A Meta-Analytic Review in the Tourism and Hospitality Literature: Antecedents of Intention to Qui

Yıl 2022, Cilt: 8 Sayı: 1, 89 - 114, 30.06.2022

Ahmet Erkasap Ahmet Hakan Özkan

https://doi.org/10.26650/jot.2022.8.1.1020512

Öz

This study examines the major antecedents of turnover intention and their interrelationships. The primary goal of this study is to determine the effect sizes of the surveyed associations through the use of meta-analysis. Scopus, GoogleScholar, and Web of Science databases were examined for 3,927 studies. This meta-analysis draws on 42 relevant studies. The research was conducted in accordance with PRISMA guidelines. The results of the analysis indicate that both the association between work satisfaction and intention to leave (r=-0.515) and the relationship between organizational commitment and desire to leave (r=-0.508) have a high and negative effect size. Empowerment and turnover intention have a moderate and negative effect size (r=-0.405). However, organizational dedication has a significant positive effect on job satisfaction (0.659). The findings indicate that employment type acts as a moderator in the link between work satisfaction and intention to quit. Additionally, the type of workplace acts as a moderator in the association between organizational commitment and intention to resign, and in the relationship between organizational commitment and job satisfaction. It is extremely rare for moderators to be identified in a meta-analysis study. This study identified major modifiers and outcomes, and contributed to the body of knowledge. The study’s findings can be applied by managers in the tourism and hospitality industries.

Anahtar Kelimeler

Affective commitment, Normative commitment, Job insecurity, Hotel employees, Turnover intention, Pandemic

