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The after-shock effects of high-performers turnover in hotel industry: a multi-level study
International Journal of Contemporary Hospitality Management ( IF 11.1 ) Pub Date : 2021-08-05 , DOI: 10.1108/ijchm-12-2020-1439
Ali Nawaz Khan 1 , Naseer Abbas Khan 2 , Ali Ahmad Bodla 3
Affiliation  

Purpose

High-performing employees are a hotel’s most important asset: they care for what they do, go beyond and beyond the scope of duty and continually strive to do better. The purpose of this multi-level study is to look into the influence of high-talent turnover on organizational reputation via social capital and trust deficits. Furthermore, the current research explores the influence of human capital investment (HCI) on the mediating effects of trust deficit and social capital in the association between high talent turnover rate and organizational reputation using human resource theory and social capital theory.

Design/methodology/approach

The authors examined the hypotheses using multi-source and multi-times data of 805 respondents (including senior human resources officers and employees) from 85 hotels.

Findings

The present study revealed interesting findings that the HCI failed to buffer the interfering role of trust deficit in the negative association between high-performing personnel turnover rate and organizational reputation.

Practical implications

High-performing personnel turnover and underlying mechanisms play a significant role in eroding a hotel’s reputation in the hotel industry. Hotel management should focus on reducing high-performing talent turnover and underlying mechanisms to maintain and improve the hotel’s reputation.

Originality/value

This study provides better understating into the process by exploring that high-performer turnover can damage an organization’s reputation, which has been overlooked by academics who researched the hotel industry.



中文翻译:

酒店业高绩效离职的余震效应:多层次研究

目的

高绩效员工是酒店最重要的资产:他们关心自己的工作,超越职责范围并不断努力做得更好。这项多层次研究的目的是通过社会资本和信任赤字研究高人才流失对组织声誉的影响。此外,当前的研究利用人力资源理论和社会资本理论探讨了人力资本投资(HCI)对信任赤字和社会资本在高人才流失率和组织声誉之间的中介作用的影响。

设计/方法/方法

作者使用来自 85 家酒店的 805 名受访者(包括高级人力资源官和员工)的多源和多次数据检验了这些假设。

发现

本研究揭示了有趣的发现,即 HCI 未能缓冲信任赤字在高绩效人员流动率与组织声誉之间的负相关中的干扰作用。

实际影响

高绩效人员流动和潜在机制在侵蚀酒店在酒店业的声誉方面起着重要作用。酒店管理层应着眼于减少高绩效人才流失和维护和提高酒店声誉的底层机制。

原创性/价值

这项研究通过探索高绩效人员流失会损害组织声誉,从而更好地了解这一过程,而这一点已被研究酒店业的学者所忽视。

更新日期:2021-08-05
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