The Influence of Perceived External Employability on the Intention to Quit of Tourism Industry Personnel
Article Sidebar
Main Article Content
Abstract
The objectives of this research are as follows. 1) To analyze demographic data, which encompasses gender, marital status, age, education level, tenure with the organization, level of compensation, and job position. It also intends to examine the relationship between the perception of external employment potential, organizational identification, and team identification, as well as various factors that may influence these perceptions. 2) To evaluate the turnover intention patterns of employees in the service sector of the tourism industry. This comparison contrasts the patterns of turnover intention among employees in the service business within the tourism industry with organizational identification as a mediator variable, utilizing team identification as a mediator variable. 3) To examine the patterns of predicting turnover intention among employees in the tourism and service industry, with two mediator variables: organizational identification and team identification. The research was conducted by collecting questionnaires from 324 employees of service businesses using convenience sampling. The researchers use structural equation model to analyze the collected data. The results indicate that the causal relationship between the perception of external employment potential and turnover intention is negatively mediated by organizational identification. Furthermore, the causal relationship between the perception of external employment potential and turnover intention is negatively mediated by team identification. We discover that the causal relationship between the perception of external employment potential and turnover intention is negatively mediated by organizational identification when both mediated variables are analyzed in conjunction. Nevertheless, the causal relationship between the perception of external employment potential and turnover intention is positively mediated by team identification.
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
References
Abugre, J. B. (2017). Relations at workplace, cynicism and intention to leave: A proposed conceptual framework for organisations. International Journal of Organizational Analysis, 25(2), 198-216.
Abugre, J. B., & Acquaah, M. (2022). A contextual study of co-worker relationship and turnover intentions: The mediating role of employee cynicism. African Journal of Economic and Management Studies, 13(2), 219-235.
Acharya, A., & Datta, A. (2023). Path analysis of hospitality workplace dignity, organisational commitment, and intent to quit in hotel industry: The mediating role of organisational commitment. Environment and Social Psychology, 8(1), 1-17.
Alnehabi, M., & Al-Mekhlafi, A. B. A. (2023). The association between corporate social responsibility, employee performance, and turnover intention moderated by organizational identification and commitment. Sustainability, 15(19), 1-25.
Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Managemenr Review, 14, 20-39.
Asimah, V. K. (2018). Factors that influence labour turnover intentions in the hospitality industry in Ghana. African Journal of Hospitality, Tourism and Leisure, 7(1), 1-11.
Callea, A., Urbini, F., & Chirumbolo, A. (2016). The mediating role of organizational identification in the relationship between qualitative job insecurity, OCB and job performance. Journal of Management Development, 35(6), 735-746.
Caprar, D. V., Walker, B. W., & Ashforth, B. E. (2022). The dark side of strong identification in organizations: A conceptual review. Academy of Management Annals, 16(2), 759-805.
Cheng, Y. (2020). Abusive supervision climate and team task performance: The mediated effect of team identification, team negative affectivity and team cohesion. The Frontiers of Society, Science and Technology, 2(9), 83-91.
De Vos, A., Forrier, A., Van der Heijden, B., & De Cuyper, N. (2017). Keep the expert! occupational expertise, perceived employability and job search: A study across age groups. Career Development International, 22(3), 318-332.
Dean, G. (2021). A third of former hospitality workers won’t return to the industry during the labor shortage because they want higher pay, better benefits, and a new work environment. Retrived from https://www.businessinsider.com/labor-shortage-hospitality-workers-restaurant-hotels-pay-wages-joblist-survey-2021-7.
Dries, N., Forrier, A., De Vos, A., & Pepermans, R. (2014). Self-perceived employability, organization-rated potential, and the psychological contract. Journal of Managerial Psychology, 29(5), 565-581.
Drzensky, F., & Van Dick, R. (2013). Organizational identification and organizational change. In S. Oreg, A. Michel, & R. Todnem (Eds.), The psychology of organizational change: Viewing change from the employee’s perspective (pp. 275-297) Cambridge: Cambridge University Press.
Edosomwan, H. S., Oguegbe, T. M., & Joe-Akunne, C. O. (2023). Relationship between perceived employability and sabotage behaviour: The moderating role of perceived organizational support and procedural justice. Contemporary Management Research, 19(1), 27-54.