Kaynakça

• Becker, H.S. (1960). Notes on the concept of commitment. American Journal of Sociology, 66, 32–40.
• Borenstein, M., Hedges, L.V., Higgins, J.P.T. & Rothstein, H.R. (2009). Introduction to meta-analysis. Wiley. UK.
• Cho, Y., Rutherford, B.N. & Park, J. (2016). Emotional labor’s impact in a retail environment. Journal of Business Research, 66, 2338-2345.
• Choi, S.E. & Kim, S.D. (2016). A meta-analysis of the variables related to job satisfaction among Korean nurses. Contemporary Nurse, 52(4), 462-476.
• Cohen, J. (1988). Statistical power analysis for the behavioral sciences (2nd ed.). Hillsdale, NJ: Lawrence Earlbaum Associates.
• Decker, F.H., Kojetin, L.D.H. & Bercovitz, A. (2009). Intrinsic job satisfaction, overall satisfaction, and intention to leave the job among nursing assistants in nursing homes. The Gerontologist, 49(5), 596–610.
• Dickey, H., Watson, V. & Zangelidis, A. (2011). Job satisfaction and quit intentions of offshore workers in the UK North Sea Oil and Gas Industry. Scottish Journal of Political Economy, 58(5).
• DiPietro, R.B. & Condly, S.J. (2007). Employee turnover in the hospitality industry: an analysis based on the CANE model of motivation. Journal of Human Resources in Hospitality and Tourism, 6, 1-22.
• Doede, M. (2017). Race as a predictor of job satisfaction and turnover in US nurses. Journal of Nursing Management, 25, 207–214.
• Doherty, R. W. (1997). The Emotional contagion scale: A measure of individual differences. Journal of Nonverbal Behavior, 21, 131-154.
• Erfanian, E. & Neto, A.B.F. (2017). Scientific output: labor or capital intensive? An analysis for selected countries. Scientometrics, 112(1), 461-482.
• Force, L.M. (2008). The influence of casual attribution on work exhaustion and turnover intention of traditional discipline engineers in the United States. Doctoral dissertation: Nova Southeastern University.
• Frenkel, S., Sanders, K. & Bednall, T. (2013). Employee perceptions of management relations as influences on job satisfaction and quit intentions. Asia Pacific Journal of Management, 30, 7–29.
• Freund, A. (2005). Commitment and job satisfaction as predictors of turnover intentions among welfare workers. Administration in Social Work, 29(2), 5-21.
• Fu, H., Okumus, F., Wu, K. & Koseoglu, M.A. (2019). The entrepreneurship research in hospitality and tourism. International Journal of Hospitality Management, 78, 1-12.
• Griffeth, R.W., Hom, P.W. & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: update, moderator test, and research implications for the next millenium. Journal of Management, 26(3), 463-488.
• Guchait, P. & Back, K. (2016). Three country study: impact of support on employee attitudes. The Service Industries Journal, 36(7-8), 299-318.
• Hedges, L.V., & Olkin, I. (1985). Statistical methods for meta-analysis. Orlando, FL: Academic Press.
• Herzberg, F. (1966). Work and the nature of man. Cleveland, OH: World Publishing Co.
• Huang, H. (2006). Understanding culinary arts workers. Journal of Foodservice Business Research, 9(2-3), 151-168.
• Huang, T. (2011). Comparing motivating work characteristics, job satisfaction, and turnover intention of knowledge workers and blue- collar workers, and testing a structural model of the variables' relationships in China and Japan. The International Journal of Human Resource Management, 22(4), 924-944.
• Kanter, R.M. (1977). Men and women of the Corporation, Basic Books, New York, NY.
• Keller, K.M. (2005). Being a different: A study of relational demography and the influence of individual and team characteristics. Master thesis: University of Maryland.
• Kim, H. & Kao, D. (2014). A meta-analysis of turnover intention predictors among U.S. child welfare workers. Children and Youth Services Review, 47(3), 214-223.
• Lillo-Banuls, A., Casado-Diaz, J.M. & Simon, H. (2018). Examining the determinants of job satisfaction among tourism workers. Tourism Economics, 24(8), 980-997.
• Locke, E.A. (1976) The nature and causes of job satisfaction. In Dunnette, M.D., Ed., Handbook of Industrial and Organizational Psychology, Vol. 1, 1297-1343.
• Luu, L. & Hattrup, K. (2010). An investigation of country differences in the relationship between job satisfaction and turnover intentions. Applied H.R.M. Research, 12(1), 17-39.
• Martin, T. (2010). Formal and informal power, Access to work empowerment structures, and intent to stay. Master Thesis, Ball State University, Muncie, Indiana.
• Masuda, A.D., Poelmans, S.A.Y., Allen, T.D., Spector, P.E., Lapierre, L.M., Cooper, C.L., Abarca, N., Brough, P., Ferreiro, P., Fraile, G., Lu, L., Lu, C., Siu, Q.L., O’Driscoll, M.P., Simoni, A.S., Shima, S. & Moreno-Velazquez, I. (2012). Flexible work arrangements availability and their relationship with work-to-family conflict, job satisfaction, and turnover intentions: A comparison of three country clusters. Applied Psychology: An International Review, 61 (1), 1–29.
• Meyer, J.P. & Allen, N.J. (1991). A three-component conceptualization of organizational commitment. Human Resources Management Review, 1, 61–89.
• Meyer, J.P. & Herscovitch, L. (2001). Commitment in the workplace: toward a general model. Human Resources Management Review, 11, 299–326.
• Meyerson, S. (2007). Updating Empowerment: The Role of Leadership and Self-Reliance on the Psychological and Environmental Aspects of Empowerment. Master thsis: University of Calgary.
• Meyerson, S.L., & Kline, T. (2008). Psychological and Environmental Empowerment Antecedents and Consequences. Leadership and Organizational Journal, 29, 444-460.
