ASSESSING THE INFLUENCE OF JOB SATISFACTION ON EMPLOYEES TURNOVER INTENTION IN HOTELS IN GHANA: AN EMPIRICAL REVIEW
Abstract
Purpose of the Study: The objective of the study was to determine the impact of work satisfaction on employee turnover intentions in Ghanaian hotels. This study's specific objectives were to assess the influence of supervisory support on employee turnover intention in Ghanaian hotels, determine the influence of working conditions on employee turnover intention in Ghanaian hotels, and determine the influence of promotion opportunities on employee turnover intention in Ghanaian hotels. The study was informed by Herzberg's Two-Factor Theory.
Statement of the Problem: Given that people are assets of the organization because knowledge is the source of profit and sustained competitive advantage, employee retention is the main difficulty that human resource management in Ghana's hotel industry is currently experiencing.
Methodology: This was a literature review in which a variety of pertinent papers from various contexts were examined.
Result: The survey indicated that employee turnover intention has become one of the most significant human resource issues in the Ghanaian hotel sector due to the negative impact it is anticipated to have on an organization's hotel and employee morale. The study found that work satisfaction has become one of the leading causes of turnover intention among employees in the hotel industry in Ghana, and that turnover intention among employees in the industry is typically a result of job satisfaction difficulties. According to the study's findings, there is a significant negative correlation between employee work satisfaction and intention to leave in Ghanaian hotels.
Conclusion: The study also concludes that there are impediments to job satisfaction in Ghana's hotel industry, such as the nature of the employee's work that is largely unrelated to the job description, excessively strict supervision by superiors, the support of coworkers from the same division, and promotion opportunities that are implemented too slowly.
Recommendation: The study suggests that hotel management in Ghana should strive to reduce employee turnover by creating a favourable work environment, improving working conditions, giving adequate supervisory assistance, and promoting employees based on merit.
Keywords: Job satisfaction, supervisory support, working conditions, promotion opportunity turnover intention.
References
Aggarwal, A., Jaisinghani, D., & Nobi, K. (2022). Effect of organizational justice and support on organizational commitment and employee turnover intentions: the mediating role of employee engagement. International Journal of Quality and Service Sciences, (ahead-of-print).
Ahmad, A. F. (2022). The Influence of Interpersonal Conflict, Job Stress, and Work Life Balance on Employee Turnover Intention. International Journal of Humanities and Education Development (IJHED), 4(2), 1-14.
Akgunduz, Y., Adan Gök, Ö., & Alkan, C. (2020). The effects of rewards and proactive personality on turnover intentions and meaning of work in hotel businesses. Tourism and Hospitality Research, 20(2), 170-183.
Akinyomi, O. J. (2016). Labour turnover: Causes, consequences and prevention. Fountain University Journal of Management and Social Sciences, 5(1), 105-112.
Al-Ali, W., Ameen, A., Isaac, O., Khalifa, G. S., & Shibami, A. H. (2019). The mediating effect of job happiness on the relationship between job satisfaction and employee performance and turnover intentions: A case study on the oil and gas industry in the United Arab Emirates. Journal of Business and Retail Management Research, 13(4).
Amissah, E. F., Opoku Mensah, A., Mensah, I., & Gamor, E. (2020). Students’ perceptions of careers in Ghana’s hospitality and tourism industry. Journal of Hospitality & Tourism Education, 32(1), 1-13.
Anabila, P., Ameyibor, L. E. K., Allan, M. M., & Alomenu, C. (2022). Service Quality and Customer Loyalty in Ghana’s Hotel Industry: The Mediation Effects of Satisfaction and Delight. Journal of Quality Assurance in Hospitality & Tourism, 23(3), 748-770.
Ashraf, S., & Carter, M. Z. (2022). Perceived Supervisor Narcissism, Abusive Supervision, Subordinate Shame and Turnover Intention. In Academy of Management Proceedings (Vol. 2022, No. 1, p. 17421). Briarcliff Manor, NY 10510: Academy of Management.
Banker, R. D., Konstans, C., & Mashruwala, R. (2000). A contextual study of links between employee satisfaction, employee turnover, customer satisfaction and financial performance. The University of Texas at Dallas, Dallas, TX, November.
Basnyat, S., & Lao, C. S. C. (2019). Employees’ perceptions on the relationship between human resource management practices and employee turnover: A qualitative study. Employee Relations: The International Journal.
