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1
Davis, Odetha Antonnett. "Strategies for Low Employee Turnover in the Hotel Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5069.
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Employee turnover affects the profitability, performance, and customer service of an organization. The purpose of this multiple case study was to explore strategies that leaders in the hotel industry used to maintain a low rate of employee turnover. Motivation-hygiene theory was the conceptual framework for the study. The study population included 9 hotel leaders from 2 international hotels operating in Jamaica. Methodological triangulation involved the comparison of data from observation of hotel facilities and leaders' interactions with employees, review of company documents, and semistructured interviews. Data were analyzed into emerging themes using a Gadamerian hermeneutics framework of interpretation. Four major themes emerged from the data analysis: effective leadership strategies, favorable human resource management practices, good working conditions, and a family-oriented organizational culture. Analysis of the data showed that hotel industry leaders used a combination of these strategies to maintain low rates of employee turnover. The findings and recommendations may contribute to positive social change by providing hotel leaders with effective retention strategies, resulting in increased profitability and potential income continuity, thereby decreasing unemployment and moderating poverty.
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Cronin, Brendan. "Strategies to Reduce Employee Turnover in the Hotel Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6002.
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Hotel leaders face reduced profitability because of high employee turnover. Using Herzberg's 2-factor theory as the conceptual framework, the purpose of this multiple case study was to explore strategies that some hotel human resources managers used to reduce employee turnover. Data were collected from 5 hotel human resources managers in Massachusetts through face-to-face, semistructured interviews and a review of company documents. Data analysis using Yin's 5-step process of compiling, disassembling, reassembling, interpreting, and developing data-based conclusions resulted in 3 emergent themes: a retention strategy, a compensation strategy, and a training and development strategy. The findings indicated that the employee recruitment process, fair employee compensation and benefits, a focus on employee development, and recognition and appreciation of employees were pivotal strategies human resources managers used to reduce employee turnover. The findings may be valuable to hotel general managers, human resources managers, authors of training manuals, and hiring managers for creating strategies to reduce employee turnover. The implications for positive social change include the potential for hotel general managers to lower unemployment rates and improve the quality of life for the local community through lower employee turnover.
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Guðmundsdóttir, Sunna, and Emeli Kammerland. "Assessing Staff Turnover: A View from Hotel Workers in Reykjavík : Causes and Impacts." Thesis, Högskolan Dalarna, Turismvetenskap, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:du-28315.
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Staff turnover is an endemic issue in the hospitality industry, worldwide. Voluntary staff turnover has been the focus of many studies in the past decades and many researchers have constantly intended to connect a number of variables to it. This study deals with a human perspective of staff turnover and the aim was to add to the understanding of staff turnover within the hospitality industry. This was achieved by conducting in-depth interviews with hotel workers in three and four-star hotels in Reykjavík, Iceland. The causes and impacts of the turnover was examined with qualitative method. Investigation of the factors influencing employees’ intention to leave their current organization and the impact staff turnover causes to the remaining staff was carried out. The results revealed that professional advancement is a critical predictor for the employees to leave, along with factors such as work content, personal reasons, organizational factors and the nature of the tourism industry. Furthermore, the impact staff turnover causes on the staff are factors such as social connections, increased responsibilities and time and energy consumption.
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Jang, Jichul Tas Richard Francis. "The impact of career motivation and polychronicity on job satisfaction and turnover intention among hotel industry employees." [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-9081.
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Anderson, Andrew. "Decreasing Voluntary Employee Turnover in the Hospitality Industry." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6508.
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The purpose of this qualitative multiple case study was to explore the strategies general managers of full-service hotels used to reduce voluntary frontline employee turnover. The conceptual framework for this study was Herzberg's motivation-hygiene theory. The 3 participants were hotel general managers in the midwestern region of the United States. Data were collected through semistructured interviews with 3 purposefully selected hotel general managers and by reviewing company documents. Data analysis consisted of gathering the data, coding for emergent themes, compiling the data into common codes, organizing the data into themes, interpreting the meaning, and reporting the themes. Four themes emerged from the data: employee retention, leadership characteristics, effective retention strategies, and ineffective retention strategies. The implications of this study for positive social change include the potential to decrease voluntary employee turnover in the hospitality industry. Positive results of decreasing voluntary employee turnover may include increased success within the hospitality industry, which might positively influence productivity, raise customer satisfaction, and increase organizational profits.
