Attrition at Work Place: How and Why In Hotel Industry

Gangai, Khagendra Nath

doi:10.9790/0837-1123849

Cited by 5 publications

(2 citation statements)

References 19 publications

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“…H 04 : There exists no difference in the factors of workplace dignity, organisational commitment and intention to quit amongst employees in the hospitality sector based on the different positions held at workplace. Another noticeable difference observed by researchers with respect to workplace differences is in terms of the department of work [21] . It is natural to encounter differences in perspective of workplace parameters especially when the natures of jobs are so diverse, for example, between the housekeeping staff and that of the one in the engineering department.…”

Section: Mediating Role Of Organisational Commitmentmentioning

confidence: 97%

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Path analysis of hospitality workplace dignity, organisational commitment, and intent to quit in hotel industry: The mediating role of organisational commitment

Acharya

Datta

2023

Environ Soc Psychol

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Purpose: To determine the structural relationship between hospitality workplace dignity, organisational commitment, and intent to quit, and further to evaluate the mediating effect of organisational commitment on hospitality workplace dignity and intent to quit special in the Hotel Industry. Design/methodology/approach: The study is quantitative in nature with empirical evidence associated with it. A total of 250 employees working in luxury hotels in Jaipur are considered for the study. Data is collected from the respondents based on quota and convenience sampling and is analysed using Structural Equation Modelling. Findings: The results from the exploratory factor analysis conducted extracted four factors namely—recognition at workplace (RW), barriers to workplace dignity (BWPD), organisational commitment (OC) and intention to quit (INQ). Both the structural and measurement models generate a good fit and significant association between RW and INQ; while the influence of BWPD on INQ is not significant and OC fully mediates the relationship. OC partially mediates the relationship between RW and INQ. The analysis is conducted in two stages. The first stage enquires the mediating relationship of OC on the relationship between RW and INQ; the second stage corresponds to measuring the mediating effect of BPWD and INQ. The path from BWPD to OC and OC to INQ is seen to be statistically significant. This states that the variable of OC does have a fully mediating role among these two variables. Originality: The study attempts to find the influence of workplace dignity on intention to quit amongst employees in a highly acclaimed tourist destination in a developing nation while measuring the mediating role of organisational commitment.

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Section: Mediating Role Of Organisational Commitmentmentioning

confidence: 97%

“…The working conditions or the organisational climate existing amongst employees at various job positions in a hotel are often diverse in nature. The perspective of employees at the entry, managerial and superior levels in a hotel is found to be quite different [21] .…”

Section: Mediating Role Of Organisational Commitmentmentioning

confidence: 99%

Path analysis of hospitality workplace dignity, organisational commitment, and intent to quit in hotel industry: The mediating role of organisational commitment

Acharya

Datta

2023

Environ Soc Psychol

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Determining the dimensions of organizational climate perceived by the hotel employees

Datta

Singh

2018

Journal of Hospitality and Tourism Management

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Measuring the influence of hospitality organizational climate on employee turnover tendency

Datta

2020

TQM

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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.

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Attrition at Work Place: How and Why In Hotel Industry

Abstract: The present

Cited by 5 publications

References 19 publications

Path analysis of hospitality workplace dignity, organisational commitment, and intent to quit in hotel industry: The mediating role of organisational commitment

Path analysis of hospitality workplace dignity, organisational commitment, and intent to quit in hotel industry: The mediating role of organisational commitment

Determining the dimensions of organizational climate perceived by the hotel employees

Measuring the influence of hospitality organizational climate on employee turnover tendency

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