Bradley, E. G., & Mead, N. E. (2022). Underrepresented faculty mentoring at a distance: program implementation and evaluation. Mentoring & Tutoring: Partnership in Learning, 30(1), 142-158.
Bryant, P. C., & Allen, D. G. (2013). Compensation, benefits and employee turnover: HR strategies for retaining top talent. Compensation & Benefits Review, 45(3), 171-175.
Chiat, L. C., & Panatik, S. A. (2019). Perceptions of employee turnover intention by Herzberg’s motivation-hygiene theory: A systematic literature review. Journal of Research in Psychology, 1(2), 10-15.
Chukwudi, B. I., Yetunde, G., & Aniekan, G. O. (2022). Employee Turnover Intentions and Performance of the Hospitality and Tourism Sector in Nigeria. African Journal of Emerging Issues, 4(3), 1-10.
Deri, M. N., Ragavan, N. A., Chireh, T. D., Zaazie, P., & Niber, A. (2022). Relationship between job satisfaction and turnover intention of hotel employees. Research Journal in Advanced Social Sciences, 3(2), 32-49.
Deri, M. N., Zaazie, P., & Bazaanah, P. (2021). Turnover intentions among hotel employees in the Accra metropolis of Ghana. African Journal of Hospitality, Tourism and Leisure, 10(1), 238-255.
Ekabu, P. K., Nyagah, G., & Kalai, J. M. (2018). Influence of promotional prospects on turnover intentions of public secondary school teachers in Meru County. European Scientific Journal, 14(25), 27-36.
Ekwosimba, O. P. (2022). Impact of Turnover Intention on Employee Performance in Information Technology (It) Organization. International Journal of Management, Social Sciences, Peace and Conflict Studies, 5(2).
Elisa, Z. P., Nabella, S. D., & Sari, D. P. (2022). The Influence of Role Perception, Human Resource Development, and Compensation on Employee Performance Universitas Ibnu Sina. Enrichment: Journal of Management, 12(3), 1606-1612.
Haldorai, K., Kim, W. G., Pillai, S. G., Park, T. E., & Balasubramanian, K. (2019). Factors affecting hotel employees’ attrition and turnover: Application of pull-push-mooring framework. International Journal of Hospitality Management, 83, 46-55.
Herzberg, F. (1959). Herzberg’s motivation-hygiene theory (two factor theory). Arab British Academy for Higher Education: London, UK, 1-2.
Herzberg, F. I. (1966). Work and the Nature of Man.
Ilyas, A., Khan, A. H., Zaid, F., Ali, M., Razzaq, A., & Khan, W. A. (2020). Turnover intention of employees, supervisor support, and open innovation: the role of illegitimate tasks. Journal of Open Innovation: Technology, Market, and Complexity, 6(4), 128.
Jing, J., & Yan, J. (2022). Study on the Effect of Employees’ Perceived Organizational Support, Psychological Ownership, and Turnover Intention: A Case of China’s Employee. International Journal of Environmental Research and Public Health, 19(10), 6016.
Kelso, L. O., & Hetter, P. (1967). Two-factor theory. Vintage Books.
Khana, A., Shahb, S. M. A., Hussainc, N., Abrod, S., & Mahare, S. A. (2021). The Impact of Organisational Commitment and Job Embeddedness on Employee Turnover Intention in the Hotel Industry of Pakistan: The Mediating Impact of Job Satisfaction. International Journal of Innovation, Creativity and Change, 15(05), 165-178.
Kiffin-Petersen, S. A., & Soutar, G. N. (2020). Service employees’ personality, customer orientation and customer incivility. International Journal of Quality and Service Sciences.
Kisten, A. (2022). Employee retention strategies in the context of organisational change ar a selected private health care provider in Durban, Kwa-Zulu Natal (Doctoral dissertation).
Kwenin, D. O., Muathe, S., & Nzulwa, R. (2013). The influence of employee rewards, human resource policies and job satisfaction on the retention of employees in Vodafone Ghana Limited. European Journal of Business and Management, 5(12), 13-20.
Li, N., Peng, J., & Yang, R. (2022). How do working conditions affect the turnover intention of medical social workers in China?. BMC Health Services Research, 22(1), 1-13.
Li, Q., Lourie, B., Nekrasov, A., & Shevlin, T. (2022). Employee turnover and firm performance: Large-sample archival evidence. Management Science, 68(8), 5667-5683.
Malinen, S., Hatton, T., Naswall, K., & Kuntz, J. (2019). Strategies to enhance employee well‐being and organisational performance in a postcrisis environment: A case study. Journal of Contingencies and Crisis Management, 27(1), 79-86.
