. 

Examining relationships among corporate ethical values, commitment and turnover intentions

2016 ◽  
Vol 5 (1) ◽  
pp. 32-52 ◽  
Author(s):  
Japneet Kaur ◽  
Sanjeev Kumar Sharma
Keyword(s):  
Organizational Behavior ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Positive Impact ◽  
Positive Association ◽  
Ethical Values ◽  
Content Type ◽  
Corporate Ethical Values ◽  
Relationship Of ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the relationship of corporate ethical values (CEV) on the work attitudes linked to the organizational behavior of employees. It primarily focusses on examining the relationship of CEV with organizational commitment (OC) and the turnover intention (TI) of employees. Design/methodology/approach – Study undertakes an explanatory analysis on a sample of 150 employees from large and medium scale Indian Information Technology Business Process Outsourcing firms. Findings – Results of the study revealed significant relationships among the variables. Strong positive association has been found between CEV and commitment, whereas, contrasting result has been found with TI of employees. CEV explained 22 percent and 23 percent of variance in commitment and TI, respectively. Moreover, the relationship of ethical values and TIs has been found to be mediated through OC. Practical implications – Study enables the managers to understand wider impact of ethics in an organization and its positive impact on employees in increasing their commitment levels. Managers should focus on the ethical aspects of conducting business to ensure that the employees are well engaged with their employer and have the least tendency to shift when given an opportunity. Originality/value – This research attempts to bridge the gap in the existing literature by explaining relationship among variables (CEV, OC and TI) in context to the South-Asian nations, and especially India.

scholarly journals Relationship of Personality Traits and Gender Role Attitudes: A Comparison of Traditional and non- Traditional Professionals

2012 ◽  
Vol 3 (8) ◽  
pp. 271-279
Author(s):  
Khaizran Zahra ◽  
Rubina Hanif .
Keyword(s):  
Gender Role ◽  
Personality Traits ◽  
Linear Regression Analysis ◽  
Gender Role Attitudes ◽  
Self Control ◽  
Future Research ◽  
And Gender ◽  
Relationship Of ◽  
The Relationship

This study was conducted to examine the relationship of personality traits (i.e., dominance, self-acceptance, self-control, flexibility, sociability, capacity for status and communality) and Gender Role attitudes among professionals of traditional and non-traditional occupations using selected scales from Urdu Version of California Personality Inventory (CPI) and Gender Role Attitudes Scale. A sample of 152 professionals from traditional and non-traditional occupations (criteria of defining traditional and nontraditional professions were based on literature). The findings suggested positive relationship among personality traits and gender role attitudes. The linear Regression analysis showed predicting role of personality traits for gender role attitudes. The significant differences were found on personality traits, gender role attitudes among traditional and non-traditional professionals, and gender as well. In addition, implications and limitations, as well as directions for future research are discussed.

scholarly journals Hubungan Job Characteristic terhadap Turnover Intention pada Karyawan

ANALITIKA ◽  
2018 ◽  
Vol 10 (2) ◽  
pp. 87
Author(s):  
Mukhaira El Akmal ◽  
Rislisa Rislisa
Keyword(s):  
Data Analysis ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Negative Relationship ◽  
Sampling Technique ◽  
The Other ◽  
Employee Turnover Intention ◽  
Job Characteristic ◽  
Relationship Of ◽  
The Relationship

<h1>One of the factors that influence turnover intention is job characteristic. This study is aimed to determine the relationship of job characteristic to employee turnover intention in PT. XY. Hypothesis that proposed in this research is that there is a relationship between job characteristic and turnover intention. 60 Workers from PT. XY participated in this study which obtained by total sampling technique.  Data is obtained from the scale to measure job characteristic and turnover intention. A Product moment correlation test was used to analyze the data.  The result of data analysis shown that the correlation coefficient is -0.524 with sig. of 0.000 (p &lt;0.05). This study shows that there is a negative relationship between job characteristic to turnover intention and the effective correlation (contribution) that is given from turnover intention is 27.5% and the other 72.5% is affected by other factors. Base on the result ini this study, it can be concluded that the hypothesis is accepted and there is a relationship between job characteristic and turnover intention.</h1>

Performance appraisal justice and affective commitment: examining the moderating role of age and gender

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shikha Rana ◽  
Shalini Singh
Keyword(s):  
Performance Appraisal ◽  
Affective Commitment ◽  
Banking Sector ◽  
Moderating Effects ◽  
Age And Gender ◽  
Content Type ◽  
And Gender ◽  
Relationship Of ◽  
The Relationship

Purpose Performance appraisal (PA) is one of the most indispensable human resource management practices as many critical decisions regarding employees’ performance are heavily based on the PA results as they are responsible for various attitude-related outcomes. This study aims to investigate the relationship between PA justice and affective commitment (AC) of employees in the Indian banking sector, and to examine the moderating effects of age and gender on this relationship. Design/methodology/approach A total of 298 employees from the banking sector were randomly selected to examine the relationship between PA justice and AC along with the moderating role of age and gender on this relationship through structural equation modelling using AMOS 21. Findings The findings of the study supported hypothesized relationships as PA justice significantly predicted the AC of bank employees in India. The moderating effects of age and gender on the relationship of PA justice and AC are found to be high for older employees and female employees, respectively. Research limitations/implications As the present study was cross-sectional, so any inferences regarding causality are limited. Theoretical and managerial implications have been discussed in the context of banking sector. Originality/value The paper contributes new insights to the existing literature by examining the moderating effects of age and gender on the relationship of PA justice and AC in the context of Indian banking sector.

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