ABSTRACT

High employee turnover causes unwanted costs such as finances and time for hotels, on the other hand, it results in negative consequences such as the decline of employee productivity and service quality offered. Therefore, it is necessary to determine and decrease the factors that cause the turnover intention that occurred before turnover behavior. This study was designed to verify the effects of organizational-based self-esteem and social exchange on the turnover intention of hotel employees. In addition, it aimed to test the mediating role of job dedication. The data used in the empirical analysis were collected from 416 hotel employees in Turkey based on convenience sampling. Structural equation modeling was used to examine the hypothesized relationships. The results suggest that organizational-based self-esteem and social exchange in hotels could improve employee job dedication, thereby decreasing their turnover intentions.

摘要

高员工流动率会导致不必要的成本，例如酒店的财务和时间，另一方面，它会导致负面后果，例如员工生产力和所提供的服务质量下降。因此，有必要确定和减少在离职行为之前发生的导致离职意向的因素。本研究旨在验证基于组织的自尊和社会交流对酒店员工离职意愿的影响。此外，它旨在测试工作奉献精神的中介作用。实证分析中使用的数据是根据便利抽样从土耳其的 416 名酒店员工中收集的。结构方程模型用于检查假设的关系。