Nguyen, C. (2020). The impact of training and development, job satisfaction and job performance on young employee retention. Job Satisfaction and Job Performance on Young Employee Retention (May 1, 2020).
Nie, D., Lämsä, A. M., & Pučėtaitė, R. (2018). Effects of responsible human resource management practices on female employees’ turnover intentions. Business Ethics: A European Review, 27(1), 29-41.
Nwagbara, U., Smart Oruh, E., Ugorji, C., & Ennsra, M. (2019). The Impact of Effective Communication on Employee Turnover Intension at First Bank of Nigeria. Economic Insights-Trends & Challenges, 65(4).
Ohunakin, F., Adeniji, A. A., Ogunlusi, G., Igbadumhe, F., & Sodeinde, A. G. (2020). Talent retention strategies and employees’ behavioural outcomes: empirical evidence from hospitality industry. Business: Theory and Practice, 21(1), 192-199.
Okae, B. H. (2018). The effect of employee turnover in the hospitality industry: Quantitative correlational study. International Journal of Learning and Development, 8(1), 156-183.
Ooi, T. P., & Teoh, K. B. (2021). Factors affecting the turnover intention among employees in Penang manufacturing industry. Annals of human resource management research, 1(1), 29-40.
Pratama, E. N., Suwarni, E., & Handayani, M. A. (2022). The Effect of Job Satisfaction and Organizational Commitment on Turnover Intention with Person Organization Fit as Moderator Variable. APTISI Transactions on Management (ATM), 6(1), 74-82.
Price, J. L., & Mueller, C. W. (1981). A causal model of turnover for nurses. Academy of management journal, 24(3), 543-565.
Putri, G. C., & Hasanati, N. (2022). Individual and Situational Factors: Literature Review Predictors of Turnover Intention. Am. Res. J. Humanit. Soc. Sci, 5, 63-68.
Ramhit, K. S. (2019). The impact of job description and career prospect on job satisfaction: A quantitative study in Mauritius. SA Journal of Human Resource Management, 17(1), 1-7.
Robbins, S. P., & Judge, T. (2009). Organizational behavior. Pearson South Africa.
Robbins, S. P., Odendaal, A., & Roodt, G. (2003). Consumer Behaviour. Engelwood Cliffs.
Sharma, B. (2019). Review of human resource practices in hospitality and tourism. Journal of Hospitality, 1(1), 15-30.
Tennakoon, W. D. N. S. M., & Herat, U. L. (2017). Perceived Supervisor Support and Employee Turnover Intention: The Moderating Effect of Employment Tenure. Wayamba Journal of Management, 8(1), 14-26.
Tuzun, I. K., & Kalemci, R. A. (2019). Organizational and supervisory support in relation to employee turnover intentions. Journal of Managerial Psychology.
Widarko, A., & Anwarodin, M. K. (2022). Work Motivation and Organizational Culture on Work Performance: Organizational Citizenship Behavior (OCB) as Mediating Variable. Golden Ratio of Human Resource Management, 2(2), 123-138.
Ahmad, A. F. (2022). The Influence of Interpersonal Conflict, Job Stress, and Work Life Balance on Employee Turnover Intention. International Journal of Humanities and Education Development (IJHED), 4(2), 1-14.
Akgunduz, Y., Adan Gök, Ö., & Alkan, C. (2020). The effects of rewards and proactive personality on turnover intentions and meaning of work in hotel businesses. Tourism and Hospitality Research, 20(2), 170-183.
Akinyomi, O. J. (2016). Labour turnover: Causes, consequences and prevention. Fountain University Journal of Management and Social Sciences, 5(1), 105-112.
Al-Ali, W., Ameen, A., Isaac, O., Khalifa, G. S., & Shibami, A. H. (2019). The mediating effect of job happiness on the relationship between job satisfaction and employee performance and turnover intentions: A case study on the oil and gas industry in the United Arab Emirates. Journal of Business and Retail Management Research, 13(4).
Amissah, E. F., Opoku Mensah, A., Mensah, I., & Gamor, E. (2020). Students’ perceptions of careers in Ghana’s hospitality and tourism industry. Journal of Hospitality & Tourism Education, 32(1), 1-13.
Anabila, P., Ameyibor, L. E. K., Allan, M. M., & Alomenu, C. (2022). Service Quality and Customer Loyalty in Ghana’s Hotel Industry: The Mediation Effects of Satisfaction and Delight. Journal of Quality Assurance in Hospitality & Tourism, 23(3), 748-770.
