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1 – 10 of over 2000Asad Mohsin, Ana Brochado and Helena Rodrigues
This study aims to provide a critical reflection research that was carried out to understand more fully how employee turnover has been critical to hotel management’s strategies…
Abstract
Purpose
This study aims to provide a critical reflection research that was carried out to understand more fully how employee turnover has been critical to hotel management’s strategies for constructing a better workplace. Human resources decisions need to be made carefully based on a clear grasp of their effects on hotels and their staff.
Design/methodology/approach
A critical review was conducted with a sample of 160 academic papers that reported findings on staff turnover intentions in hotels.
Findings
The results include a concept map that highlights the two main dimensions found by researchers: hotel staff turnover consequences (i.e. customer satisfaction and financial performance) and antecedents (i.e. individual, job-related, relationship, organisational and opportunities).
Research limitations/implications
The findings underline that staff retention strategies need to focus on managing job-related, organisational and relationship variables as hotel managers have little influence on individual and job opportunity factors.
Originality/value
This study examined 20 years of research summarised in an up-to-date conceptual map. The findings have cross-disciplinary implications.
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Robert Weech-Maldonado, Akbar Ghiasi, Justin Lord, Ganisher Davlyatov, Larry Hearld, Ferhat Devrim Zengul and Kent Rondeau
Nursing homes experience high nursing staff turnover. Nursing staff in nursing homes is comprised of gray and blue collar workers that include registered nurses (RNs), licensed…
Abstract
Nursing homes experience high nursing staff turnover. Nursing staff in nursing homes is comprised of gray and blue collar workers that include registered nurses (RNs), licensed practical nurses (LPNs), and certified nurse assistants (CNAs). The relationship between human resource management (HRM)practices, organizational culture, and nursing staff turnover is examined in underresourced (high Medicaid) nursing homes. Survey data from 348 nursing home administrators (NHAs) of USA high Medicaid (85% or higher) facilities were merged with secondary data sources for 2017–2018. The dependent variables (nursing staff turnover rates) consisted of the percentages of RNs, LPNs, and CNAs that had voluntarily quit the organization during the past year. The independent variables were: (1) HRM practices (employee-centered and high involvement practices); and (2) organizational culture: clan, market, hierarchical, and non-dominant. Organizational and market variables were controlled for. Data were modeled using Poisson log-linear regression, and propensity score weights were used to adjust for potential survey non-response bias. Results show high involvement HRM practices and having a clan culture are associated with lower RN, LPN, and CNA staffing turnover. Study findings suggest that organizational culture and HRM practices may be instrumental in reducing nursing turnover in underresourced nursing homes.
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Judite A. Adriano and Christian Callaghan
Social exchange theory predicts that perceptions of employee/employer exchange relationships may change as employees add educational qualifications. Literature also suggests that…
Abstract
Purpose
Social exchange theory predicts that perceptions of employee/employer exchange relationships may change as employees add educational qualifications. Literature also suggests that more innovative individuals, who are particularly important to organisations, may be more likely to change jobs. The purpose of this study is to test how the innovativeness of an individual differs in its contribution to retention when subjected to different mediating and moderating influences indicated in the literature, for a cohort of employees that are undertaking degree studies while working.
Design/methodology/approach
To test theory that suggests certain implications for employee turnover, the part-time studies unit of a large South African university offering degree studies by evening classes was sampled, yielding 323 useable responses, with a response rate of about 30%. Structural equation modelling (SEM) is used to test a theoretical model predicting certain mediating and moderating influences on the relationship between individual innovativeness and turnover intentions.
Findings
Individuals with higher innovativeness self-report higher turnover intentions, which seem to be reduced by the mediating effects of perceived supervisor support and job satisfaction. Perceptions of distributive justice and core self-evaluations, which may be associated with an individual's evaluation of the social exchange relationship, are found to directly enable retention.
Originality/value
A model of moderation and mediation relationships between employee innovativeness and turnover intentions is derived from the literature and tested, offering novel insights into how to retain valuable staff in this context.
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Orhan Uludag, Dokun Oluwajana and Emmanuel Ekanem
The purpose of this article is to examine the factors that influence turnover intentions by examining the effect of congruent internal marketing on turnover intentions among…
Abstract
Purpose
The purpose of this article is to examine the factors that influence turnover intentions by examining the effect of congruent internal marketing on turnover intentions among restaurant employees in North Cyprus. The study also integrates work immersion variables to factor in the reduction of turnover intentions of employees.
Design/methodology/approach
The quantitative study employed questionnaires distributed to 150 participants at various restaurants throughout Northern Cyprus. The study's results were utilized to examine the effect of several components of congruent internal marketing on turnover intention, including work engagement, job satisfaction, coaching and employee development structural equation modelling.
