The influencing factors of employee turnover intention in hotel industry in Ning Xia China

This research study about the most reason for quitting the job by exiting employees, work factors and its influence to employee turnover, the relationship between reasons for quitting the job and work factors and the relationship between demographic factors and reasons for quitting the job. In this...

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Main Author: Huai, Yang
Format: Thesis
Language:eng
eng
Published: 2015
Subjects:
Online Access:https://etd.uum.edu.my/5004/1/s815173.pdf
https://etd.uum.edu.my/5004/2/s815173_abstract.pdf
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id my-uum-etd.5004
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Ridwan, Agus
topic HD28-70 Management
Industrial Management
HD28-70 Management
Industrial Management
spellingShingle HD28-70 Management
Industrial Management
HD28-70 Management
Industrial Management
Huai, Yang
The influencing factors of employee turnover intention in hotel industry in Ning Xia China
description This research study about the most reason for quitting the job by exiting employees, work factors and its influence to employee turnover, the relationship between reasons for quitting the job and work factors and the relationship between demographic factors and reasons for quitting the job. In this study used 500 respondent of exiting employees. The tool of analyses used is correlation concept by Chi - Square test for testing of hypotheses. The results of this study are: the most reason for quitting the job is dissatisfaction with supervisor treatment (49.2%), it means in their company have poor relationship between the employees and managers. The second most frequent reason was salary (12%). This research found also that in term work factors, work environment are the highest level of agreement in all respondents. After that, supervision and communication are lower rated and similar in agreement. Job satisfaction was the lowest rated work factor. Thus, overall most of the employee who left tends to agree on the goodness of the work environment aspects. Most agreed that the work conditions are good and that adequate equipment was available. This study found that Chi - Square Test for all items of work factors are 0.001 (Assymp.Sig.2-sided) where it’s smaller than 0.05. It means there is relationship between the most frequent reason for quitting and work factors. This study found also that there is relationship between demographic factors and reasons for quitting the job. It seen from the result of Chi - Square Test for all items of demographic factors are 0.001 (Assymp.Sig.2-sided) where it’s smaller than 0.05. It means there is relationship significantly between demographic factors and reasons for quitting the job in hotel industry in China
format Thesis
qualification_name masters
qualification_level Master's degree
author Huai, Yang
author_facet Huai, Yang
author_sort Huai, Yang
title The influencing factors of employee turnover intention in hotel industry in Ning Xia China
title_short The influencing factors of employee turnover intention in hotel industry in Ning Xia China
title_full The influencing factors of employee turnover intention in hotel industry in Ning Xia China
title_fullStr The influencing factors of employee turnover intention in hotel industry in Ning Xia China
title_full_unstemmed The influencing factors of employee turnover intention in hotel industry in Ning Xia China
title_sort influencing factors of employee turnover intention in hotel industry in ning xia china
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2015
url https://etd.uum.edu.my/5004/1/s815173.pdf
https://etd.uum.edu.my/5004/2/s815173_abstract.pdf
_version_ 1747827843942842368
spelling my-uum-etd.50042021-03-18T08:10:38Z The influencing factors of employee turnover intention in hotel industry in Ning Xia China 2015 Huai, Yang Ridwan, Agus Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HD28-70 Management. Industrial Management TX901-946.5 Hospitality industry. Hotels, clubs, restaurants, etc. Food service This research study about the most reason for quitting the job by exiting employees, work factors and its influence to employee turnover, the relationship between reasons for quitting the job and work factors and the relationship between demographic factors and reasons for quitting the job. In this study used 500 respondent of exiting employees. The tool of analyses used is correlation concept by Chi - Square test for testing of hypotheses. The results of this study are: the most reason for quitting the job is dissatisfaction with supervisor treatment (49.2%), it means in their company have poor relationship between the employees and managers. The second most frequent reason was salary (12%). This research found also that in term work factors, work environment are the highest level of agreement in all respondents. After that, supervision and communication are lower rated and similar in agreement. Job satisfaction was the lowest rated work factor. Thus, overall most of the employee who left tends to agree on the goodness of the work environment aspects. Most agreed that the work conditions are good and that adequate equipment was available. This study found that Chi - Square Test for all items of work factors are 0.001 (Assymp.Sig.2-sided) where it’s smaller than 0.05. It means there is relationship between the most frequent reason for quitting and work factors. This study found also that there is relationship between demographic factors and reasons for quitting the job. It seen from the result of Chi - Square Test for all items of demographic factors are 0.001 (Assymp.Sig.2-sided) where it’s smaller than 0.05. It means there is relationship significantly between demographic factors and reasons for quitting the job in hotel industry in China 2015 Thesis https://etd.uum.edu.my/5004/ https://etd.uum.edu.my/5004/1/s815173.pdf text eng public https://etd.uum.edu.my/5004/2/s815173_abstract.pdf text eng public masters masters Universiti Utara Malaysia Abelson. 1987. Examination of avoidable and unavoidable turnover. Journal of Applied Psychology. Agho, A., Mueller, C, & Price, J. (1993). Determinants of employee job satisfaction: An empirical test of a causal model. Arnold, H.J., Feldman, D.C. (1982). A multivariate analysis of the determinants of job turnover. J. Applied. Psych. 67, 350-360. Aryee, S., Budhwar, P. S., Chen, Z. X. (2002). 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