Ashraf, S., & Carter, M. Z. (2022). Perceived Supervisor Narcissism, Abusive Supervision, Subordinate Shame and Turnover Intention. In Academy of Management Proceedings (Vol. 2022, No. 1, p. 17421). Briarcliff Manor, NY 10510: Academy of Management.
Banker, R. D., Konstans, C., & Mashruwala, R. (2000). A contextual study of links between employee satisfaction, employee turnover, customer satisfaction and financial performance. The University of Texas at Dallas, Dallas, TX, November.
Basnyat, S., & Lao, C. S. C. (2019). Employees’ perceptions on the relationship between human resource management practices and employee turnover: A qualitative study. Employee Relations: The International Journal.
Bradley, E. G., & Mead, N. E. (2022). Underrepresented faculty mentoring at a distance: program implementation and evaluation. Mentoring & Tutoring: Partnership in Learning, 30(1), 142-158.
Bryant, P. C., & Allen, D. G. (2013). Compensation, benefits and employee turnover: HR strategies for retaining top talent. Compensation & Benefits Review, 45(3), 171-175.
Chiat, L. C., & Panatik, S. A. (2019). Perceptions of employee turnover intention by Herzberg’s motivation-hygiene theory: A systematic literature review. Journal of Research in Psychology, 1(2), 10-15.
Chukwudi, B. I., Yetunde, G., & Aniekan, G. O. (2022). Employee Turnover Intentions and Performance of the Hospitality and Tourism Sector in Nigeria. African Journal of Emerging Issues, 4(3), 1-10.
Deri, M. N., Ragavan, N. A., Chireh, T. D., Zaazie, P., & Niber, A. (2022). Relationship between job satisfaction and turnover intention of hotel employees. Research Journal in Advanced Social Sciences, 3(2), 32-49.
Deri, M. N., Zaazie, P., & Bazaanah, P. (2021). Turnover intentions among hotel employees in the Accra metropolis of Ghana. African Journal of Hospitality, Tourism and Leisure, 10(1), 238-255.
Ekabu, P. K., Nyagah, G., & Kalai, J. M. (2018). Influence of promotional prospects on turnover intentions of public secondary school teachers in Meru County. European Scientific Journal, 14(25), 27-36.
Ekwosimba, O. P. (2022). Impact of Turnover Intention on Employee Performance in Information Technology (It) Organization. International Journal of Management, Social Sciences, Peace and Conflict Studies, 5(2).
Elisa, Z. P., Nabella, S. D., & Sari, D. P. (2022). The Influence of Role Perception, Human Resource Development, and Compensation on Employee Performance Universitas Ibnu Sina. Enrichment: Journal of Management, 12(3), 1606-1612.
Haldorai, K., Kim, W. G., Pillai, S. G., Park, T. E., & Balasubramanian, K. (2019). Factors affecting hotel employees’ attrition and turnover: Application of pull-push-mooring framework. International Journal of Hospitality Management, 83, 46-55.
Herzberg, F. (1959). Herzberg’s motivation-hygiene theory (two factor theory). Arab British Academy for Higher Education: London, UK, 1-2.
Herzberg, F. I. (1966). Work and the Nature of Man.
Ilyas, A., Khan, A. H., Zaid, F., Ali, M., Razzaq, A., & Khan, W. A. (2020). Turnover intention of employees, supervisor support, and open innovation: the role of illegitimate tasks. Journal of Open Innovation: Technology, Market, and Complexity, 6(4), 128.
Jing, J., & Yan, J. (2022). Study on the Effect of Employees’ Perceived Organizational Support, Psychological Ownership, and Turnover Intention: A Case of China’s Employee. International Journal of Environmental Research and Public Health, 19(10), 6016.
Kelso, L. O., & Hetter, P. (1967). Two-factor theory. Vintage Books.
Khana, A., Shahb, S. M. A., Hussainc, N., Abrod, S., & Mahare, S. A. (2021). The Impact of Organisational Commitment and Job Embeddedness on Employee Turnover Intention in the Hotel Industry of Pakistan: The Mediating Impact of Job Satisfaction. International Journal of Innovation, Creativity and Change, 15(05), 165-178.
Kiffin-Petersen, S. A., & Soutar, G. N. (2020). Service employees’ personality, customer orientation and customer incivility. International Journal of Quality and Service Sciences.
