Behind the Scenes: Exploring How Organizational Culture Shapes Turnover Intention Indirectly

Abstract

This study aimed to elucidate how organizational culture shapes turnover intention indirectly emphasizing the mediating role of organizational commitment and organizational identification. A total of 335 hotel employees were reached using the convenience sampling technique. The structural model was empirically tested using the PLS-SEM. The results show that a full mediation effect was determined between employees' organizational culture perceptions and intention to leave the organization. This study highlighted the crucial role of organizational culture on employees’ commitment and identification with the organization and its indirect effect on reducing turnover intention. For employees who are committed and identified with the organization, hospitality managers must create an organizational atmosphere based on norms and values, where employees can participate in decisions and feel empowered and valued.

Keywords

• Organizational culture
• Organizational identification
• Organizational commitment
• Turnover intention
• Hospitality industry
• Partial least square–structural equation modeling

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