A study of factors affecting hotel employees’turnover intention

• Main Authors: Zhen-yi Zhao, 趙貞宜
• Other Authors: none
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/18200338880790562699

碩士 === 國立屏東商業技術學院 === 休閒遊憩與創意產業管理研究所 === 99 === The number of inbound visitors to Taiwan has grown a record number of over five millions in November 2011. It was estimated that tourism foreign exchange income would reach a record high to NT$260 billion (Department of Communication, 2010). The passengers’ demand and services for hotels is thus increased, which corresponds to higher level of manpower to engage in hotel related industries. However, according to the data from by “Staff onset and retreat, payment for labor statistics” and “Salary investigation of employee and productivity statistics annual report” from Directorate – General of Budget, Accounting and Statistics, Executive Yuan (2010), indicating annual payment and average personnel tenure of lodging, food, and beverage industry were ranked lowest of among all industries. It revealed that workers of tourism and hospitality industry are facing extreme challenge under low payment and high job stress, resulting in the phenomena of high employee turnover. Based on the above, this study applied Structural Equation Model (SEM) to model the relationships among variables that affect turnover intention. 450 questionnaires were distributed to hotel employees in Taiwan, among which 363 questionnaires were collected with 350 valid respondents, accounted for 87.5% of total questionnaires distributed. The results generally indicated the following: (1) The higher the hotel coworkers’ relationship, the higher the level of their job satisfaction; (2) When hotel employees are more satisfied with working environment, they are more likely to have higher level job satisfaction; (3) The effects of hotel employees’ pay on turnover intention does not yield significant result. Yet, the pay level will indirectly and negatively affect turnover intention through organizational commitment; (4) The effects of hotel employees’ job satisfaction on turnover intention did not yield significant negative results as expected. Yet job satisfaction will affect turnover intention indirectly through organizational commitment; and (5) Significant and negative relationships were found between organizational commitment of hotel employees and their turnover intention.