Incivility, satisfaction and turnover intention of tourist hotel chefs

Abstract

Purpose This study examines the relationships among workplace incivility, job satisfaction and turnover intention for tourist hotel chefs. Furthermore, emotional intelligence is taken as the moderating variable on the relationships between workplace incivility and job satisfaction and workplace incivility and turnover intention. Design/methodology/approach Tourist hotel chefs were invited to participate in this study using purposive sampling, and a structured questionnaire was administered to carry out the investigation on tourist hotel chefs. Findings The results show that workplace incivility has negative effects on job satisfaction and casts positive effects on turnover intention through job satisfaction. Emotional intelligence has a significant moderating effect on the relationship between workplace incivility and job satisfaction. Originality/value This study firstly demonstrated the relationships among workplace incivility, job satisfaction and turnover intention for tourist hotel chefs. Furthermore, the moderating effect of emotional intelligence on the relationship between workplace incivility and job satisfaction was also validated.

A Moderated Mediation Model: Mediating Mechanism of Workplace Incivility and Moderating Role of Islamic Work Ethics between Dark Triad and Organizational Citizenship Behavior

“…Moreover, violence, anti-social behavior, apparently harmful intentions also linked with WPI (Pearson et al, 2001). Additionally, WPI caused of displeasure, sadness, hopelessness, nervousness, workplace loneliness, and annoyance (Cortina & Magley, 2009;Pearson et al, 2000;Pearson et al, 2001) that affects an individual's performance, commitment, satisfaction, and OCB as well (Chen & Wang, 2019;Lim et al, 2008;. Researchers report that WPI causes unpleasant moralities at the workplace that disturbs the individuals' psychological and physical health, professional efficiency, and organizational outcomes (Akella & Lewis, 2019;Bunk & Magley, 2013;Lim & Cortina, 2005;Lim, Cortina, & Magley, 2008) that resulted into reduction in satisfaction level (Chen & Wang, 2019) organizational commitment level Porath & Pearson, 2013) OCB (Mao et al, 2019) creativity and team spirit (Porath & Pearson, 2013) destruction of workplace ethics and low level of appreciation for others (Hur, Kim, & Woo, 2014) workplace abnormality, psychological distress, high level of anxiety that affect work quality level (Bai et al, 2016;Lim et al, 2008).…”

“…The theoretical foundation of the present study is based on the integration of the theory of threatened egotism (TTE) (Baumeister et al, 1996;Bushman & Baumeister, 1998) and ethical climate theory (ECT) (Victor & Cullen, 1987, 1988. Through which we investigate the influence of adverse personality effects on OCB and explains the mechanism of WPI as a mediator (Liu et al, 2018;Özsoy, 2018;Schilpzand et al, 2016;Webster & Smith, 2019) to find out the sources of uncivil behavior of individuals at the workplace as called by (Chen & Wang, 2019;Liu et al, 2019). Moreover, we examine the moderating role of IWE as an ethical factor (Turnipseed & Landay, 2018) to narrow down the gaps, as suggested in recent previous studies.…”

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

“…All the above statistics show that the hospitality industry is indeed a great generator of global GDP and employment; on the other hand, high rates of voluntary turnover have gradually undermined global service organizations and brought huge losses to them. 7 Nowadays, the hotel sector continues to be plagued by high turnover rates, that is, the causes of turnover have not been clearly and effectively explained yet in prior literature. 8 Therefore, ensuring the stability of human resources in order to promote service quality and organizational performance is an important task for hotel managers.…”

Faktor Yang Mempengaruhi Turnover Intention Pramuniaga

“…Perusahaan ini mengandalkan pramuniga untuk melayani konsumen pada ritelnya namun juga menghadapi turnover intention dalam hubungan kepegawaiannya. Tabel 1 Data Pramuniaga Tahun 2017 Bulan Masuk Keluar Jumlah % Januari 21 16 125 12,80 Februari 17 6 130 4,62 Maret 15 15 141 10,64 April 16 16 (Poon, 2013;Alniacik, Alniacik, Erat, & Akcin, 2013;Wickramasinghe, 2013;Mihelic, 2014;Jabeen et al, 2017;Kumar, Jauhari, Rastogi, & Sivakumar, 2017;Suifan et al, 2017;Chen & Wang, 2019).…”

“…Sebaliknya, jika karyawan merasa terjadi kesenjangan program pengembangan karir maka akan mempengaruhi komitmen afektif yang pada akhirnya dapat menyebabkan pengunduran diri karyawan (Suifan et al, 2017). Komitmen afektif akan meningkat ketika keterlibatan karyawan dalam pekerjaan dibuktikan dengan kepuasan pengalaman seperti kesempatan untuk melakukan pekerjaan yang memuaskan atau kesempatan mengembangkan keterampilan yang bernilai (Meyer, Allen, & Smith, 1993 (Poon, 2013;Alniacik, Alniacik, Erat, & Akcin, 2013;Wickramasinghe, 2013;Mihelic, 2014;Jabeen et al, 2017;Kumar, Jauhari, Rastogi, & Sivakumar, 2017;Suifan et al, 2017;Chen & Wang, 2019). H1: Kepuasan kerja berpengaruh terhadap turnover intention.…”