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Jang, Jichul. "The Impact of Career Motivation and Polychronicity on Job Satisfaction and Turnover Intention among Hotel Industry Employees." Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc9081/.
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Employee turnover has been one of the most serious issues facing the hotel industry for many years. Both researchers and practitioners have devoted considerable time and effort to better understand and indentify ways to decrease employee turnover. The purpose of this study was to examine the impact of individual differences focusing on career motivation and polychronicity on job satisfaction and its influence on employee turnover intention in the hotel industry. This study surveyed 609 non-supervisory employees working at two Dallas hotels. Respondents provided information regarding career motivations, polychronicity, job satisfaction, and turnover intention. Career motivations were significantly related to employee job satisfaction which impacted employee turnover intention. This finding can be useful to hotel companies and their managers when attempting to understand employee motivation.
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Ununger, Folke. "Developing Sustainable Talent Management in the Hotel Industry : Can Sustainable Talent Management lower the turnover rates in hotels?" Thesis, Södertörns högskola, Institutionen för naturvetenskap, miljö och teknik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-46010.
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The hotel industry is characterized by high staff turnover rates and it seemingly struggles to keep its talented employees. Therefore, the purpose of this study was to identify central factors relevant for the development of Sustainable Talent Management in the hotel industry. To understand why employees in these departments either left or stayed with an organisation four different focus groups were conducted. The four focus groups consisted of 14 participants total who all either were or had been employed in the Swedish hotel industry as recently as three years prior to this study. Another criterion for participation was that they had to have been employed within one of the three departments with the highest annual staff turnover rates in Europe. Front of house, food and beverage or housekeeping. The data from the focus groups were analysed using a thematic analysis. It was concluded that sustainable talent management in the hotel industry should contain instances of retaining and developing talent in an organisation, whilst taking an internal social responsibility for parameters regarding employees’ health and factors that the organisation can control. As well as instilling a sense of purpose for the employees. While also viewing the employee as a form of human capital, valuing them for their knowledge and capabilities whilst also including them as the most important internal stakeholder. All without the intent of financial maximization. The reasons why employees within the stated departments left an organisation was predominantly due to job dissatisfaction with aspects such as a lack of safety through insufficient work-life balance, no clarity in what was expected of the employee and no work autonomy, issues with development including unclear career paths and a lack of advancement opportunities. Why these employees stayed were job satisfaction regarding the same aspects. What also emerged from the results was that the satisfaction of safety and development job aspects would outweigh the monetary aspects of employment. Indicating that loyalty to the organisation had been made through the creation of incentives to stay. If loyalty can be created through incentives to stay, then sustainable talent management actions could possibly lower the turnover rates in the hotel industry.
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Waern, Leo. "Turnover-based Rents – A Game Changer for the Hotel Industry? : An Analysis of the Effects of a Purely Revenue-based Rent Model for Hotel Real Estate." Thesis, KTH, Fastigheter och byggande, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-298314.
