The Study of Factors Contributing to Chef Turnover in Hotels in Klang Valley, Malaysia

Abstract

Service plays a crucial role in the developed countries, and is a growing economic driver in developing countries. Since it offers more work opportunities than product based commodities, the service sector has been taken seriously for the past 30 years. The tourism industry in Malaysia is in the developing process and the service sector is the key driver towards its growth. The main focus of this study is to look at the hotel industry which is within the tourism industry that faces a major problem of employee turnover. In a much smaller scope; the focus would be on employee turnover in the kitchen department which had not been explored quite significantly. The study would attempt to discover aspects which actually perceived by the employees as important for them to retain employment in the kitchen.

Antecedents of Organizational Citizenship Behavior and the Mediating Effect of Organization Commitment in the Hotel Industry

“…As the hotel industry continues to grow across the world, the hotel operators are required to have reliable and organized management line-up in order to be competitive and relevant to the needs and wants of the customers. However, the hotel industry is greatly challenged with the longstanding turnover issue in both developed and developing countries (Abdullah, Alias, Zahari, Karim, Abdullah, Salleh, & Musa, 2010;Sangaran & Jeetesh, 2015). This is due to the issues such as long and irregular working hours, poor working conditions and low wages experienced by the employees of the hotels (Lo & Lamm, 2005).…”

“…In view of the shortcomings, scholars have expressed their concerns towards the employee turnover issues of the hotel industry in Malaysia (e.g. Sangaran & Jeetesh, 2015;Albattat & Som, 2013;Saad et al, 2012;Abdullah et al, 2010). As tourism industry plays a crucial role in being a major income generator and growth contributors to the Malaysian economy, the high turnover rate of hotel employees has become an encumbrance to the development of tourism industry (Abdullah et al, 2010;Mastura, Toh, & Zaleha, 2011;Salman & Hasim, 2012).…”

“…Sangaran & Jeetesh, 2015;Albattat & Som, 2013;Saad et al, 2012;Abdullah et al, 2010). As tourism industry plays a crucial role in being a major income generator and growth contributors to the Malaysian economy, the high turnover rate of hotel employees has become an encumbrance to the development of tourism industry (Abdullah et al, 2010;Mastura, Toh, & Zaleha, 2011;Salman & Hasim, 2012). A survey conducted by Kelly Services (2012) also revealed that the hospitality/travel/leisure sector has recorded the lowest level of employees" satisfaction towards management"s leadership style compared to other industries.…”

“…There are studies that suggested the relationship between leaders and employees and the treatment towards the employees can minimize the turnover issues in the hotel industry (e.g. Abdullah et al, 2010;Nankervis, Compton, & Baird, 2008). By providing individualized concern for subordinates' personal and familial well-being, benevolent leaders may build a favorable leader-employee relationship and subsequently reduce the likelihood of employees leaving their job (Ayupp & Kong, 2010).…”

Gender barriers and facilitators faced by women chefs in the gastronomy and the `Haute Cusine' fields.

“…It is considered as 'vital' and 'constructive' to help women cope and adapt in male-dominated occupation (Martin and Bernard, 2013). Mentoring has been signaled as a critical factor in job satisfaction (Abdullah, et al, 2009). Women chefs could contribute to challenging the 'gender dynamic of the gastronomic field' by mentoring other female chefs or cooks .…”