How to Reduce Employees’ Turnover Intention from the Psychological Perspective: A Mediated Moderation Model

Abstract

Background The hospitality industry is deemed a great generator of global GDP and employment. However, high rates of voluntary turnover have gradually undermined global service organizations and brought huge losses to them. Nowadays, the hotel sector continues to be plagued by high turnover rates. Purpose A research model investigating job attitudes (job satisfaction and organizational commitment) as mediators of the impact of psychological capital (PsyCap) on turnover intention and also examining position as a moderator between job attitudes and turnover intention was proposed and tested. Methods This study collected data from 406 employees selected from four-star and five-star hotels in the southwest region of China. Online survey questionnaires and a purposive sampling technique were employed in this study. Structural equation modeling was utilized to evaluate the direct, mediating, and moderating effects. Results The results showed that organizational commitment and job satisfaction fully mediated the association between PsyCap and turnover intention. Moreover, position played a moderating role on the effect of the aforementioned two job attitudes on turnover intention. Conclusion The findings implied that hoteliers should focus on employees’ PsyCap and job attitudes in order to mitigate serious turnover issues in the hotel sector in China. Besides, the fact that position resulted in disparity impacts in the formation of turnover intention was evidenced.

Emotionally Intelligent Employees’ Work Outcomes: The Mediating Role of Organizational Commitment

“…In the meta-analysis study conducted by Guzeller and Celiker (2019) regarding the effect of OC on TI, 13 papers published between 1997-2019 in which tourism industry employees were taken as a sample were examined and confirmed the negative relationship between OC and TI. The studies conducted after 2019, as in the current study results, revealed similar results: OC of tourism employees harms their TI (Bedi & Chamoli, 2020;DiPietro et al, 2020;Yan et al, 2021). However, according to the Reasoned Actions Theory, TI, which is a cognitive and planned process, is often the result of job dissatisfaction and negatively affects the performance of the employees and organizations (Long et al, 2012).…”

Thriving at Work: The Effect of Psychological Capital on Teachers Burnout Symptoms

“…This monotonous relationship exhibits that teachers' Psy_Cap stayed them away from burnout intensity and frequency (table 3, 4, & 5). Conclusively, an increasing level of Psy_Cap decreases symptoms of burnout in significant ways (Yan et al, 2021;Yim et al, 2017). Even the lowest and negative correlation indicates a reversal relationship with Psy-Cap (Chacón-Cuberos et al, 2019).…”

“…All the dimensions of Psy-Cap (self-efficacy, hope, optimism, & resilience) greatly contribute to reducing intentions to leave and switch organizations through burnout least effect. The direct effect of Psy-Cap contains the measurable contribution of Psy-Cap over BOF and BOI (Anjum & Shahzad, 2020) as researchers have presented the idea that four-dimensional PsyaCap can develop potential in employees to work effectively and stay in the field (Ferradás et al, 2019;Rivaldi & Sadeli, 2020;Yan et al, 2021;Youssef-Morgan & Luthans, 2013). The null hypothesis 2 is found as true with evidence of regression results.…”

“…Consequently, teachers' mental state and positive psychology underlie the context of negation and acceptance. For the sake of mental well-being, most psychological capital studies generally focus on negative and positive changes in behaviours (Shume, 2020;Yan et al, 2021). Although, literature has discussed teachers' psychopathologic factors and elements.…”

Turnover Intention Factors and Its Effect on Extension Officers Job Performance in Ondo State, Nigeria

“…Research has revealed that there are two sets of factors in organizations that contribute to job satisfaction (motivation factors) and job dissatisfaction (Hygiene factors) (Ngo-Henha, 2017). The theory of Herzberg's Two-Factor Motivation-Hygiene introduced by Herzberg (1966) asserts that an employee starts to respond to his or her turnover intention appeals when the factors; job satisfaction (pay and job stability), leadership member exchange (relations with others and quality of supervision), emotional intelligence (opportunity for personal growth and achievement) and organizational commitment (recognition) that are contributing to one's overall job performance start to be negatively affected (Alshammari et al, 2016& Yan et al, 2021). This is for example the case when an employee starts to believe that their job is no more stimulating in terms of career growth and advancement, if their job is no more interesting or if they do not receive enough recognition it start affecting their level of job performance by showing little commitment to their job.…”