Kisten, A. (2022). Employee retention strategies in the context of organisational change ar a selected private health care provider in Durban, Kwa-Zulu Natal (Doctoral dissertation).
Kwenin, D. O., Muathe, S., & Nzulwa, R. (2013). The influence of employee rewards, human resource policies and job satisfaction on the retention of employees in Vodafone Ghana Limited. European Journal of Business and Management, 5(12), 13-20.
Li, N., Peng, J., & Yang, R. (2022). How do working conditions affect the turnover intention of medical social workers in China?. BMC Health Services Research, 22(1), 1-13.
Li, Q., Lourie, B., Nekrasov, A., & Shevlin, T. (2022). Employee turnover and firm performance: Large-sample archival evidence. Management Science, 68(8), 5667-5683.
Malinen, S., Hatton, T., Naswall, K., & Kuntz, J. (2019). Strategies to enhance employee well‐being and organisational performance in a postcrisis environment: A case study. Journal of Contingencies and Crisis Management, 27(1), 79-86.
Nguyen, C. (2020). The impact of training and development, job satisfaction and job performance on young employee retention. Job Satisfaction and Job Performance on Young Employee Retention (May 1, 2020).
Nie, D., Lämsä, A. M., & Pučėtaitė, R. (2018). Effects of responsible human resource management practices on female employees’ turnover intentions. Business Ethics: A European Review, 27(1), 29-41.
Nwagbara, U., Smart Oruh, E., Ugorji, C., & Ennsra, M. (2019). The Impact of Effective Communication on Employee Turnover Intension at First Bank of Nigeria. Economic Insights-Trends & Challenges, 65(4).
Ohunakin, F., Adeniji, A. A., Ogunlusi, G., Igbadumhe, F., & Sodeinde, A. G. (2020). Talent retention strategies and employees’ behavioural outcomes: empirical evidence from hospitality industry. Business: Theory and Practice, 21(1), 192-199.
Okae, B. H. (2018). The effect of employee turnover in the hospitality industry: Quantitative correlational study. International Journal of Learning and Development, 8(1), 156-183.
Ooi, T. P., & Teoh, K. B. (2021). Factors affecting the turnover intention among employees in Penang manufacturing industry. Annals of human resource management research, 1(1), 29-40.
Pratama, E. N., Suwarni, E., & Handayani, M. A. (2022). The Effect of Job Satisfaction and Organizational Commitment on Turnover Intention with Person Organization Fit as Moderator Variable. APTISI Transactions on Management (ATM), 6(1), 74-82.
Price, J. L., & Mueller, C. W. (1981). A causal model of turnover for nurses. Academy of management journal, 24(3), 543-565.
Putri, G. C., & Hasanati, N. (2022). Individual and Situational Factors: Literature Review Predictors of Turnover Intention. Am. Res. J. Humanit. Soc. Sci, 5, 63-68.
Ramhit, K. S. (2019). The impact of job description and career prospect on job satisfaction: A quantitative study in Mauritius. SA Journal of Human Resource Management, 17(1), 1-7.
Robbins, S. P., & Judge, T. (2009). Organizational behavior. Pearson South Africa.
Robbins, S. P., Odendaal, A., & Roodt, G. (2003). Consumer Behaviour. Engelwood Cliffs.
Sharma, B. (2019). Review of human resource practices in hospitality and tourism. Journal of Hospitality, 1(1), 15-30.
Tennakoon, W. D. N. S. M., & Herat, U. L. (2017). Perceived Supervisor Support and Employee Turnover Intention: The Moderating Effect of Employment Tenure. Wayamba Journal of Management, 8(1), 14-26.
Tuzun, I. K., & Kalemci, R. A. (2019). Organizational and supervisory support in relation to employee turnover intentions. Journal of Managerial Psychology.
Widarko, A., & Anwarodin, M. K. (2022). Work Motivation and Organizational Culture on Work Performance: Organizational Citizenship Behavior (OCB) as Mediating Variable. Golden Ratio of Human Resource Management, 2(2), 123-138.
Published
2022-12-12
How to Cite
Mahama, F. B., Chireh, T. D., & Dramani, H. (2022). ASSESSING THE INFLUENCE OF JOB SATISFACTION ON EMPLOYEES TURNOVER INTENTION IN HOTELS IN GHANA: AN EMPIRICAL REVIEW. African Journal of Emerging Issues, 4(13), 45 - 61. Retrieved from https://ajoeijournals.org/sys/index.php/ajoei/article/view/365
Issue
Section
Articles