• Moher, D., Liberati, A., Tetzlaff, J., & Altman, D. G. (2009). Preferred reporting items for systematic reviews and meta-analyses: The PRISMA statement. Annals of Internal Medicine, 151(4), 264–269.
• Mor Barak, M.E., Nissly, J.A., & Levin, A. (2001). Antecedents to retention and turnover among child welfare, social work, and other human service employees: What can we learn from past research? A review and metanalysis. The Social Service Review, 75(4), 625–661.
• Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224–247.
• Okuyucu, A.A.. (2014). Perceived underemployment among the foreign-born: Its outcomes and the moderating role of psychological empowerment and perceived organizational support. Master thesis: San Jose University.
• Pagilagan, H. (2017). Factors that affect turnover intention of registered nurses in the acute hospital: A meta-analysis from 2006-2016. Doctoral projects. 71. http://scholarworks.sjsu.edu/etd_doctoral/71
• Porter, L. W., & Steers, R. M. (1973). Organizational, Work, and Personal Factors in Employee Turnover and Absenteeism. Psychological Bulletin, 80, 151-176.
• Ritzer, G., & Trice, H M (1969). An empirical study of Howard Becker's side-bet theory. Social Forces, 47, 475- 479.
• Spector, P.E., Allen, T.D., Poelmans, S.A.Y., Lapierre, L.M., Cooper, C.L., O’Driscoll, M.P., Sanchez, J.I., Abarca, N., Alexandrova, M., Beham, B., Brough, P., Ferreiro, P., Fraile, G., Lu, C., Lu, L., Moreno-Velazquez, I., Pagon, M., Pitariu, H., Salamatov, V., Shima, S., Simoni, A.S., Siu, O.L. & Widerszal-Bazyl, M. (2007). Cross-national differences in relationships of work demands, job satisfaction, and turnover intentions with work-family conflict. Personnel Psychology, 60, 805-835.
• Tan, M.K. (2007). Antecedents and outcomes of employee empowerment: An empirical study of British managers. Doctoral dissertation: Cardiff University.
• Tett, R.P. & Meyer, J.P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta-analytic findings. Personnel Psychology. 46, 259–293.
• Thurston, E. & Glendon, A.I. (2018). Association of risk exposure, organizational identification, and empowerment, with safety participation, intention to quit, and absenteeism. Safety Science, 105, 212-221.
• Weitz, J. (1952). A neglected concept in the study of job satisfaction. Personnel Psychology, 5(3), 201-205.
• Xu, S., Martinez, L.R., Van Hoof, H., Tews, M., Torres, L. & Farfan, K. (2018). The impact of abusive supervision and co-worker support on hospitality and tourismstudent employees’ turnover intentions in Ecuador. Current Issues in Tourism, 21 (7), 775-790.
• Zangaro, G. A., & Soeken, K. L. (2007). A meta-analysis of studies of nurses’ job satisfaction. Research in Nursing & Health, 30(4), 445–58.
• Akgunduz, Y. & Bardakoglu, A. (2017). The impacts of perceived organizational prestige and organization identification on turnover intention: the mediating effect of psychological empowerment. Current Issues in Tourism, 20(14), 1510-1526.
• Bellou, V. (2008). Exploring civic virtue and turnover intention during organizational changes. Journal of Business Research, 61, 778-789.
• Bilgin, N. & Demirer, H. (2012). The examination of the relationship among organizational support, affective commitment and job satisfaction of hotel employees. Procedia - Social and Behavioral Sciences, 51, 470 – 473.
• Bufquin, D., DiPietro, R., Orlowski, M. & Partlow, C. (2017). The influence of restaurant co-workers’ perceived warmth and competence on employees’ turnover intentions: The mediating role of job attitudes. International Journal of Hospitality Management, 60, 13-22.
• Busser, J.A., Shulga, L.V., Kang, H.J. & Molintas, D.H.R. (2019). The effect of hospitality conference messaging on employee job responses. International Journal of Hospitality Management.
• Chan, S.H.J & Ao, C.T.D. (2018): The mediating effects of job satisfaction and organizational commitment on turnover intention, in the relationships between pay satisfaction and work–family conflict of casino employees. Journal of Quality Assurance in Hospitality & Tourism, Doi:10.1080/1528008X.2018.1512937
• Cheng, J., Chen, C., Teng, H. & Yen, C. (2016). Tour leaders’ job crafting and job outcomes: The moderating role of perceived organizational support. Tourism Management Perspectives, 20, 19-29.
• Chiang, F.F.T. & Birtch, T.A. (2011). Rewards climate and its impact on service quality and employee orientation. International Journal of Hospitality Management, 30, 3-9.
• Cho, S., Johanson, M.M. & Guchait, P. (2009). Employees intent to leave: A comparison of determinants of intent to leave versus intent to stay. International Journal of Hospitality Management, 28, 347-381. doi: 10.1016/j.ijhm.2008.10.007
• Ferreira, A.I., Martinez, L.F., Lamelas, J.P. & Rodrigues, R.I. (2017). Mediation of job embeddedness and satisfaction in the relationship between task characteristics and turnover: A multilevel study in Portuguese hotels. International Journal of Contemporary Hospitality Management, 29(1), 248-267.
• Guchait, P. & Back, K. (2016). Three country study: Impact of support on employee attitudes. The Service Industries Journal, 36(7-8), 299-319.
• Hancer, M. (2001). An analysis of psychological empowerment and job satisfaction for restaurant employees. Doctoral dissertation: Ohio State University.
• Huang, H. (2006). Understanding culinary arts workers. Journal of Foodservice Business Research, 9(2-3), 151-168.
• Humborstad, S.I.W. and Perry, C. (2011). Employee empowerment, job satisfaction and organizational commitment: An in‐depth empirical investigation. Chinese Management Studies, 5(3), 325-344.
• Jang J. & George, R.T. (2012). Understanding the influence of polychronicity on job satisfaction and turnover intention: A study of non-supervisory hotel employees. International Journal of Hospitality Management, 31, 588– 595.
