Effects of Individual and Organizational Factors on Job Satisfaction and Intent to Stay in the Hotel and Restaurant Industry

Abstract

While employee turnover has long been recognized as a critical factor to be effectively managed by the hospitality industry, there has been little effort aimed at developing a systematic model to address and predict employee intentions to stay. This research investigated the effects of individual and organizational factors on job satisfaction and intent to stay of hotel and restaurant employees. Analysis of 221 responses obtained from a survey reveals that “job characteristics”, “participative decision-making”, and “pressure/stress”, can be good predictors of “job satisfaction”, while “supervisory leadership” and “intrinsic motivation” may not be a good predictors of “job satisfaction”. Somewhat unpredictably, both “intrinsic motivation” and “supervisory leadership” emerge as sound predictors of employee “intent to stay”. Based on the findings, several managerial implications are discussed.