Abstract
The growth of restaurants industry in Malaysia also reflect the continuous growth of employees in this industry. Having many employees at workplace is parallel with salary and benefits that employers need to provide to their employees. On the other hands, to retain employees at workplace quite challenging because employees may quit due to many reasons. The purpose of this study is to examine how work culture influence turnover intention among employees in restaurant industry particularly casual dining- typed restaurants. After reviewing past literature, three independent variables were used in this study that are: consensual culture, hierarchical culture and developmental culture. This study used quantitative method and survey research design approach. A total of 210 respondents were distributed to employees who were currently working in selected casual dining restaurants at the largest mall in Southern Klang Valley. After data screening and checking, 165 valid responses were returned and analyzed by using SPSS version 23. Based on the results obtained from Pearson Correlation, result found that all three variables had weak association with turnover intention. All variables were found to be weak correlated. Hierarchical culture found to be weak positively correlated r= .141, p = .036. Similarly, Consensual culture also had weak positive relationship with turnover intention r=.055, p= .248 whereas developmental culture had negative relationship with r = -.122, p=.060. Additionally results also showed that majority of the employees disagreed that work culture in restaurants they worked for influenced their intention to leave a job. Next, comparing all the independent variables, developmental work culture had the highest mean score with 4.0370. Moreover, majority disagreed that they find their job easy when there is no leader assist with their job. While, another majority agreed that they felt sad when superior did not listen to their opinion. This statements indicated positive work culture has been practicing at casual dining restaurants. Findings from this study hoped to help managers and casual dining restaurant operator to highlight those work culture so that more positive environment can be sustained in this restaurant.
Highlights
Economic growth in Malaysia has an impact on the growth of casual dining restaurant which between 2008 and 2012, casual dining restaurants registered an annual growth rate of 3.3% to reach sales of US$3.4 billion, making it the largest category within Malaysian consumer foodservice
Kim, (2009) states that the transformation toward culture of fostering respect, establishing a new team relationship, and developing leadership for the managers was successful in both improving staff satisfaction and reducing turnover intention, while to support the statement, the finding of this study suggest that rational culture have the importance in work efficiency, clear and detailed work manual, organizational structure of achieving the organization goals and strategies, teamwork and interdepartmental cooperation is suitable for improving job satisfaction
This study has done in Kigali, Rwanda and the purpose of the study was to examine the relationships among human resource development climate (HRDC), organizational citizenship behaviour (OCB) and voluntary turnover intentions (VTI)
Summary
Economic growth in Malaysia has an impact on the growth of casual dining restaurant which between 2008 and 2012, casual dining restaurants registered an annual growth rate of 3.3% to reach sales of US$3.4 billion, making it the largest category within Malaysian consumer foodservice. Even stronger growth is expected over the 2013-2017 forecast period, with a CAGR of 5.4% to reach anticipated sales of US$4.4 billion in 2017 (Market Access Secretariat Global Analysis Report, 2014). Due to the demand of the market needs, restaurants and food service industry have created a huge job opportunity from front-of-the-house (FTH) to back-of-the-house (BTH) in this industry. The position includes the managers, assistant managers, host/hostess, bar tender, service crew, and cashier. There have the entry-level position where the position does not required experience from the field of the industry and they are cashier, host/hostess, busser, dishwasher, prep cook and quick-service counter server (Jones, 2014)
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