Very good so far. Just a few comments. 1. Research Questions: b, c, &d are very good research questions and what you need. Recommendations will come out of the answers to your research question. The 1

Running head: employee turnover 0

Employee Turnover in the Hospitality Industry

Angelica Melendez

Florida International University

Employee Turnover

Introduction

Among the prolific research areas in employment, the sector is staff turnover. Labor turnover can be defined as the rate at which employees leave their jobs and the replacements that a business or an organization does. (Nel et al., 2014) Interest has been put in the hospitality industry, especially the hotel industry. Human resource issues have been a concern in the hotel industry, which has brought about the significant attention that is being paid to turnover rates in hotels. This is because the quality of services provided in the sector is affected by the rate of staff turnover. An increase in the rate of employee turnover in the hotel sector has been a significant problem that has impacted people’s attitudes towards jobs in the hotel sector.

Most of the turnovers happening in the hotel industry are by new employees that are still in the new stages of employment. The impact of the turnovers on the remaining employees might lead to problems in an organizational commitment, which might then lead to the remaining employees also quitting their jobs. The organization, therefore, ends up having a high turnover rate. Turnover has been associated with factors such as employees being dissatisfied with their jobs or having poor relations with either their managers or supervisors, employees having a workload with poor pay, or being mistreated with the clients, among other issues. The years 2014 to 2019 has been marked with a massive turnover rate in the hotel industry. A lot has been said and is being speculated on the cause of the increased turnover rate. This has caused substantial controversy and research upon the issue, as people try to find out what changes have occurred in the sector leading to the increased turnover rate of employees.

Problem Statement/ Hypothesis

A significant turnover rate of employees has been witnessed in the hospitality area, especially the hotel industry from the year 2014 to 2019. A lot of speculations have been made on the matter with some people presuming it is because of the nature of work the people do as well as how they are treated, among other things. These speculations might be true or false; it is, therefore, important to research to gain more knowledge the nature of the problem. Therefore, some of the questions to be answered through this research are as follows;

1. Changes that have happened in the hotel industry in the years 2014 to 2019.

2. How the changes have impacted the staff members.

3. Find out the cause of staff turnover.

4. Assess the impact of staff turnover.

5. Recommend changes that can lead to a reduction in the rate of staff turnover.

Literature Review

Globally, the industry of hospitality is undergoing a high rate of employee turnover. (Amah, 2009) The hospitality industry has been regarded to have a significant number of people hopping from one job to the other. (Kuria & Wandegi, 2012) In the hospitality sector, it has been observed globally that labor turnover has been a significant issue. The issue has led to failures in businesses, employees being uninspired, with the talented employees lacking appeal. (Rehman & Mubashar, 2017) (Holston-Okae, 2017) In areas such as South Africa, empirical researches have been done on areas of labor turnover. (Ezeuduji & Mbane, 2017) Most of the conducted researches show that the staff is leaving their organizations at a high unavoidable rate, and the organizations are finding difficulty in controlling the rate. The researches contribute to the content of this paper because this paper looks at the researches that have been conducted on matters relating to turnover of employees and retention of staff in the hotel sector. High turnover has been associated with causative agents such as minimal growth opportunities, long working hours, employees having a huge workload with low compensation, among other issues. (Ezeuduji & Mbane, 2017) Mushi and Holston-Okae(2018) also seem to agree with the point by stating that job satisfaction, motivation, compensation, work environment, and engagement influence the rate of staff turnover. In 2014, research was conducted in Iran on human resource management practices on similar issues, and the results suggest that human resource practices such as nepotism lead to a high employee turnover rate. (Karatepe et al., 2014)

Methodology

To achieve the objectives of the research paper, data will be collected from hotels that have and have not experienced high employee turnover rates. For the research, the study instrument has parameters that will ensure the data collected is what is required. The parameters will include questions about turnover in employees and other related information. The data will be collected from approximately one hundred staff serving the tables. The hotels will be selected by judgment sampling, and other information will be collected from the staff through random sampling. Also, there will be an informal discussion with managers and some of the staff of the hotels to get further insight into the study and thus bring out solutions for the problems that will be detected.

The data will be analyzed and organizes into either qualitative or quantitative with tables, pies, and graphs for detailed explanations.

References

Dwesini, N. F. (2019). Causes and prevention of high employee turnover within the hospitality

industry: A literature review. African Journal of Hospitality, Tourism and Leisure, 8(3), 1-15.

Ezeuduji, I. O. & Mbane, T. L. (2017). Employee retention factors: The case of hotels in Cape

Town, South Africa. Journal of Economics and Behavioural Studies, 9(1), 6 – 16.

Holston-Okae, B. L. (2017). Employee Turnover Intentions in the Hospitality Industry.

Unpublished doctoral thesis, Walden University. Accessed on 10/07/2019 from

http://scholarworks.waldenu.edu/dissertations .

Holston-Okae, B. L. & Mushi, R. (2018). Employee turnover in the hospitality industry using

Herzberg’s two-factor motivation-hygiene theory. International Journal of Academic

Research in Business and Social Sciences, 8(1), 218 – 248.

Karatepe, O. M. Baradarani, S., Olya, H. G., IIkhanizadeh, S. & Raoofi, A . 2014). The effects of

high-performance work practices on critical performance outcomes: Evidence from the hotel industry. European Journal of Tourism, Hospitality, and Recreation, 5(3), 49 – 67.

Kuria, S., Ondigi, A. & Wanderi, P. M. (2012). Assessment of causes of labor turnover in three

and five star –rated hotels in Kenya. International Journal of Business and Social Sciences, 3(15), 311 – 317

Narkhede, P. A. (2014). Employee turnover in hospitality industries A study of service staff.

JIMS8M: The Journal of Indian Management & Strategy, 19(3), 4-8.

Nel, P., Werner, A., Botha, C., Du Plessis, A. Mey, M., Ngalo, O., Poisat, P. & Van Hoek, L.

(2014). Human Resource Management. Cape Town: Oxford University Press

Rehman, N. & Mubashar, T. (2017). Job stress, Psychological Capital and Turnover Intentions in

Employees of Hospitality Industry. Journal of Behavioural Sciences, 27(2), 59 – 79.