IntroductionTourism is one amongst the biggest and quickest growing industries within the world that creates 260 million jobs worldwide [1]. Tourism is a major source of foreign exchange earnings, a generator of personal and corporate income, a creator of employment and a contributor to government earnings. It's a dominant international activity surpassing even oil trade and manufacturing. The hospitality industry has benefited from the tourism boon and the sector has been able to cope by introducing more hotels and increasing additional rooms to deal with the demand and this has allowed for hoteliers to forecast future needs [2]. With extensive tourism marketing and promotions done by the government of Malaysia we have been able to acquire tourism arrivals and sustained the requirement for hotels, rooms and services. With the continuous demand for hospitality services and products, supply for employment is required to provide services and products. The service industry requires a strong workforce to cope with the needs of the guests. This situation makes the hospitality industry labour intensive. Over the years turnover rate has become part of the industries challenge to retain and employ new manpower to cope with the service industry requirement. Employee/Staff turnover refers to the ratio of the number of workers that had to be replaced in the given time period to the average numbers of workers or employees [3]. Turnover is defined as termination of employment at the hotel for any reason. Turnover can either be a positive or a negative effect to the establishment. The effects depend on a great deal whether the employee is a high or low performer. Turnover tends to be greatest among employees that are high performers and low performers. The employees that perform in the middle range tend to stay longer in establishments. Turnover of low performing staff may be positive for the institution. But turnover of high performing staff would be negative to an institution as with the high performing employee overall performance level will go down. Turnover of staff can be Voluntary Turnover, Involuntary turnover and Dysfunctional turnover (Figure 1). Voluntary turnover takes place once staff separation that happens as a result of the staffs chooses to leave. Involuntary turnover takes place once staff separation happens as a result of the employer terminating the employment relationship.Involuntary turnover usually has far more negative impact on the worker. Dysfunctional Turnover takes place once an employee that is performing satisfactorily voluntarily leaves the job. When an employee leaves their job the organizations must establish and appoint new workers to fill the position vacant. This method is hard and resources area highly used once changes happen within the work force. Time, energy and expenses are the resources that are highly used throughout the turnover and rehiring process. The Effects of Job Satisfaction towards Employee Turnover in the Hotel AbstractThe hospitality sector is labeled as a service sector...

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This paper aims to explore the actual benefits of engaging Environmental Management Practices (EMPs) in hotels and identify whether it is purely a marketing strategy or an actual effort to conserve the environment. The study gathered data from primary as well as secondary sources. A qualitative approach through a structured interview was engaged for the study. The respondents were managerial staff from operational department in the selected leading hotels in Kuala Lumpur. The respondents who participated in the study were directly involved in the various EMPs. The findings revealed that EMPs were implemented in hotels to comply with the various accreditation bodies and for a better word of mouth for improved sales performance. The study can pave way for hotels to align their system and improvise their approaches toward implementing EMPs.