Employees intent to leave: A comparison of determinants of intent to leave versus intent to stay |
| |
| Authors: | Seonghee Cho Misty M. Johanson Priyanko Guchait |
| |
| Affiliation: | 1. Hotel & Restaurant Management, College of Agriculture, Food and Natural Resources, University of Missouri, 222 Eckles Hall, Columbia, MO 65211, United States;2. Cecil B. Day School of Hospitality Administration, Robinson College of Business, Georgia State University, PO Box 3991, Atlanta, GA 30302-3991, United States;3. School of Hospitality Management, The Pennsylvania State University, 101 Keller Building, State College, PA 16801, United States |
| |
| Abstract: | The purpose of the study is to examine whether the predictors that decrease employee intention to leave will also increase employees’ intention to stay. Therefore, the objective of the study is twofold: (1) to examine the influence of perceived organizational support, perceived supervisors’ support, and organizational commitment regarding intent to leave and (2) to investigate the influence of the same variables on intent to stay. A total of 416 hospitality employees in the U.S. participated. The results suggest that perceived organizational support and organizational commitment decreased intent to leave while only perceived organizational support had a positive impact on intention to stay. Implications detail ways that hospitality organizations can focus on increasing their employees’ commitment through perceived organizational support as a critical component of turnover culture. |
| |
| Keywords: | Intention to leave Intention to stay Perceived organizational support Human resources |
| 本文献已被 ScienceDirect 等数据库收录！ |
|
