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

BACKGROUND: The hospitality industry is deemed a great generator of global GDP and employment. However, high rates of voluntary turnover have gradually undermined global service organizations and brought huge losses to them. Nowadays, the hotel sector continues to be plagued by high turnover rates....

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Autores principales: Yan, Zhen, Mansor, Zuraina Dato, Choo, Wei Chong, Abdullah, Abdul Rashid
Formato: Online Artículo Texto
Lenguaje:English
Publicado: Dove 2021
Materias:
Acceso en línea:https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7901568/
https://www.ncbi.nlm.nih.gov/pubmed/33633474
http://dx.doi.org/10.2147/PRBM.S293839
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author Yan, Zhen
Mansor, Zuraina Dato
Choo, Wei Chong
Abdullah, Abdul Rashid
author_facet Yan, Zhen
Mansor, Zuraina Dato
Choo, Wei Chong
Abdullah, Abdul Rashid
author_sort Yan, Zhen
collection PubMed
description BACKGROUND: The hospitality industry is deemed a great generator of global GDP and employment. However, high rates of voluntary turnover have gradually undermined global service organizations and brought huge losses to them. Nowadays, the hotel sector continues to be plagued by high turnover rates. PURPOSE: A research model investigating job attitudes (job satisfaction and organizational commitment) as mediators of the impact of psychological capital (PsyCap) on turnover intention and also examining position as a moderator between job attitudes and turnover intention was proposed and tested. METHODS: This study collected data from 406 employees selected from four-star and five-star hotels in the southwest region of China. Online survey questionnaires and a purposive sampling technique were employed in this study. Structural equation modeling was utilized to evaluate the direct, mediating, and moderating effects. RESULTS: The results showed that organizational commitment and job satisfaction fully mediated the association between PsyCap and turnover intention. Moreover, position played a moderating role on the effect of the aforementioned two job attitudes on turnover intention. CONCLUSION: The findings implied that hoteliers should focus on employees’ PsyCap and job attitudes in order to mitigate serious turnover issues in the hotel sector in China. Besides, the fact that position resulted in disparity impacts in the formation of turnover intention was evidenced.
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spelling pubmed-79015682021-02-24 How to Reduce Employees’ Turnover Intention from the Psychological Perspective: A Mediated Moderation Model Yan, Zhen Mansor, Zuraina Dato Choo, Wei Chong Abdullah, Abdul Rashid Psychol Res Behav Manag Original Research BACKGROUND: The hospitality industry is deemed a great generator of global GDP and employment. However, high rates of voluntary turnover have gradually undermined global service organizations and brought huge losses to them. Nowadays, the hotel sector continues to be plagued by high turnover rates. PURPOSE: A research model investigating job attitudes (job satisfaction and organizational commitment) as mediators of the impact of psychological capital (PsyCap) on turnover intention and also examining position as a moderator between job attitudes and turnover intention was proposed and tested. METHODS: This study collected data from 406 employees selected from four-star and five-star hotels in the southwest region of China. Online survey questionnaires and a purposive sampling technique were employed in this study. Structural equation modeling was utilized to evaluate the direct, mediating, and moderating effects. RESULTS: The results showed that organizational commitment and job satisfaction fully mediated the association between PsyCap and turnover intention. Moreover, position played a moderating role on the effect of the aforementioned two job attitudes on turnover intention. CONCLUSION: The findings implied that hoteliers should focus on employees’ PsyCap and job attitudes in order to mitigate serious turnover issues in the hotel sector in China. Besides, the fact that position resulted in disparity impacts in the formation of turnover intention was evidenced. Dove 2021-02-18 /pmc/articles/PMC7901568/ /pubmed/33633474 http://dx.doi.org/10.2147/PRBM.S293839 Text en © 2021 Yan et al. http://creativecommons.org/licenses/by-nc/3.0/ This work is published and licensed by Dove Medical Press Limited. The full terms of this license are available at https://www.dovepress.com/terms.php and incorporate the Creative Commons Attribution – Non Commercial (unported, v3.0) License (http://creativecommons.org/licenses/by-nc/3.0/). By accessing the work you hereby accept the Terms. Non-commercial uses of the work are permitted without any further permission from Dove Medical Press Limited, provided the work is properly attributed. For permission for commercial use of this work, please see paragraphs 4.2 and 5 of our Terms (https://www.dovepress.com/terms.php).
spellingShingle Original Research
Yan, Zhen
Mansor, Zuraina Dato
Choo, Wei Chong
Abdullah, Abdul Rashid
How to Reduce Employees’ Turnover Intention from the Psychological Perspective: A Mediated Moderation Model
title How to Reduce Employees’ Turnover Intention from the Psychological Perspective: A Mediated Moderation Model
title_full How to Reduce Employees’ Turnover Intention from the Psychological Perspective: A Mediated Moderation Model
title_fullStr How to Reduce Employees’ Turnover Intention from the Psychological Perspective: A Mediated Moderation Model
title_full_unstemmed How to Reduce Employees’ Turnover Intention from the Psychological Perspective: A Mediated Moderation Model
title_short How to Reduce Employees’ Turnover Intention from the Psychological Perspective: A Mediated Moderation Model
title_sort how to reduce employees’ turnover intention from the psychological perspective: a mediated moderation model
topic Original Research
url https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7901568/
https://www.ncbi.nlm.nih.gov/pubmed/33633474
http://dx.doi.org/10.2147/PRBM.S293839
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