Abstract
Turnover crises have had great impacts on the hospitality industry. Many studies have been done on employee turnover, but further investigation is needed as labor intensive employees are part of the hospitality product. This study reviews the literature relevant to turn over crises and provides a theoretical review of the Mobley model (1977). The purpose of this study is to give an overview of the causes of job dissatisfaction which force an employee to quit from their current job and consider other job opportunities. This is to clarify the steps of the Mobley model from the feeling of job dissatisfaction to an actual turnover crisis. This study highlights the turnover crises not only on an international level but also the national crises in Malaysia which may not be far away. Furthermore, the findings from the literature review indicates that an international perspective on a turnover crisis begins when an employee faces the case of dissatisfaction from a poor working environment and considers leaving his current job. The Mobley model could be used to predict the case of dissatisfaction and better understand how to retain the employee. Further studies could be useful to shed light on turnover crises.
Highlights
Hospitality organizations need to constantly ensure the satisfaction of their employees (Berry, 1997)
The hospitality and tourism sectors are very important to the Malaysian economy as the service industry is highly dependent on human labor; which must be satisfied in order to gain from their commitment and retention
This study attempts to present the impacts of demographic factors, salaries and wages, and the organizational environment on employee satisfaction. It aims to discover whether job dissatisfaction could lead to turnover intention which will lead the employee to the actual turnover and leave their present employment
Summary
Hospitality organizations need to constantly ensure the satisfaction of their employees (Berry, 1997). Satisfied employees are deemed to be an effective labor force and become an important asset for the organization's effectiveness (Masri, 2009). According to Bharwani and Butt (2012), Human resources are one of the main parts of the product performing the difficult role of enhancing the organizational image. With the help of human resources, an organization will be able to enhance their business but due to employees various needs it becomes difficult to retain their employment, the focus on understanding their needs to achieve their satisfaction is essential (Masri, 2009)
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