Findings
The study confirmed a positive and significant relationship between congruent internal marketing and turnover intentions, work engagement, job satisfaction and management coaching. It is evident that congruent internal marketing is contingent on elements that minimize employees' turnover intentions. Given the increasing pace of voluntary and involuntary turnover, it is critical to provide concise research for both present and future analysis.
Research limitations/implications
The data collection for this study was limited to the cities of Northern Cyprus, as it focuses on small business operations. Additionally, the researchers were able to collect data from only 30 establishments during the pandemic. Quintessential implication of the current study posits how internal marketing efforts coupled with coaching and engagement practises helps to reduce turnover.
Originality/value
Recently, turnover intention has emerged as a major source of concern for business and organizational survivors, particularly during this COVID-19 pandemic. This had a detrimental effect on local and international enterprises, health, education, hotels and tourism. In essence, the current crisis has had a profound effect on both internal marketing and employee turnover intentions. Drawn from the POS and SET theories, the current study develops and tests parsimonious model in fostering avenues to reduce turnover.
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Jitesh J. Thakkar, Shashank Thanki and Sunita Guru
The present situation of COVID-19 pandemic has put the health-care systems under tremendous stress and stringent tests for their ability to offer expected quality of health-care…
Abstract
Purpose
The present situation of COVID-19 pandemic has put the health-care systems under tremendous stress and stringent tests for their ability to offer expected quality of health-care services, as it decides the sustainability and growth of health-care service providers. This study aims to deliver a quantitative framework for service quality assessment in the health-care industry by classifying the health-care service quality parameters into four balanced scorecard (BSC) perspectives.
Design/methodology/approach
To determine the service quality for the Indian health-care system, decision-making trial and evaluation laboratory and analytical network process are integrated in a fuzzy environment to contemplate the interaction among BSC perspectives and respective performance measures.
Findings
The results indicate “internal processes” perspective assumes the key role within BSC perspectives, while performance measures “nursing staff turnover” and “staff training” play the key roles. The results also signify that “patient satisfaction” is the most vital issue and can be strongly influenced by measures belonging to the “learning and growth” perspective. In “learning and growth” perspective, “staff training” is the most decisive criteria, very highly influencing “patient satisfaction”, highly influencing “profitability,” “change of cost per patient (both in and out patients)” and “outpatient waiting time” while moderately influencing “staff satisfaction,” “bed occupancy” and “nursing staff turnover”. Moreover, “staff training” criteria have a positive influence on “nursing staff turnover.”
Originality/value
The contributions of this study are in two folds in the domain of quantification of service quality for the health-care system. First, it delivers an assessment framework for Indian health-care service quality. Second, it demonstrates an application of the framework for a case situation and validates the proposed framework.
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Karolina Parding, Maria Ek Styvén, Frida Lindström and Anna Näppä
This paper aims to focus on conditions for workplace learning (WPL) in highly transient workplaces, exemplified by the tourism and hospitality sector in the Arctic region. The aim…
Abstract
Purpose
This paper aims to focus on conditions for workplace learning (WPL) in highly transient workplaces, exemplified by the tourism and hospitality sector in the Arctic region. The aim is to analyse and discuss how employees and employers view the conditions for employees’ WPL from their respective perspectives.
Design/methodology/approach
The study is based on a qualitative approach. Ten interviews with employers and ten interviews with employees were carried out. This opens for different perspectives, including identifying “learning gaps”. The analysis was thematic, with a focus on opportunities and challenges for WPL in these transient workplace contexts.
Findings
Overall, conditions for WPL seem unsatisfactory. On the one hand, both employees and employers see WPL as essential for staff retention. Employers also see WPL as a strategy for business development and, thus, profit. On the other hand, high staff turnover makes it challenging to strategically invest in and organize for WPL, especially formal learning. Hence, a Catch-22 situation emerges.
Research limitations/implications
As this study is qualitative in its scope, generalizations are analytical rather than statistical.
Originality/value
There is a shortage of studies on conditions for WPL, focusing particularly on transient workplaces. Moreover, by including employer and employee perspectives, the authors contribute to a gap in the literature. The empirical contribution of this paper thus lies in using a theoretical WPL framework on transient workplaces, exemplified by the tourism and hospitality industries in the Arctic region.
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Wen-Yu Lin, Yung-Lien Lai, Fei Luo, Shih-ya Kuo and Kwang-Ming Chang
Building on Lambert’s (2001) work on turnover intent in law enforcement, this study examines how organizational characteristics and job attitudes along with job satisfaction, and…
Abstract
Purpose
Building on Lambert’s (2001) work on turnover intent in law enforcement, this study examines how organizational characteristics and job attitudes along with job satisfaction, and organizational commitment affect turnover intent among Taiwanese police officers.
