Title: The Influencing Factors of Employee Turnover Intention at JI Hotel
Author: Shen Bowen
Advisor: ดร.จิดาภา ชลธารรัตนพงศ์ – Dr. Jidapa Chollathanrattanapong
Degree: Master of Business Administration
Major: International Business Management
Faculty: บัณฑิตวิทยาลัย (Graduate School)
Academic year: 2567 (2024)
Published: นำเสนอในที่ประชุมวิชาการ (Conference) The 8th STIU International Conference “TechVision Leadership: Fostering Social Sustainability” July 4-5 2024 (pp.309-316) Proceedings PDF
Abstract
Competition in the hotel industry is the competition for talent and quality of service. Employee turnover can significantly impact hotel operations; it can lead to a loss of experience and skills and even the leakage of trade secrets, gradually causing the hotel to lose its competitive edge in the market. Therefore, understanding the factors contributing to high employee turnover is crucial for hotel businesses to gain a competitive edge and maintain long-term stability and development. This study aimed to explore the effects of customer bullying behavior, organizational identification, workplace ostracism and work pressure on employee turnover intention.
The study targeted employees working at JI Hotel. A total of 300 questionnaires were distributed online, and 284 valid responses were collected, resulting in a response rate of 94.6%. The results of the SPSS data analysis showed that (1) customer bullying behavior has a significantly positive impact on employee turnover intention; (2) organizational identification has a significantly negative impact on employee turnover intention; (3) workplace ostracism has a significantly positive impact on employee turnover intention and (4) work pressure has a significantly positive impact on employee turnover intention.
Based on the above research findings, JI Hotel can implement various improvement measures to reduce employee turnover intentions. Firstly, they can establish a more comprehensive employee support system, including offering career development opportunities, mental health support, and flexible work arrangements. Secondly, they can develop a more effective recruitment system to select candidates who align with the company culture. Additionally, enhancing management leadership skills by improving managers’ communication and motivational abilities can help create a more harmonious and positive work environment. These measures will contribute to enhance employee loyalty and reducing the turnover rate at the hotel.
Keywords: employee turnover intention, customer bullying behavior, organizational identification, workplace ostracism, work pressure
6517195803, , Shen Bowen, Advisor: ดร.จิดาภา ชลธารรัตนพงศ์ – Dr. Jidapa Chollathanrattanapong, สารนิพนธ์ (Independent Study), The Influencing Factors of Employee Turnover Intention at JI Hotel, นำเสนอในที่ประชุมวิชาการ (Conference), The 8th STIU International Conference: “TechVision Leadership: Fostering Social Sustainability”, ปริญญาโท (Master’s Degree), บัณฑิตวิทยาลัย (Graduate School), Master of Business Administration, International Business Management, Siam University, Bangkok, Thailand – มหาวิทยาลัยสยาม กรุงเทพมหานคร ประเทศไทย