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Stockholm’s hotel market has been performing well the past 15 years, but the Covid-19 pandemic has shattered years of growth. The aim of this report has been to evaluate a purely turnover-based rent model that can increase flexibility for the hotel owners during economic crisis, while possibly increasing the value of the property and returns during good economic times. An interview study with 10 subjects representing hotel real estate companies, hotel owners and property appraisers has been conducted. A quantitative study using historical data was performed to see how the value of the property changed depending on what type of rent was used. Contract management theory has been used to evaluate aspects throughout the report. The results proved that a purely turnoverbased rent can increase the value of the property during good economic market conditions and increase the returns to the real estate owner. Furthermore, the results showed that this type of contract can help hotel operators to cope with rent payments during periods of severely decreased revenue. However, this type of contract comes with a large increase of volatility of the returns and can have large decreases in property values during pandemics and other economic hardships. Finally, a revenue-based contract was found to have a negative impact on the real estate companies’ ability to finance new hotel projects.Stockholms hotellmarknad har presterat bra under de senaste 15 åren. Covid-19 pandemin har förstört år av tillväxt och många hotell kämpar för att kunna betala sina hyror. Syftet med denna rapport har varit att utvärdera en rent omsättningsbaserad hyresmodell som kan öka hotellägarnas flexibilitet under den ekonomiska krisen, samtidigt som den skulle kunna öka värdet och avkastningen under goda ekonomiska tider för fastighetsägaren. En kvalitativ intervjustudie med tio deltagare som representerar fastighetsbolag, hotellägare och fastighetsvärderare har genomförts. En kvantitativ studie baserad på historisk data utfördes för att se hur värdet på fastighetens värde förändrades beroende på vilken typ av hyresavtal som användes. Avtalsuppföljningsteori (contract management) har använts för att utvärdera olika aspekter genom hela rapporten. Resultaten visade att en rent omsättningsbaserad hyra kan öka fastighetens värde under goda ekonomiska marknadsförhållanden och öka investeringens avkastning till fastighetsägaren. Dessutom visade resultaten att denna typ av kontrakt kan hjälpa hotelloperatörer att klara hyresbetalningar under perioder med kraftigt minskade intäkter. Fördelarna med denna typ av kontrakt är dock inte utan problem. En rent omsättningsbaserad hyra kommer med en stor ökning av avkastningens volatilitet och kan få kraftiga minskningar av fastighetsvärdet under pandemier och andra ekonomiska svårigheter. Slutligen visar studien att ett omsättningsbaserat kontrakt ha en negativ inverkan på fastighetsbolagens förmåga att finansiera nya hotellprojekt.
9
Parttimaa, Jenny, and Mathilda Bäckström. "The Pursuit of Motivating Employees : The connection between employee turnover and reward packages in the hotel – and insurance industry." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-38227.
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Motivating employees is one of the management top priorities nowadays. Motivated employees are less likely to leave the company, which leads to lower turnover rate which in turn can lead to lower costs for the company. The purpose of this study is to illustrate how organizations can increase employees’ motivation and lower employee turnover by using reward packages.
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Chen, Hung-Ju, and 陳鴻儒. "Exploratory Study of Optimal Turnover Rate in the Hotel Industry." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/b55a9f.
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碩士國立屏東科技大學
餐旅管理系
106
Employee turnover management is a relatively rare research issue in HRM field. The relevant literature on employee turnover management mostly discusses the employees’ intention to leave. Issues regarding to staff turnover rate are still in need to investigate. This type of study are mostly focused on the medical staff and other manufacturing industry. Relatively few studies pay attention to the hotel industry, which is known for its high employee turnover rate. Therefore, this study aims at exploring: (1) employee turnover in the hotel industry in Taiwan, (2) the importance of separation management and employee turnover management, and (3) the optimal turnover rate for the hotel industry. The research employs the open financial data of the nine hotel companies listed in Taiwan stock Market from the Taiwan Economics Journal Database. The period of statistical data ranges from 2007 to 2016. The scatter and trend lines are used to analyze the relationship between employee turnover rate and financial performance in each case hotel. Financial performance is measured by the operating profit rate and the operating profit per employee. The results show that the hotel industry in Taiwan had an average employee turnover rate from 37 to 50%. The overall employee turnover rate is still in an upward trend. Further research is needed on the strategy for managing staff turnover rate. Employee turnover management focuses on the prevention of employees before they have intention to leave the company. By retaining employees and actively controlling the turnover rate of employees, the resignation management can make the impact of employee turnover on the company in a positive influence. The research found, among 9 surveyed hotels, the average operating profit rate is 18.8%, and the average profit per employee is 19.4%. The trend line mostly presents an inverted U-shaped curve relationship. In this study, the trend line of the embedded cases shows that the best optimal turnover rate ranges from 15 to 25%. If the turnover rate is too high, the financial performance will obviously decrease. However, the lower the employee turnover rate, it will not always bring the higher financial performance. Thus, the principle of “the lower the turnover rate, the better the company performance” is in doubt. Of course, the turnover rate should not be too high. Instead, the employee turnover rate will be controlled within a certain range, and the financial performance will achieve the best performance.