Design/methodology/approach
Data were collected from the New Taipei City Police Department (NTCPD) in the summer of 2012 via stratified random sampling (N = 1,035). Structural equation modeling was employed to examine factors affecting turnover intent.
Findings
Job satisfaction and organizational commitment reduced the risk of turnover, while job stressors and training effectiveness directly increased the risk. Worthy of note, officers with a Central Police University degree and who were married had a lower risk of turnover.
Originality/value
This study applies Lambert’s (2001) turnover intent model in law enforcement agencies developed in the West to a non-western policing setting. The use of SEM assures the robustness of the findings. Some noteworthy contrasts in findings from Western and non-Western settings are presented.
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Ernest Kissi, Matthew Osivue Ikuabe, Clinton Ohis Aigbavboa, Eugene Danquah Smith and Prosper Babon-Ayeng
While existing research has explored the association between supervisor support and turnover intention among construction workers, there is a notable gap in the literature…
Abstract
Purpose
While existing research has explored the association between supervisor support and turnover intention among construction workers, there is a notable gap in the literature concerning the potential mediating role of work engagement in elucidating this relationship, warranting further investigation. The paper, hence, aims to examine the mediating role of work engagement in the relationship between supervisor support and turnover intention among construction workers.
Design/methodology/approach
Based on the quantitative research method, the hypothesis was tested. The data were collected from 144 construction professionals using a structured questionnaire. Observed variables were tested using confirmatory factor analysis, and the mediating role relationship was validated using hierarchical regression.
Findings
The outcome of this study shows a significant positive impact of work engagement and supervisor support on employee turnover intention. The study further showed that work engagement plays a mediating role in the connection between supervisory support and the intention to turnover and improve project and business performance. Turnover intention, on the other hand, negatively affects project and organizational performance.
Practical implications
By enhancing employee work engagement and perceptions of supervisor support, the findings of this study may aid construction organizations in making better judgments regarding the likelihood of employee turnover. The effectiveness of the project and the organization will likely be greatly impacted.
Originality/value
The results of this study provide supporting evidence and advance efforts at reducing employee turnover intention through work engagement and supervisor support in improving project and organizational performance.
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David Dowell, Robert Bowen and Wyn Morris
This research investigates the multifaceted effects of Covid-19, Brexit and climate change on Small and Medium-sized Enterprises (SMEs) in the hospitality sector. Specifically…
Abstract
Purpose
This research investigates the multifaceted effects of Covid-19, Brexit and climate change on Small and Medium-sized Enterprises (SMEs) in the hospitality sector. Specifically, the authors evaluate the main opportunities, challenges and implications that hospitality businesses face in times of crises, and innovate as a response.
Design/methodology/approach
The research adopts a mixed methods approach firstly analysing quantitative data from the Business Insights and Conditions Survey (BICS). Second, qualitative where data are gathered from interviews with a range of hospitality SMEs. The data are analysed independently and then triangulated to gain a deep understanding of the issues faced by hospitality SMEs and their responses.
Findings
This research contributes to knowledge on the impact of economic challenges on the hospitality sector. This research underlines that hospitality businesses face multiple challenges. The findings show that sector has responded with innovations to meet requirements and regulations, some which were forced upon the industry due to changing regulations and some unforced innovations based on the strategic intentions and entrepreneurialism of the business owners.
Originality/value
The paper embeds the pandemic with Brexit and climate change challenges, identifying two distinct types of innovation as SME responses in the hospitality sector. Survival in the hospitality industry is reliant upon adaptations, some brought about by the pandemic and others by Brexit and climate change.
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Michael Yao Ping Peng, Meng-Hsiu Lee and Ya-Hui Huang
The purpose of this study is to examine the relationship between positive emotion, self-efficacy, job satisfaction and turnover intention in the context of resource building…
Abstract
Purpose
The purpose of this study is to examine the relationship between positive emotion, self-efficacy, job satisfaction and turnover intention in the context of resource building during the socialization process of new faculty members, particularly in the context of the coronavirus disease 2019 (COVID-19) pandemic.
Design/methodology/approach
The study utilizes a quantitative research design and employs purposive sampling to obtain 554 valid questionnaires. The study analyzes the relationship between positive emotion, self-efficacy, job satisfaction and turnover intention and examines the influence of strategic human resource management (SHRM) on these variables.
Findings
The results of the study reveal that SHRM positively influences positive emotion and self-efficacy, which, in turn, positively impact job satisfaction. However, positive emotion is negatively related to turnover intention.
Originality/value
This study contributes to the existing literature on human resource management (HRM) by examining the impact of strategic HRM on the socialization process of new faculty members. The findings of the study have significant practical implications for the implementation of HRM in research-oriented universities.
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