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This study focused on the factors for employees’ turnover of private work organization
in the hotel industry. Specifically, it explored the factors for employees’ turnover, the
effects of employees’ turnover and strategies for reducing employees’ turnover. The
sample size was 70 respondents drawn from the target population of 235 staffs. The
data from staffs were collected through questionnaires and interviews used to collect
data from managementstaffs and hotel stakeholders. The Statistical Package for Social
Science (SPSS) was used for quantitative data analysis, while content analysis was
used for qualitative data analysis. The findings revealed that employees’ turnover rate
is very high in the hotel industry with the influence of low salary rates, limited working
tools, job dissatisfaction, limited management social support and low promotion. The
effects of high turnover rate are loss of potential employees and increased work
pressure of the remaining staffs. The effective strategies for reducing high employees’
turnover rate are on the improvement of employees’ welfare, encouragement joining
social security funds to access services like health insurance, to cope during
uncertainty. The ability to extend learning opportunity for employees in the skills and
knowledge building. Although there are advantages of knowledge and skills to
employees, the better preference should be on the adequate salaries and other earnings
to employees. The management in this aspect should increase their level of
commitment in reducing employee turnover. Moreover, employee’s welfare must be
considered through increasing employees’ benefits, learning opportunities,
recognition, increasing in salary and compensation benefits. |
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