The impact of manager training on employee turnover intentions

Abstract

Purpose There are decades of research analyzing turnover in the hospitality industry and yet it remains nearly double other industries. Whereas previous studies have analyzed training and its impact on turnover, the purpose of this paper is to look at the direct relationship between training at the management level and how this impacts their direct employees’ turnover intentions. Design/methodology/approach This study utilized annual evaluation data from two luxury resorts in the southeast USA. Exploratory factor analysis was conducted which resulted in four factors: management style, manager/employee relations, manager training and employee turnover intentions. Multiple regression was utilized to assess these relationships between factors. Findings The analyses show that an employee’s perception of his or her manager was inversely related to turnover intentions. Additionally, it was found that management training and management style had a significant inverse relationship with employee turnover intentions. Finally, this study found that as manager training increases, employee turnover intentions decrease. This research indicates that if hotels invest in management training then there will be a reduction in employee turnover intention. Research limitations/implications The sample consisted of only two luxury full service hotels in the southeastern USA. Both luxury hotels recruited a significant amount of employees from local universities; therefore, the workforce was more educated than other hotels. This study should be replicated across hotel types and throughout various locations. Practical implications This research has relevant implications for practitioners. General managers should analyze their training requirements and fiscal appropriations. This research finds that if hotels invest in management training then there will be a reduction in employee turnover. If managers had more training, this study indicates that employees would view their managers more favorably, feel closer to their managers and have less of a desire to leave the organization. Originality/value Extant research has shown that employee training programs impact employee turnover and that manager training programs impact manager turnover. This study extends that research by showing that these segments are not autonomous; manager training has a significant direct effect on employee turnover intention. This has not been studied in turnover intention literature suggests that this could be the missing variable in the body of turnover research.

Building Employee Performance Based on Compensation and Work Training With Variables of Work Satisfaction (Performance Analysis of Pt. Harapan Abadi Employees)

“…The results of this study are consistent with the results of research conducted by Malek, et al (2018), Youngsoo Choi and Duncan R.Dickson (2014), Cheng.et.al. (2013), Mustafa Kesen (2016), Anwar Prabu Mangkunegara and Abdul Waris (2015) and Idrees.et.al (2015) because it is in accordance with the theory put forward by Gomez FC (2010: 42), William H. Mobley (2011: 159) and Mangkunegara (2011: 57).…”

“…From the results of the analysis conducted by Malek, et al (2018), Youngsoo Choi and Duncan R. Rickson (2014), Cheng.et.al. (2013), although using their respective approaches it can be concluded that there is an influence from the independent variable of training on the dependent variable is job satisfaction.…”

Pengaruh Succession Planning, Transformational Leadership, Training Satisfaction Terhadap Turnover Intention Karyawan Pada Sektor Publik Kementerian Agama Jakarta Pusat

“…Dalam rangka upaya mencapai suksesi kepemimpinan yang tepat dan efisien, maka organisasi perlu melakukan pengembangan Sumber Daya Manusia dalam bentuk training and development, baik secara formal ataupun informal, terprogram atau mendesak. Malek, Kline, & DiPietro, (2018) training dan style manajemen memiliki hubungan negatif yang signifikan dengan niat turnover karyawan. Artinya, semakin baik organisasi berinvestasi untuk training karyawan maka akan ada pengurangan niat turnover karyawan di dalamnya.…”

“…Turnover intentions merupakan keinginan atau niat hati yang ingin keluar dari organisasi dengan berbagai alasan, niat untuk mencari alternative pekerjaan yang lebih baik, ataupun niat untuk berhenti atau tinggal di perusahaan saat ini (Huang & Su, 2016;Lu, Lu, Gursoy, & Neale, 2016;Malek et al, 2018). Menurut Mittal, (2016), turnover intentions menjadi suatu tantangan untuk organisasi yang tidak hanya berdampak pada produktifitas tetapi juga pada profit perusahaan.…”

Media Analysis of Middle Skill Learning Opportunities Shaped by COVID‐19

“…The importance of training middle skill managers and supervisors in key areas is critical to the short-term recovery from COVID-19 related challenges. Leaders and managers have direct impact on the overall work environment and have been found to significantly influence employee turnover (Malek et al, 2018). The crucially important middle skill workforce must be retained (National Science Board, 2019).…”