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Chen, Mu-Ke, and 陳牧可. "The Relationship between Job Satisfaction and Turnover Intention: An Empirical Study of Employee Turnover Rate on Taiwan's Hotel Industry." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/jz55az.
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博士國立雲林科技大學
企業管理系
103
The main purpose of this research is to find a strategy to help hotel industry on solute the high turnover rate. A staff with good cultural adjustment ability can make good job satisfaction, thereby reducing employee turnover intention. Base on the view, this study established a research hypothesis model. Assuming meta-cognitive cultural intelligence, motivational cultural intelligence and personal - organization fit will affect cultural adjustment. Than cultural adjustment will affect employee job satisfaction and job satisfaction will affect job performance and turnover intention. Employees in Taiwan international tourist hotels as samples for the study, a total of 985 questionnaires were issued. Finally, apply structural equation modeling, after analyzing of 340 valid questionnaires, an acceptable overall model fit was obtained. The results show that the assumption all are support, so employees with high cultural intelligence and P-O fit have better cultural adjustment ability . An employee with better cultural adjustment ability, their job satisfaction is higher and less turnover intention. Recommend Hotel Human Resource Management Unit looking for the person with good cultural adjustment ability in beginning, so hotel can reduce employee turnover rate. Finally, this study also suggestions for future research directions.
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Chan, Jessica Florence Quan, and 關頴喬. "The study of Managerial Competencies and the Turnover Intention in hotel industry in Guatemala." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/43858751966725964882.
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碩士國立中山大學
人力資源管理全英語碩士學位學程
104
In a growing globalization, technological innovations and market changes, service industries must maintain their competitive advantage, in this case, improving employee’s quality, the need for responsiveness to such factors as unanticipated customer demands, staffing requirements, to name a few. A way of approaching this is to link individual performance to the goals of the business, to prepare the employees, many companies use competencies. This integrates knowledge, skills, judgment, and attributes that people need to perform a job effectively. Therefore, a set of competencies for each position of the organization can be used for recruitment, performance management, promotions, and training needs identification. Also, can help the employees to have a deep understanding of what kind of behaviors are valued by the organization, and how this are necessary to achieve their objectives. Furthermore, is critical to complement the skills with the necessary knowledge and attitudes. The aim of this study is to point out which managerial competencies can reduce the turnover intention of the supervisor of frontline employees in Guatemala’s hotels. Based on a qualitative method, the data were collected by in-depth interviews and the result were 4 managerial competencies, that in somehow, employees will consider before they make the decision to leave the company: communication, leadership, teamwork and problem solving
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Chou, Chien-Lin. "The predictors of food preparation staff's leaving intentions in the Taiwan hotel industry /." 2006. http://arrow.unisa.edu.au:8081/1959.8/80290.
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The hotel industry in Taiwan has suffered from high turnover rates for many years. High turnover rates reduce productivity and drain hotel profits. Though the hotel industry tends to live with high levels of employee turnover, high turnover need not be accepted as an inherent characteristic of the industry. Hotel managers should learn why employees leave hotels and take effective actions to retain them.Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2006.
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Natsagdorj, Munkhjargal, and 那莎杜. "Exploring Relationships among Job Attitudes, Emotional Exhaustion and Turnover Intention: An Evidence from the Mongolian Hotel Industry." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/09274923112703977947.
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碩士國立成功大學
國際管理碩士在職專班
98
This study demonstrated effects of work motivation, customer orientation attitude, emotional exhaustion, on affective job outcomes using 245 data from hotel employees of Mongolian. This study results demonstrated that intrinsic and extrinsic motivation, customer orientation attitude significant positive relationships to job satisfaction and affective organizational commitment, significant negative impact to emotional exhaustion. Also results indicated that emotional exhaustion leads to job dissatisfaction, decreased affective organizational commitment, and high levels of intention to leave. In addition, the study results provide empirical support for the positive impact of job satisfaction on affective organizational commitment and negative effects of job satisfaction and affective commitment to the organization on turnover intention. Finally, the results of this study may help Mongolian organizations in understanding the issues with job attitudes and turnover intention and keep valuable human capital within the organization.
