Factors Contributing to Staff Turnover in the Hotel Industry: A Literature Review

Abstract

The purpose of this chapter is to analyze the factors that are contributing to staff turnover in the hotel industry. Staff turnover rate usually affects an organization’s performance, productivity and profitability, and can contribute to the loss of assets and resources. This sector of the hospitality and tourism economy was selected for the study as it is deemed to be very demanding and oftentimes overwhelming. In general, the sector is believed to be very stressful especially since the employees have to deal with satisfying the needs and wants of customers and uncertain working conditions. Literature review was used as the methodology for ascertaining the factors that are contributing to staff turnover in hotels. From this review, the chapter identifies that these are both push and pull factors. Push factors are dissatisfactions with the current job which cause employees to seek alternative employment and pull factors are the reasons that attract employees to a new workplace. The chapter concludes that it is important for hotel managers to establish an employee-centric environment with deliberate and effective workplace practices to retain employees. The findings of this study will be very useful in advancing the literature as well as informing hotel practitioners.

The role of hope and trust in management in internal employment opportunity and turnover intention relationship in the banking industry in Delta State, Nigeria

“…Turnover intention [TI], defined as the probability that an employee will voluntarily leave his/her job within a specified time period, predicts actual turnover behaviour, a construct of great importance due to the impending shortage of competent employees needed to facilitate organisational work (Albalawi et al 2019;Martin et al 2021). The departure of competent employees brings about financial, relational, and knowledge-related losses impacting organisational productivity and performance (Ononye 2021;Codling et al 2022). The problem of shifting workforce is put into perspective by the prevalence of temporary employment arrangements, which carries a number of risks (e.g., job insecurity, limited work benefits and incentives, and limited career progression opportunities) from the lack of permanence (Kalejaiye 2014).…”