Employees Dissastification and Turnover Crises: A Study of Hotel Industry, Malaysia

Zainol, Noorliza; Rozali, Abdul Rahman Ahmad; Nordin, Nakia; Tazijan, Farina Norzakiah; Rashid, Putri Dahlia Ab

doi:10.2139/ssrn.2576603

Cited by 7 publications

(9 citation statements)

References 33 publications

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“…In contrast, employees with poor job satisfaction have poor productivity, and thus, causing workplace conflict, stress, reduced loyalty, increased absenteeism rate, higher intention to quit and reduced commitment to work. Moreover, major indicators of employee mobility are closely related to the low job satisfaction that employees experienced in their workplaces (Zainol, et. al., 2015a).…”

Section: Work Environmentmentioning

confidence: 99%

“…Workers could not stay longer in this industry because of certain issues and these issues have been debated among researchers for a long time. To date, employee mobility especially in the restaurant industry involves mobility rates of more than 40% (Zainol, et al, 2015a) and proportion mobility in Malaysia is listed at third place in the industry (Zainol, et al, 2015b). Noorliza Zainol, Dahlan Abdullah, Abdul Rahman Ahmad Rozali, Khairil Anuar Bahari, Saiful Bahri Mohd Kamal Jurnal Intelek Vol.…”

Section: Introductionmentioning

confidence: 99%

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Issues on Job Mobility in Restaurant Industry: Study on Salary, Work Environment and Promotions

Zainol

Abdullah

Rozali

et al. 2020

Self Cite

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Employees are known as an asset to an organization where success or failure of an organizational’ as determinant closely to them. According to the Department of Statistics Malaysia (2017), there are 891,616 employees working in restaurants in the year 2015. The Statistic also shows that staff mobility drastically increases every year and this scenario has been debated among hospitality players. The focus of this study is to discern about issues of job mobility that occur in the restaurant industry in related to salary, working environment and promotion. The objective are: a) to identify issues in job mobility among workers and b) to investigate whether salary, working environment and promotion become a factor of job mobility among employees. This study used a quantitative method and a distribution of 450 sets of the questionnaire to the target respondent of employees at casual dining restaurants around George Town, Pulau Pinang. Only 385 questionnaires we able to use for this study, as the rest was not completed. Results showed that salaries, work environment and promotion were closely related to the intention of people to pursue their careers in the restaurant industry.

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Section: Work Environmentmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Issues on Job Mobility in Restaurant Industry: Study on Salary, Work Environment and Promotions

Zainol

Abdullah

Rozali

et al. 2020

Self Cite

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“…These reports are also consistent with the academic research results on millennial employees turnover in Malaysia (Othman et al, 2017; Queiri, Yusoff, & Dwaikat, 2015). The academic studies conducted by Ariffin and Che Ha (2014); Zainol, Rozali, Nordin, Tazijan, and Rashid (2015) show that employee retention is also found to be a major concern for the tourism industry.…”

Section: Introductionmentioning

confidence: 99%

Green Human Resource Management (GHRM) Practices and Millennial Employees’ Turnover Intentions in Tourism Industry in Malaysia: Moderating Role of Work Environment

Islam

Jantan

Yusoff

et al. 2020

Global Business Review

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This study examines the role of green human resource management (GHRM) practices, such as green recruitment and selection, green training, green performance management, green involvement and green rewards, and pays attention on the turnover intention of the millennial employees working in the hotels (3-, 4- and 5-star). Moreover, the study examines the moderating role of work environment on the relationship between those GHRM practices and turnover intention. Researchers collected 162 useful survey questionnaires from 200 distributed questionnaire among the millennial employees, who work in hotels. Analysis of the data through partial least squares structural equation modelling reveals that the green involvement and green pay and reward only impact on reducing turnover intention of millennials while other GHRM practices do not have direct impact on turnover intention of millennials. Interestingly, this study does not find any moderating effect of work environment on the relationship between GHRM practices and turnover intention of millennials working in hotels in Malaysia. This study extends the literature relating to GHRM and work environment and turnover intention of millennials. Furthermore, this is the first empirical research ever done so far relating to GHRM practices and turnover intention of millennials in hotel industry literature. Implications of the findings, as well as research limitations and directions for future scholars, have been discussed.

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“…This implies that the coffee shop employees that participated in this research satisfied with their current jobs, salary and subsequently display greater organizational commitment. It is agreed that if the coffee shops employees dissatisfied, it can lead to employee turnover (Zainol et al, 2015). Furthermore, it is well accepted that dissatisfaction will affect employee commitment and lead them to turnover.…”

Section: Discussionmentioning

confidence: 99%

“…This implies that the satisfaction of employees with their jobs will tend to display greater organizational commitment. According to Zainol, Ahmad Rozali, Nordin, Tazijan, & Ab Rashid (2015), employee dissatisfaction can lead to employee turnover. They claim that dissatisfaction will affect employee commitment and lead them to turnover physically and mentally.…”

Section: Employee Job Satisfactionmentioning

confidence: 99%

Job Hopping Behavior among Coffee Shops Employees in Malaysia

Ghazali

Hashim

Ishak

2021

IJHRS

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Job hopping behavior may have an adverse effect on both employers and employees. For the perspective of employee, there are many factors might influence an employee's decision to job hop including salary dissatisfaction or a better offer elsewhere. The issue of job hopping has been a serious concern for many organizations, and the coffee shops industry is no exception. Therefore, the goal of this research is to discover potential factors influencing to job hopping behavior among coffee shops employees, as well as the relationship of identified factors with job hopping. Job satisfaction, financial and perceived organizational support were the three factors investigated in this research. A total of 231 questionnaires were distributed to employees who are currently working in the coffee shops in Klang Valley area and 215 usable responses returned for a response rate of 93.1 percent. The collected data was analyzed by using Statistical Package for Social Sciences (SPSS) latest version. Results of the job satisfaction (mean= 3.5636), financial (m=3.5622) and perceived organization support (mean=3.5601) shows score lean towards agreement level. Additionally, findings showed that the correlation of all the variables were weak correlated. A multiple regression also was run to predict job hopping behaviour with the three independent variables. Results found that only 6.9% of variance in coffee shops’ employees was explained by job satisfaction, financial and perceived organization support (R² = .069). Even though the findings of this research found that these three variables did not have a direct impact on coffee shop employees' decision to job hop, the findings may provide some guidance and alert coffee shop owners or managers to the importance of these three variables in the coffee shops industry in order to minimize job hopping and will be discussed further in this paper.

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Employees Dissastification and Turnover Crises: A Study of Hotel Industry, Malaysia

Cited by 7 publications

References 33 publications

Issues on Job Mobility in Restaurant Industry: Study on Salary, Work Environment and Promotions

Issues on Job Mobility in Restaurant Industry: Study on Salary, Work Environment and Promotions

Green Human Resource Management (GHRM) Practices and Millennial Employees’ Turnover Intentions in Tourism Industry in Malaysia: Moderating Role of Work Environment

Job Hopping Behavior among Coffee Shops Employees in Malaysia

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