| Summary: | 碩士 === 醒吾技術學院 === 全球運籌管理研究所 === 100 === The high turnover rate is one of the major pressures for the hospitality industry, and it also diminishes the competitive power of the enterprises. Research finds that there might be a strong relationship between the employee turnover intension and the personal factors such as life-style. This paper investigates how the employee life-style moderates the effects of the job satisfaction on the turnover intension. Three research questions are proposed : the first is how the job satisfaction affects the employee turnover intension, the second is how the personal life-style affects the job satisfaction and turnover intension, and the last is how the life-style moderates the effect of the job satisfaction on the turnover intension.
We test our model with a sample of 225 employees from the staffs of ten hospitality enterprises in the north area of Taiwan, Data analysis was performed in cluster analysis, independent sample t-test, and the multiple regression analysis.
The results show that both the employee payoff and job satisfaction have significantly negative influences on the turnover intension. There is a significantly positive relationship between the chance of promotion and the turnover intension. Both the content of work and the relationship between staffs have no significant relationship with the turnover intension. Based on the characteristics of life-style, we divide the data into two groups, the first is called “Adventurous” and the other is the “Provident”. Moreover, we found that the life-style significantly affects the job satisfaction and the turnover intension. The job satisfaction of the “Adventurous” is significantly higher than that of the “Provident”, while the turnover intension of the “Adventurous” is significantly lower than that of the “Provident”. This study indicates that the employee life-style moderates both effects of job satisfaction and the chance of promotion on the turnover intension. The job satisfaction has a greater negative effect on turnover intension among the “provident” than among the “Adventurous”. However, contrast to the “Adventurous”, the chance of promotion has a positive effect on turnover intension for “Provident” employee.
Accordingly, we suggest that the employer of the hospitality enterprise should pay more concern to the staff and maintain the healthy interaction, especially for the “Provident”. That will be a good strategy to avoid the high turnover rate in the industry.
Keywords: Lifestyle, Job satisfaction, Turnover intension
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