Role Stress, Emotional Exhaustion, and Turnover Intentions: Does Organizational Tenure in Hotels Matter?

Karatepe, Osman M.; Karatepe, Tuna

doi:10.1080/15332840903323364

Cited by 83 publications

(62 citation statements)

References 37 publications

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“…The study findings confirmed and extended upon the findings of previous studies in hospitality settings (Babakus et al, 2008;Jung et al, 2012;Karatepe & Karatepe, 2010). Of the three role stress factors, RO had a strong and positive effect on EE, whereas RA had the weakest effect.…”

Section: Resultssupporting

confidence: 94%

“…Chen et al's study (2011) confirmed the role stressors (RA, RC, and RO). In terms of hospitality settings, previous studies have mixed results regarding the effect of role stressors on EE and turnover intention (Babakus et al, 2008;Chen et al, 2011;Jung et al, 2012;Karatepe & Karatepe, 2010). Furthermore, no known studies utilized all three role stressors to test their effect on EE.…”

Section: Role Stress Research In Hospitality Settingsmentioning

confidence: 90%

“…However, the role of stress has received relatively less attention from hospitality and tourism researchers. Only a few researchers have investigated the factors of role stress, EE, and/or relationships between two variables in the hospitality industry and other service industry settings (Babakus, Yavas, & Karatepe, 2008;Chen, Lin, & Lien, 2011;Jung, Yoon, & Kim, 2012;Karatepe & Karatepe, 2010;Kim, Murrmann, & Lee, 2009).…”

Section: Role Stress Research In Hospitality Settingsmentioning

confidence: 99%

“…The major objectives of existing studies were to test the effect of stressors on EE (Babakus et al, 2008;Karatepe & Karatepe, 2010), burnout (Jung et al, 2012), turnover intention, (Babakus et al, 2008;Chen et al, 2011;Jung et al, 2012;Karatepe & Karatepe, 2010), and satisfaction (Kim et al, 2009). Babakus et al (2008) and Jung et al (2012) investigated the effect of role stressors (i.e.…”

Section: Role Stress Research In Hospitality Settingsmentioning

confidence: 99%

See 3 more Smart Citations

An Empirical Investigation of the Relationship Between Role Stressors, Emotional Exhaustion and Turnover Intention in the Airline Industry

Cho¹,

Choi²,

Lee³

2013

Asia Pacific Journal of Tourism Research

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This study examines the relationships among job stress factors (overload, ambiguity, and conflict), emotional exhaustion (EE), and voluntary turnover intention. A total of 400 survey questionnaires were distributed, and 366 usable surveys were used for data analysis. The study results showed that the three role stress factors are critical antecedents of EE. In addition, this study confirmed that customer contact employees exposed to excessive or long-term job stress can be emotionally exhausted and that stress can eventually lead to voluntary turnover. Accordingly, airline firms need to provide coping and intervention strategies for stress management, by creating a stress management culture within the organization, providing special training programs, developing clear job descriptions, and redesigning the physical work environment.

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Section: Resultssupporting

confidence: 94%

Section: Role Stress Research In Hospitality Settingsmentioning

confidence: 90%

Section: Role Stress Research In Hospitality Settingsmentioning

confidence: 99%

Section: Role Stress Research In Hospitality Settingsmentioning

confidence: 99%

See 2 more Smart Citations

An Empirical Investigation of the Relationship Between Role Stressors, Emotional Exhaustion and Turnover Intention in the Airline Industry

Cho¹,

Choi²,

Lee³

2013

Asia Pacific Journal of Tourism Research

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“…There has also been research (Karatepe and Karatepe, 2009;Ross and Boles, 1994) showing that employees in hotel businesses are confronted with role stress. For this reason, within the scope of this research, it has been decided that role stress, as a source of job stress, should be scrutinized.…”

mentioning

confidence: 99%

The influence of self-esteem and role stress on job performance in hotel businesses

Akgündüz

2015

International Journal of Contemporary Hospitality Management

101

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Purpose – The main purpose of this study is to explore the influence of self-esteem and role stress on job performance in the hotel businesses. Moreover, the research aims to discover which role stress factors, i.e. role ambiguity, role conflict and role overload, have the most detrimental effect on an employee’s role stress in the hotel businesses. Design/methodology/approach – To achieve the above aim, four sets of hypotheses were proposed: the first looked into the effect of role stress, which consists of role ambiguity, role conflict and role overload on job performance, and the second focused on the effect of employees’ self-esteem on job performance. A questionnaire was used and participants were drawn from 227 hotel employees in Kusadasi, Turkey. To empirically test these hypotheses, structural equation modeling was implemented. Findings – The outcome of the study indicated three patterns: role ambiguity and role conflict are negatively associated with job performance; role overload and self-esteem are positively associated with job performance; and role ambiguity creates more role stress than role conflict or overload. Practical implications – The research findings suggest that some practical methodology should be introduced to improve employees’ job performance and diminish role stress. For instance, hotel managers should decrease role ambiguity and conflict, employ personnel with high self-esteem and prioritize reducing role overload rather than reducing role ambiguity or role conflict. Originality/value – The research findings suggest that both role stress and self-esteem are important factors influencing job performance in hotel management. This paper aims to identify some important steps to increase job performance. Thus, our study should prove to be of great value to those in hotel management.

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Explaining the relationship between ethnicity and depressive symptoms: The roles of climate for inclusion, job self-efficacy, and job demands

et al. 2022

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Prior research indicates that employees from ethnic minority backgrounds are more likely to experience depression and other mental health problems than their ethnic majority counterparts. To understand what drives these negative outcomes, we integrate research on ethnic minorities at work with the job demands-resources (JDR) model. Based on the JDR model, we consider climate for inclusion as a key job resource for ethnic minority employees that mitigates the deleterious effects of ethnic minority status on job self-efficacy, perceived job demands, and depressive symptoms. We conducted a two-wave survey study (Time 1: N = 771; Time 2: N = 299, six months apart) with employees from five medium sized not-for-profit and local government organizations in Australia. Our empirical results indicate that ethnic minorities report a higher job-self-efficacy and fewer depressive symptoms when they perceive a high climate for inclusion.

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Role Stress, Emotional Exhaustion, and Turnover Intentions: Does Organizational Tenure in Hotels Matter?

Cited by 83 publications

References 37 publications

An Empirical Investigation of the Relationship Between Role Stressors, Emotional Exhaustion and Turnover Intention in the Airline Industry

An Empirical Investigation of the Relationship Between Role Stressors, Emotional Exhaustion and Turnover Intention in the Airline Industry

The influence of self-esteem and role stress on job performance in hotel businesses

Explaining the relationship between ethnicity and depressive symptoms: The roles of climate for inclusion, job self-efficacy, and job demands

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