Emiroğlu, B. D., Akova, O., & Tanrıverdi, H. (2015). The relationship between turnover intention and demographic factors in hotel businesses: A study at five-star hotels in Istanbul. Procedia-Social and Behavioral Sciences, 207, 385-397.
Farmer, S. M., Van Dyne, L., & Kamdar, D. (2015). The contextualized self: How team-member exchange leads to coworker identification and helping OCB. Journal of applied psychology, 100(2), 583-595.
Fladerer, M. P., Kugler, S., & Kunze, L. G. (2021). An exploration of co-workers’ group identification as moderator of the leadership-health link. Small Group Research, 52(6), 708-737.
Gazeloğlu, C., Erkılıç, E., & Aytekin, E. (2019). Determination of the effect of employees’ trust perceptions in a manager on their organizational identification behavior: An application on hotel employees. Journal of Tourism Intelligence and Smartness, 2(2), 86-109.
Greco, L. M., Porck, J. P., Walter, S. L., Scrimpshire, A. J., & Zabinski, A. M. (2022). A meta-analytic review of identification at work: Relative contribution of team, organizational, and professional identification. Journal of Applied Psychology, 107(5), 795-830.
Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1995). Multivariate data analysis with readings (4th ed.). Englewood Cliffs, N.J.: Prentice-Hall.
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2021). Multivariate data analysis. Upper Saddle River, N.J.: Pearson Prentice Hall.
Heath, C., & Sitkin, S. B. (2001). Big-B versus Big-O: What is organizational about organizational behavior?. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 22(1), 43-58.
Hillage, J., & Pollard, E. (1998). Employability: Developing a framework for policy analysis (Research Report RR85, DfEE). Brighton, England: Institute for Employment Studies.
Huang, W., Wang, D., Pi, X., & Hewlin, P. F. (2022). Does coworkers’ upward mobility affect employees’ turnover intention? The roles of perceived employability and prior job similarity. The International Journal of Human Resource Management, 33(12), 2442-2472.
Ibrahim, Y., Ahmed, M. M., & Nayel, M. T. (2024). The impact of corporate social responsibility practices on employees’ engagement: The mediating role of organizational identification. Global Business and Organizational Excellence, 43(2), 43-60.
Irshad, M., & Bashir, S. (2020). The dark side of organizational identification: a multi-study investigation of negative outcomes. Frontiers in Psychology, 11, 1-15.
Jie, L. L., Arif, L. S. M., Norazman, I., & Fakhruddin, F. M. (2020). A study of organizational identification and its relationship with turnover intention among operational level employees at resort x. Jurnal Kemanusiaan, 18(2), 1-10.
Jun, K., Hu, Z., & Sun, Y. (2023). Impact of authentic leadership on employee turnover intention: Perceived supervisor support as mediator and organizational identification as moderator. Frontiers in Psychology, 14, 1-15.
Kapoor, V., Yadav, J., & Srivastava, S. (2019) To stay or to quit: Moderating role of organisational role stress between organisational identification, employee engagement and turnover intention. NMIMS Management Review, 37(4), 9-31.
Kim, S., Price, J. L., Mueller, C. W., & Watson, T. W. (1996). The determinants of career intent among physicians at a U.S. Air Force hospital. Human Relations, 49(7), 947–976.
Lee, E. S., Park, T. Y., & Koo, B. (2015). Identifying organizational identification as a basis for attitudes and behaviors: A meta-analytic review. Psychological Bulletin, 141(5), 1049-1080.
León, F. R., & Morales, O. (2019). The moderating role of tenure on the effects of job insecurity and employability on turnover intentions and absenteeism. Academia Revista Latinoamericana de Administración, 32(3), 305-325.
Mael, F., & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13(2), 103-123.
Mael, F. A., & Tetrick, L. E. (1992). Identifying organizational identification. Educational and Psychological Measurement, 52, 813-824.
Martin, L., Nguyen-Thi, U. T., & Mothe, C. (2021). Human resource practices, perceived employability and turnover intention: does age matter?. Applied Economics, 53(2), 3306-3320.
Miao, Q., Eva, N., Newman, A., & Schwarz, G. (2019). Public service motivation and performance: The role of organizational identification. Public Money & Management, 39(2), 77-85.
Michael, N., & Fotiadis, A. K. (2022). Employee turnover: The hotel industry perspective. Journal of Tourism, Heritage & Services Marketing (JTHSM), 8(1), 38-47.
