Tracking Turnover Factor of Tourism and Hospitality Master: A Longitudinal Panel Study

• Main Authors: Hsu Jui Man, 許瑞嫚
• Other Authors: Wang Kuo-Ching
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/09689841800563354395

博士 === 國立臺灣師範大學 === 人類發展與家庭學系 === 99 === Tourism and hospitality industries have become a prosperous business in Taiwan. In a similar fashion, the popularity of tourism and hospitality programs in Taiwan has been evident by their growth. The numbers of the programs and enrolled students have increased rapidly in recent years. However, the employees’ turnover rate in tourism and hospitality is evidently higher than other industries. Despite the vast quantity of literature addressing turnover factor, the issue is far from clear. This is mainly because most of the prior studies examined the turnover factor from the perspective of “cross-sectional”. Typically, employees’ turnover factors are influenced by numerous reasons, such as the history of learning and the external/internal environment of organization, it will be changed by stages. This present study intends to employ a two-year “longitudinal panel study” to trace the turnover factors of 236 masters in tourism and hospitality programs from student period (first wave) to employment period (second wave). The result of study showed turnover factors of “work times”, “pay”, “nature of the industry ”, and “another” differ significantly before a student completes his postgraduate study and after entering the job market. To comparative top ten turnover factors between first and second wave. There are seven factors still being from first to second wave, included「Low pay」、「Can`t get along with colleagues」、「Long work hours」、「Promoted slowly」、「Unaffordable「physical loading」、「With supervision beliefs differences」、「None job development」. There are three factors in first wave-「No challenge and achievement」、「Unbalance job and gain」、「Shift work」. They were changed to「Better development opportunity」, 「Personal career planning (as teacher, Create business…)」, and 「High work press」in second wave. The job content、job context and career facilitation of reality shock will positively affect new recruit’s turnover intention.