The Propensity to Leave The Organization Among the Staff of Hotel Industry in Kuala Lumpur
Competence workers play a major role in boosting the hotel industries. However, high staff turnover tends to inhibit their growth. Therefore it is rather important that the managers identify and understand the factors related to the propensity to leave. The general objective of the study is to e...
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| 主要作者: | |
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| 格式: | Thesis |
| 語言: | English English |
| 出版: |
2002
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| 主題: | |
| 在線閱讀: | http://psasir.upm.edu.my/id/eprint/9344/1/FPP_2002_30.pdf |
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| 總結: | Competence workers play a major role in boosting the hotel industries.
However, high staff turnover tends to inhibit their growth. Therefore it is
rather important that the managers identify and understand the factors
related to the propensity to leave.
The general objective of the study is to examine the predictors of hotel
staff propensity to leave; and the mediating role of job satisfaction and
organizational commitment. Specifically it aims to examine the
relationship of research variables; and whether job satisfaction and
organizational commitment mediate the effect of independent variables
on the dependent variable.
The study was conducted in the selected hotels in Kuala Lumpur by
using a questionnaire. A total of 238 valid responses were obtained. Frequencies, descriptive, regression analysis, correlation and path
analysis were used to analyze the data
There are two parts in the findings, the relationship of study variables
and the role mediating variables In the first part, findings show that
self-esteem, emotional intelligence, role conflict, role ambiguity, work
overload, perceived empowerment, perceived career advancement and
perceived leader -staff relationship are significantly related to job
satisfaction All these variables are also found to be significantly related
to propensity to leave and organizational commitment except for
emotional intelligence Job satisfaction and organizational commitment
are also related to propensity to leave In the second part, findings show
that job satisfaction mediates the effect of emotional intelligence, role
ambiguity, work overload, perceived empowerment and perceived
leader-staff relationship on propensity to leave Organizational
commitment mediates the effect of self-esteem, role conflict, role
ambiguity, work overload, perceived empowerment, perceived career
advancement and perceived leader-staff relationship on propensity to
leave |
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