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How to Reduce Employees' Turnover Intention from the Psychological Perspective: A Mediated Moderation Model.

Zhen Yan1, Zuraina Dato Mansor2, Wei Chong Choo2

  • 1Faculty of Hotel Management, Qingdao Vocational and Technical College of Hotel Management, Qingdao, Shandong, People's Republic of China.

Psychology Research and Behavior Management
|February 26, 2021
PubMed
Summary
This summary is machine-generated.

High employee turnover in hotels can be reduced by focusing on psychological capital (PsyCap) and fostering job satisfaction and organizational commitment. Employee position also influences turnover intention.

Keywords:
four-star and five-star hotels in Chinajob satisfactionorganizational commitmentpositionpsychological capitalturnover intention

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Area of Science:

  • Business Administration
  • Organizational Behavior
  • Human Resource Management

Background:

  • The hospitality industry significantly contributes to global GDP and employment.
  • High voluntary turnover rates pose substantial financial losses and operational challenges for service organizations.
  • The hotel sector, in particular, continues to struggle with persistent high employee turnover.

Purpose of the Study:

  • To investigate the mediating roles of job satisfaction and organizational commitment in the relationship between psychological capital (PsyCap) and turnover intention.
  • To examine the moderating effect of employee position on the link between job attitudes and turnover intention within the hotel industry.

Main Methods:

  • Data were collected from 406 employees in four- and five-star hotels in Southwest China.
  • Online survey questionnaires and purposive sampling were utilized.
  • Structural equation modeling (SEM) was employed to analyze direct, mediating, and moderating effects.

Main Results:

  • Organizational commitment and job satisfaction were found to fully mediate the impact of PsyCap on turnover intention.
  • Employee position significantly moderated the influence of job satisfaction and organizational commitment on turnover intention.

Conclusions:

  • Hoteliers should prioritize enhancing employees' PsyCap, job satisfaction, and organizational commitment to address high turnover.
  • Employee position plays a crucial role in shaping turnover intention, necessitating tailored management strategies.