The Effects of Job Stress and Perceived Organizational Support on Turnover Intentions of Hotel Employees

Abstract

The intention of employees to leave their work negatively affects the service process in hotel businesses. Therefore, various managerial practices are being implemented to increase employees’ intention to voluntary continue their work in the businesses. In this study, the effect of the perceived organizational support as a managerial practice and the job stress which is caused by the nature of the work on the intention of the employees to leave their work are examined. The universe of this research is employees who actively work in a 5-star hotel in July 2016, which are located in Izmir. 274 valid surveys were collected by the researchers. Multiple regression analysis was used to test the hypotheses which were developed based on the Social Exchange Theory. The analyses indicated that job stress and perceived organizational support are related to the employees’ turnover intention. Moreover, it is determined that job stress increases the employees’ voluntary turnover intention even though perceived organizational support reduces the turnover intention. Lastly, theoretical and managerial implications are discussed.