Effects of professional identity on turnover intention in China's hotel employees: The mediating role of employee engagement and job satisfaction

Wang, Chaohui; Xu, Jiahui; Zhang, Tingting Christina; Li, Qinglian Melo

doi:10.1016/j.jhtm.2020.07.002

Cited by 184 publications

(159 citation statements)

References 95 publications

Supporting

Mentioning

136

Contrasting

Unclassified

Order By: Relevance

“…With managerial positions, direct financial losses can be exacerbated by the loss of know-how. The fact that employee engagement has a positive effect on potential turnover has been found both in this study and in a number of others [27], [28], [29]. However, studies on the relationship between EE and real turnover are not very widespread, which can be seen as a challenge for further research in this area.…”

Section: Discussionsupporting

confidence: 50%

Relationship between Employee Engagement, Job Satisfaction and Potential Turnover

Reissová¹,

Papay²

2021

TEM Journal

View full text Add to dashboard Cite

High employee engagement (EE) is associated with high work performance therefore; it is in the center of attention of researchers and HR managers. The aim of the study was to determine the level of employee engagement in the exposed workplace and to verify whether there are relationships between employee engagement, job satisfaction and potential labor turnout. Based on a survey conducted with operators (N=257) in call centers, where the rate of fluctuation is high, these relationships were confirmed. It was found that the level of EE may not be low even at a demanding workplace. It was also verified that EE has a positive effect on job satisfaction and at the same time negatively affects potential turnover.

show abstract

Section: Discussionsupporting

confidence: 50%

Relationship between Employee Engagement, Job Satisfaction and Potential Turnover

Reissová¹,

Papay²

2021

TEM Journal

View full text Add to dashboard Cite

show abstract

“…This result suggests that vocational identity alone cannot serve as a mediator connecting task-oriented/guanxi-oriented PsyCap and organizational commitment. Previous studies do show that components of task-oriented PsyCap are statistically significant predictors of vocational identity ( Wang et al, 2013 ), which also impacts on turnover intention, an outcome variable of organizational commitment ( Wang et al, 2020 ). Meanwhile, some of the attributes of guanxi-oriented PsyCap are found to benefit social contacts in the collectivist cultures ( Vuyk et al, 2020 ), which presumably influences vocational identity.…”

Section: Discussionmentioning

confidence: 99%

A Tale of Two Capitals: How Task-Oriented and Guanxi-Oriented Psychological Capitals Lead to a Sustainable Workforce in Rural China

Wei

Liu

et al. 2021

Front. Psychol.

View full text Add to dashboard Cite

Psychological capital (PsyCap) is documented to be positive in influencing employees’ behavior. However, little attention has been paid to its role in maintaining a sustainable workforce in underprivileged rural areas. Also less known is the complex relations between PsyCap and other consequence variables. Moreover, previous studies in this field did not adequately address the cross-cultural applications of positive resources, though many facets of PsyCap are culture related. To address the gaps, the current study explored the complex relationships linking PsyCap and organizational commitment in a sample of public civil servants (gongwuyuan cadres, n=583) at the township level in the rural areas of northwestern China. Two types of PsyCap, task-oriented PsyCap, which is similar to the PsyCap in the west, and guanxi-oriented PsyCap, which is unique in the Chinese culture, were measured. Task-oriented PsyCap is composed of enterprise-diligence, resiliency-perseverance, optimism-hope, and confidence-courage. Guanxi-oriented PsyCap is composed of toleration-forgiveness, modesty-prudence, thanksgiving-dedication, and respect-courtesy. AMOS 23.0 software was used to establish structural equation models. The results show that both types of PsyCap were positive predictors of organizational commitment. Vocational identity and job satisfaction mediated the relation between task-oriented PsyCap/guanxi-oriented PsyCap and organizational commitment. The chained relationship from the two types of PsyCap to vocational identity, job satisfaction, and organizational commitment was also significant. These results and their implications for workforce stability are discussed.

show abstract

“…It is the individual who de nes himself in terms of his occupation (Gu et al, 2019), which re ects the extent to which an individual de nes himself/herself based on his/her perception of the occupation characteristics (Ashforth et al, 2008). Research on professional identity mainly focuses on university teachers (Sachs, 2001;Beijaard et al, 2004;Wei et al, 2017), medical personnel (Applebaum et al,2010;Chen, 2015;Sabanciogullari & Dogan, 2015) and other groups, and there are insu cient studies on the professional identity of hotel employees (Wang et al,2020). Employees with a high level of professional identity have a clear understanding and recognition of their career and will make corresponding attitudes and behaviors according to occupational requirements (Hekman et al, 2009).…”

Section: Hypothesismentioning

confidence: 99%

“…Customer incivility as a research topic has sparked thinking in a number of industries, including bank tellers (Sliter et al,2010), call centers (Han et al, 2016;Li & Zhou, 2012), tour guides (Wen &Liang, 2020), retail staff (Kern & Grandey, 2009), hotel staff (Alola et al, 2019;Chen & Wang, 2019;Wang et al, 2020), etc. Most studies on customer incivility and turnover intention take emotional exhaustion as the mediating variable to explore (Karatepe et al, 2009;Kern & Grandey, 2009;Sliter et al, 2010;Chu et al, 2012;Li & Zhou,2012;Alola et al, 2019;Kim and Qu, 2019;Yang and Lau, 2019).…”

Section: Introductionmentioning

confidence: 99%

Customer incivility and employees’ turnover intention in China’s hotel: a chain Mediating model

Pu¹,

Ji²,

Sang³

2021

Preprint

View full text Add to dashboard Cite

This study explores the relationship between customer incivility and hotel employees’ turnover intention in China. The mediating effects of emotional exhaustion, job satisfaction and professional identity were also investigated. The proposed research framework was tested using data from 500 hotel employees who responded to an online questionnaire. The results show that customer incivility affects employees’ turnover intention by affecting emotional exhaustion, job satisfaction and professional identity. Among the three mediating variables, the mediating effect of emotional fatigue is the most obvious. When hotel employees encounter customer incivility, it improves their emotional exhaustion, which will reduce job satisfaction, weaken professional identity, and finally lead to the enhancement of turnover intention. This study proposes a conceptual model of experience development and testing, which enhances the understanding of the relationship between customer incivility and employees’ turnover intention and enriches the research on customer incivility.

show abstract

Effects of professional identity on turnover intention in China's hotel employees: The mediating role of employee engagement and job satisfaction

Cited by 184 publications

References 95 publications

Relationship between Employee Engagement, Job Satisfaction and Potential Turnover

Relationship between Employee Engagement, Job Satisfaction and Potential Turnover

A Tale of Two Capitals: How Task-Oriented and Guanxi-Oriented Psychological Capitals Lead to a Sustainable Workforce in Rural China

Customer incivility and employees’ turnover intention in China’s hotel: a chain Mediating model

Contact Info

Product

Resources

About