The impact of human resources management practices on turnover intention through intrinsic motivation: evidence from the Jordanian hospitality industry
In light of the difficult challenges facing the hospitality industry, actual employee turnover becomes an important issue facing the hospitality industry due to its negative impacts on hotels' performance, sustainability, and growth as well as the failure to satisfy customers' needs. Dr...
Saved in:
| Main Authors: | , |
|---|---|
| Format: | Article |
| Language: | English |
| Published: |
2020
|
| Subjects: | |
| Online Access: | http://eprints.unisza.edu.my/6954/1/FH02-FPP-20-39021.pdf http://eprints.unisza.edu.my/6954/ |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Summary: | In light of the difficult challenges facing the hospitality industry, actual employee turnover
becomes an important issue facing the hospitality industry due to its negative impacts on hotels'
performance, sustainability, and growth as well as the failure to satisfy customers' needs.
Drawing on the social exchange theory, the present paper is a literature review paper that aims to
investigate theoretically the antecedents of employee turnover intention. Some critical research
gaps were found through this theoretical investigation. For instance, human resources
management practices play a critical role in hotels' success through enhance employees' attitudes
and behaviors but lack research existed to identify deeply the impact of these practices on
employee turnover intention. Theoretical evidence was found that human resources management
practices enhance employee intrinsic motivation which can strongly boost employee loyalty to
their organization resulting in decrease employee intention to leave the workplace. In other
words, employee intrinsic motivation can play a mediating role between human resources
management practices and employee turnover intention. |
|---|