Mohd, A. I., Rozekhi, N. A., Rani, Z., Zakaria, N. A., Abd Hakim, F., & Johari, N. R. (2020). Turnover intention; Predicting age role on perceived work exhaustion in hospitality industry. ESTEEM Journal of Social Sciences and Humanities, 4, 230-243.
Mowday, R. T., Porter, L. W., & Steers, R. M. (2013). Employee-organization linkages: The psychology of commitment, absenteeism, and turnover. Cambridge, MA: Academic press.
Omanwar, S. P., & Agrawal, R. K. (2022). Servant leadership, organizational identification and turnover intention: An empirical study in hospitals. International Journal of Organizational Analysis, 30(2), 239-258.
Ortega, E., Gomes, G. P., Ribeiro, N., & Gomes, D. R. (2023). Evaluating the mediator role of organizational identification in the relationship between symmetrical internal communication and individual performance of hotel employees. Administrative Sciences, 13(8), 1-15.
Pugliese, E., Bonaiuto, M., Livi, S., Theodorou, A., & Van Knippenberg, D. (2024). Team identification more than organizational identification predicts counterproductive work behavior and organizational citizenship behavior and mediates influences of communication climate and perceived external prestige. Journal of Applied Social Psychology, 54(2), 116-125.
Ribeiro, N., Gomes, D. R., Ortega, E., Gomes, G. P., & Semedo, A. S. (2022). The impact of green HRM on employees’ eco-friendly behavior: The mediator role of organizational identification. Sustainability, 14(5), 1-13.
Rothwell, A., & Arnold, J. (2007). Self perceived employability: Development and validation of a scale. Personnel Review, 36(1), 23-41.
Shaikh, E., Brahmi, M., Thang, P. C., Watto, W. A., Trang, T. T. N., & Loan, N. T. (2022). Should I stay or should I go? Explaining the turnover intentions with corporate social responsibility (CSR), organizational identification and organizational commitment. Sustainability, 14(10), 1-16.
Shaikh, E., Khoso, I., & Chandio, F. (2019). Effects of corporate social responsibility on organizational performance: A conceptual and literature review. Grassroots, 53(1), 129-140.
Srivastava, S., & Madan, P. (2020). The relationship between resilience and career satisfaction: Trust, political skills and organizational identification as moderators. Australian Journal of Career Development, 29(1), 44-53.
Stinglhamber, F., Marique, G., Caesens, G., Desmette, D., Hansez, I., Hanin, D., & Bertrand, F. (2015). Employees’ organizational identification and affective organizational commitment: An integrative approach. PloS one, 10(4), 1-23.
Tai, K., Keem, S., Lee, K. Y., & Kim, E. (2024). Envy influences interpersonal dynamics and team performance: Roles of gender congruence and collective team identification. Journal of Management, 50(2), 556-587.
Tarakci, M., Ateş, N. Y., Floyd, S. W., Ahn, Y., & Wooldridge, B. (2018). Performance feedback and middle managers’ divergent strategic behavior: The roles of social comparisons and organizational identification. Strategic Management Journal, 39(4), 1139-1162.
Turkoglu, N., & Dalgic, A. (2019). The effect of ruminative thought style and workplace ostracism on turnover intention of hotel employees: The mediating effect of organizational identification. Tourism & Management Studies, 15(3), 17-26.
Usmani, S. (2016). Perceived internal employability and leader member exchange as a way to reduce intention to quit via commitment. Humanities and Social Sciences Review, 5(2), 17-32.
Usmani, S. (2020). Does higher emotional exhaustion lead to turnover intention when employees have perceived external employability?. City University Research Journal, 9(4). 620-634.
Vanhercke, D., De Cuyper, N., & De Witte, H. (2016). Perceived employability and well-being: An overview. Psihologia Resurselor Umane, 14(1), 8-18.
Vanhercke, D., De Cuyper, N., Peeters, E., & De Witte, H. (2014). Defining perceived employability: A psychological approach. Personnel Review, 43(4), 592-605.
Yang, J. T., Wan, C. S., & Fu, Y. J. (2012). Qualitative examination of employee turnover and retention strategies in international tourist hotels in Taiwan. International Journal of Hospitality Management, 31(3), 837-848.
Zappalà, S., Toscano, F., & Licciardello, S. A. (2019). Towards sustainable organizations: Supervisor support, commitment to change and the mediating role of organizational identification. Sustainability, 11(3), 1-12.