Boundaryless Career Attitudes, Employability and Employee Turnover: Perspective from Malaysian Hospitality Industry

Wai Sei Chan,Ong Lin Dar

doi:10.19026/rjaset.7.561

Abstract

This study aims to develop a research framework for examining the relationship between boundary less career attitudes and employee turnover intentions and whether employability mediates these relationships. From the literature reviews, the authors found a notable gap in the boundary less career literature and established employability as a mediating variable between boundary less career attitudes and employee turnover intentions. High employee turnover within the hospitality industry has become one of the major concerns to researchers and practitioners. However, limited studies have been devoted to the understanding of the causes. Also, within the careers literature, there is a traditional sentiment that boundary less career attitudes indicate an increase in employee turnover. Little work, however, has examined how these career attitudes of employees may trigger their intention to turnover and eventually bring about the decisions toward turnover.

Highlights

The hospitality industry in Malaysia is constantly experiencing the challenge of personnel shortage due to high employee turnover rates (Hemdi and Nasurdin, 2006; Rahim and Hemdi, 2011)
This study aims to develop a research framework for examining the relationship between boundary less career attitudes and employee turnover intentions and whether employability mediates these relationships
We focus on how an individual career attitude may influence his or her employability and in turn affect employee turnover intentions

Summary

INTRODUCTION

In a recent study by AON Hewitt (a human capital consulting and outsourcing firm) entitled “APAC Year on Year Attrition Rate (2009-2011)”, Malaysia is placed sixth in the Asia-Pacific in 2011 for staff turnover with a 15.9% attrition rate (AON Hewitt, 2011) This phenomenon of high voluntarily turnover is without exception in the hospitality industry. The focus of the studies on employee turnover intention in Malaysian hospitality industry is mostly on leader-member exchange, organisational commitment, organisational citizenship behaviour and employment relationship (Hemdi and Nasurdin, 2006). This study aims to develop a research framework for examining the relationship between boundary less career attitudes and employee turnover intentions and whether employability mediates these relationships. Literature reviews were drawn from established journal articles from the online databases such as Science Direct, Wiley-Blackwell, Emerald, Proquest, EBSCO host, SAGE, Springer, Taylor and Francis and Google Scholar

LITERATURE REVIEW AND HYPOTHESES DEVELOPMENT

Findings

CONCLUSION