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Huang, Wei-chieh, and 黃韋傑. "A Study on Whether the Implementation of ESOP Has Effects on Organizational Commitment and Labor Turnover Intention in Hotel Industry." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/45741953660684283691.
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碩士南華大學
旅遊事業管理學系碩士班
97
Due to the characteristics of job, the staff turnover rate in hotel industry is higher than any other industry. The high staff turnover rate has negative effects in many aspects including customer satisfaction, loyalty and organizational performance. For keeping excellent talents, the hotel owners and management usually offer different incentives, Employee Stock Ownership Plan (ESOP) is one of them. At present, most of the researches on ESOP take financial and operation performance as measurement and with hi-tech industry as the subject of study. To make up the gap, this study took international tourist hotels in Taiwan as the subjects and organizational commitments and staff turnover intention as measurement aspects. It also used regression analysis and analysis of variance to explore whether the implementation of ESOP system and stock ownership had effects on organizational commitments and turnover intention and their differences. Through questionnaire survey, this study tried to understand the situation of the ESOP in international tourist hotels in Taiwan and explored the effects of implementation and employee’s stock ownership on three types of organizational commitments, affective commitment, continuance commitment and normative commitment, and employment turnover intention. The results found that whether a hotel implement ESOP and employment stock ownership had significant differences in organizational commitments and turnover intention. The implementation of ESOP and owning the stock by employees had positive effect on the organizational commitments but negative effect on the turnover intention. The implementation of ESOP without owning stock by employees had negative effect on organizational commitment but positive effect on turnover intention. Employees worked in non implementation of ESOP had no effect on organizational commitment and positive effect on turnover intention. On the effect of organizational commitments on turnover intention, affective and continuance commitments had negative effect on organizational commitments and affective commitment had stronger effect than continuance commitment.
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Lin, Yin-Hung, and 林胤宏. "A Study of Transformational Leadership, Role Stress, Personality Traits and Turnover Intention-an Example of Tourist Hotel Industry in South Taiwan." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/01404816166868756114.
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碩士長榮大學
經營管理研究所
100
The tourism industry is seen as the star industry of the 21st century. According to Tourism Bureau, MOTC the 2008 and 2009, the domestic tourism industry, the share of GDP is growing year by year. The purpose of this research was to test a hypothesized model regarding transformational leadership, role stress and turnover intention in South Taiwan tourist hotel. Besides, the study defined the Personality Traits as a moderator between the role stress and turnover intention. This research adopted questionnaire for research survey. After using purposive sampling, there were 245 effective questionnaires returned among 300 questionnaires distributed from 20 tourist hotels in South Taiwan. The usable returned rate was 81.66%. The data were analyzed by a variety of statistical methods, such as regression analysis, Pearson product-moment correlation, hierarchical regression analysis and ANOVA to testify the hypotheses of this study and fit-appropriation model of theory building. The results of this study are concluded as follows: 1. There is a significant negative correlation between transformational leadership and role Stress. Transformational leadership has a significant negative effect on role stress. 2. There is a significant positive correlation between role stress and turnover intention. Role stress has a significant positive effect on turnover intention. 3. There is a significant negative correlation between transformational leadership and turnover intention. Transformational leadership has a significant negative effect on turnover intention. 4. Role stress shows a significant mediating effect between transformational leadership and turnover intention. 5. Personality traits shows a positive but non- significant moderating effect between role stress and turnover intention. Finally, this researcher takes the management implications according to the research findings and results and provides concrete contributions and suggestions for industrial and academia reference.
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Chan, Ming-Hooi, and 曾明慧. "The Effects of Employee Assistance Program and Role Conflict on Employee Turnover Intention for Hotel Industry: Using Supervisor Support as a Moderator." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/96543932325604260257.