• Jang, J. & Kandampully, J. (2018). Reducing employee turnover intention through servant leadership in the restaurant context: A mediation study of affective organizational commitment. International Journal of Hospitality & Tourism Administration, 19, 125-141.
• Karatepe, O.M. & Kilic, H. (2007). Relationships of supervisor support and conflicts in the work–family interface with the selected job outcomes of frontline employees. Tourism Management, 28, 238–252.
• Karatepe, O.M. & Uludag, O. (2007). Conflict, exhaustion, and motivation: A study of frontline employees working in Northern Cyprus hotels. Hospitality Management, 26, 645-665.
• Kim, W.G., Leong, J.K. & Lee,Y. (2005). Effect of service orientation on jobsatisfaction, organizational commitment, and intention of leaving in a casual dining chain restaurant. Hospitality Management, 24, 171–193.
• Kim, S.S., Im, J. & Hwang, J. (2015). The effects of mentoring on role stress, job attitude, and turnover intention in the hotel industry. International Journal of Hospitality Management, 48, 68-82.
• Kim, J., Song, H.J. & Lee, C. (2016). Effects of corporate social responsibility and internal marketing on organizational commitment and turnover intentions. International Journal of Hospitality Management, 55, 25-32.
• Lages, C.R. (2016). Employees’ external representation of their workplace: Key antecedents. Journal of Business Research, 65, 1264-1272.
• Larsen, S., Marnburg, E. & Ogaard, T. (2012). Working onboard- job perception, organizational commitment and job satisfaction in the cruise sector. Tourism Management, 33, 592-597.
• Lee, H. (2000). An empirical study of organizational justice as a mediator of the relationships among leader-member Exchange and job satisfaction, organizational commitment, and turnover intentions in the lodging industry. Doctoral dissertation: Virginia Polytechnic Institute and State University.
• Lee, Y., Kim, Y.S., Lee, K.H. & Li, D. (2012). The impact of CSR on relationship quality and relationship outcomes: A perspective of service employees. International Journal of Hospitality Management, 31, 745-756.
• Lin, N., Jang, J. & Roberts, K.R. (2018). Are employees with higher organization-based self-esteem less likely to quit? A moderated mediation model. International Journal of Hospitality Management, 73, 116-124.
• Liu, Y.S. (2010). The relationship among work support, organization commitment and citizenship behaviour of part-time employees in the restaurant industry. Master thesis: Oklahoma State University.
• Lu, A.C.C. & Gursoy, D. (2016). Impact of job burnout on satisfaction and turnover intention: do generational differences matter? Journal of Hospitality & Tourism Research, 40(2), 210–235.
• Lu, K., Lin, P., Wu, C., Hsieh, Y. & Chang, Y. (2002). The relationships among turnover intentions, professional commitment, and job satisfaction of hospital nurses. Journal of Professional Nursing, 18(4), 214-219.
• Meija, C., Wang, Y. & Zhao, X. (2018). The impact of personal and professional guanxi relationships on leader–member exchange in the Chinese hotel industry, International Journal of Hospitality & Tourism Administration, DOI:10.1080/15256480.2018.1429340
• Nadiri, H. & Tanova, C. (2010). An investigation of the role of justice in turnover intentions, job satisfaction, and organizational citizenship behavior in hospitality industry. International Journal of Hospitality Management, 29, 33–41.
• Namasivayam, K. & Zhao, X. (2007). An investigation of the moderating effects of organizational commitment on the relationships between work-family conflict and job satisfaction among hospitality employees in India. Tourism Management, 28(5), 1212-1223.
• Needham, M.R. (2018). Relationship between servant leadership characteristics and turnover in fast-casual restaurants. Doctoral dissertation: Walden University.
• Riggs, J.S. (2012). Are your employees engaged? Drivers of hotel employees’ work engagement, job satisfaction, and intention to quit. Doctoral dissertation: Purdue University.
• Shafique, I., Kalyar, M.N. and Ahmad, B. (2018). The nexus of ethical leadership, job performance, and turnover intention: The mediating role of job satisfaction. Interdisciplinary Description of Complex Systems, 16(1), 71-87.
• Slatten, T., Svensson, G. & Svaeri, S. (2011). Service quality and turnover intentions as perceived by employees. Personnel Review, 40(2), 205-221.
• Tongchaiprasit, P. & Ariyabuddhiphongs, V. (2016). Creativity and turnover intention among hotel chefs: The mediatingeffects of job satisfaction and job stress. International Journal of Hospitality Management, 55, 33–40.
• Walsh, K. (2016) Applying career concepts to strengthen the work attitudes of service professionals. The Service Industries Journal, 36:1-2, 58-79.
• Wong, C.A. & Laschinger, H.K.S. (2015). The influence of frontline manager job strain on burnout, commitment and turnover intention: A cross-sectional study. International Journal of Nursing Studies, 52, 1824-1833.
• Yang, J. (2008). Effect of newcomer socialisation on organisational commitment, job satisfaction, and turnover intention in the hotel industry. The Service Industries Journal, 28(4), 429-443.
• Yang, J. (2010). Antecedents and consequences of job satisfaction in the hotel industry. International Journal of Hospitality Management, 29, 609-619.
• Young, C.A. and Corsun, D.L. (2010). Burned! The impact of work aspects, injury, and job satisfaction on unionized cooks’ intention to leave the cooking occupation. Journal of Hospitality & Tourism Research, 34(1), 78-102.