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碩士輔仁大學
餐旅管理學系碩士班
98
In Taiwan, the official statistics show the total number of 2675 available general hotels and 90 tourist hotels. In next five years, extra 54 hotels that have registered with the Tourism Bureau which still under construction and pre-opening stage (Republic of China (Taiwan) Tourism Bureau, 2007). The above data highlight the speedy development of the hotel industry will follow by the booming demand of the man power requirement. Since more and more women involve in the job market generally, in consequences has caused the great changes in industrial structure, social and ecological relationships of family. Both men and women must face the problem of work-family conflict as mentioned by Frone, Russell, & Copper (1992) studies that work-family conflict will not only limited to the negative impact of individual psychological but physiological, either; it will be further negative impact on work performance. Double-income families in both men and women need to experience different levels of challenges and restructuring. When husband and wife share the work role at the same time, as the fact each of the member has even to adapt and tuning their role play, concept of liberation and re-construction. Furthermore the negotiation, adjustment and coordination is occurred always in between husband and wife, work and family and life. (Su-Ching, Kao, 2000). Therefore, in the limited labor market and strong business competition of the hotel industry, in order to obtain a strong talent, hotel usually willing to provide better and generous welfare to attract talented employees and to ensure the staff loyalty, inclusive employee assistance programs (family-friendly policies) which believe it will help employees to resolve employee. Besides, in order to protect the rights of gender equality, our government implements the constitution to eliminate gender discrimination and promoting gender equality in real terms in the spirit of the status. In March 8th, 2002 Taiwan implements the "Gender Equality in Employment Law", in response most of the companies also willing to provide employee assistance programs to relevant staff. This study was to investigate employee perceptions of employee assistance programs and its free availability of the adequacy of availability in order to achieve the implementation of employee assistance programs; effectively reduce the staff work- family roles conflict and help to decrease staff turnover rate. Therefore, total 480 questionnaires were released to 24 hotels in Taiwan, including 16 international tourist hotels and 8 general hotels; 346 valid copies were returned with a valid sample return rate of 72.08%. Through statistical analyses such as t-test analysis of independence, analysis of variance (ANOVA), Pearson’s product moment correlation and multiple regressions, the results of the investigation demonstrate the following important findings: 1. Work-family conflict and turnover intention was positively correlated. 2. Employee assistance program awareness and work-family conflict was negatively correlated. 3. Employee assistance program awareness and turnover intention was negatively correlated. 4. Employee assistance program was found no mediating effects between employee turnover intention. 5. With the support of superior work-family conflict and turnover are not effective through the intermediary role conflict and intention was found no significant correlated.
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Chung, Hsiao-Chieh, and 鍾孝杰. "The Correlation between Internal Marketing of Service Industry, Job Satisfaction and Employee Turnover Intension-A case study of Southern Five-Star Hotel." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/27717745801764594580.
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碩士國立高雄第一科技大學
行銷與流通管理所
94
ABSTRACT The hotel industry is a diverse and comprehensive service field, and mainly provides customers with multi-functional services - lodging, meal and beverage (board), social, meeting, health, sports, entertainment, shopping, etc. It is a labor-intensive industry so it needs a plenty of excellent employees to satisfy customers with high quality services. A high turnover of staff is quite harmful to service quality. Staff is one of company assets. It is vital to keep those experienced employees who can serve customers successfully. This study focused on the correlations among internal marketing, employee satisfaction, and turnover intention. There are five dimensions of the internal marketing theory: education training, management supporting, internal communication, people management and external communication. We analyze the correlations among the five dimensions above, job satisfaction and voluntary resignation behavior, which can be a reference of organization management construct and human resource planning to reduce the staff turnover, increase service quality and operation performance. Research results are as follows: 1. There is a significant relationship between internal marketing and job satisfaction. 2. There is a significant relationship between job satisfaction and voluntary turnover intention. 3. There is a significant relationship between internal marketing and voluntary turnover intension. 4. The job satisfaction is moderating effect on the significant relationship between internal marketing and voluntary turnover intension.