Main Article Content
This research aims to examine what factors regarding the quality of work-life affect the absenteeism and turnover intentions of employees, which are major indexes measuring the extent to which employees are committed to the organization. It focuses on corporate social responsibility rather than compensation and benefits, which are widely mentioned in the literature but have limitations. Data were collected via a questionnaire from 224 operational employees of the Centara Hotel in Khon Kaen province, as well as from an interview with the hotel managers. The results indicated that among eight factors affecting the quality of work-life, there are three factors, including adequate and fair compensation, constitutionalism, and social relevance (corporate social responsibility), that negatively correlated with absenteeism intention. Meanwhile, two factors, including the development of human capabilities and social relevance (corporate social responsibility), were negatively correlated with turnover intention. The research results demonstrated that in addition to traditional human resource management such as compensation and benefits management, human resource managers should also pay attention to the corporate social responsibility in order to build employee commitment.
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
 Bode, C., Singh, J., and Rogan, M. (2015). Corporative Social Initiatives and Employee Retention. INSEAD Working Paper.
 Cappelli, P. (2000). A Market-Driven Approach to Retaining Talent. Harvard Business Review, January-February 2000.
 Churintr, Puangpen. (2010). Perceived Organizational Culture, Stress, and Job Satisfaction Affecting on Hotel Employee Retention: A Comparison Study between Management and Operational Employees. Employment Relations Record, 10 (2), 64-74.
 Dusek, G.A., Ruppel, C.P., Yurova, Y., and Clarke, R. (2014). The Role of Employee Service Orientation in Turnover in the U.S. Hotel Industry. Journal of Organizational Culture, Communications and Conflict, 18(2), 87-104.
 Engcharoensountorn, La-orchit. (2002). Factors Affecting on Employee’s Resignation: A Case Study of Amari Atrium Hotel Bangkok. (Master’s thesis). Burapha University, Faculty of Political Science and Law.
 Grigore, G.F., and Stancu, A. (2011). The Role of Corporate Social Responsibility in Building Employer’s Brand. Transformations in Business & Economics, 10(2), 741-753.
 Huse, E. and Commings, T. (1985). Organization Development and Change. West Publishing.
 Jongdumkerng, Panida. (2008). The Enhancement of Employee’s Engagement: A Case Study of ABC Hotel. (Master’s thesis). The University of the Thai Chamber of Commerce.
 Kandasamy, I. &Ancheri, S. (2009). Hotel Employees’ Expectations of QWL: A Qualitative Study. International Journal of Hospitality Management. 28, 328-337.
 Kanten, S. and Sadullah, O. (2012). An Empirical Research on Relationship Quality of Work Life and Work Engagement. Procedia – Social and Behavioral Sciences. 62, 360-366.
 Kimpakorn, Narumon and Tocquer, G. (2009). Employees’ Commitment to Brands in the Service Sector: Luxury Hotel Chains in Thailand. Journal of Brand Management, 16 (8), 532-544.
 Lu, C., Shih, Y., and Chen, Y. (2013). Effects of Emotional Labor and Job Satisfaction on Organizational Citizenship Behaviors: A Case Study on Business Hotel Chains. International Journal of Organizational Innovation, 5 (4), 165-176.
 Maroudas, L., Kyriakidou, O., and Vacharis, A. (2008). Employees’ Motivation in the Luxury Hotel Industry: The Perceived Effectiveness of Human-Resource Practices. Managing Leisure, 13, 258-271.
 Parvar, M.R.F., Allameh, S.M. and Ansari, R. (2013). Effect of Quality of Work Life on Organizational Commitment by SEM (Case Study: OICO Company). International Journal of Academic Research in Business and Social Sciences, 3(10), 135-144.
 Saibang, P., and Schwindt, R.C. (1998). The Need for Employee Training in Hotels in Thailand. International Journal of Training and Development, 2(3), 205-214.
 Sal Forest. (2014). Green Innovation Case Study #3: Chivasom. Friedrich-Ebert Stiftung (Thailand).
 Sirijindawiroj, C. (2013). Employee Retention Guidelines for Kitchen Staff of Anantara Bangkok Riverside Resort and Spa. (Master’s thesis). Kasem Bundit University, Faculty of Business Administration.
 Slack, R.E., Corlett, S., and Morris, R. (2015). Exploring Employee Engagement with (Corporate) Social Responsibility: A Social Exchange Perspective on Organizational Participation. Journal of Business Ethics, 127, 537-548.
 Supannapat, Rapeepan. (2011). A Study of Job Satisfaction Affecting Organizational Engagement of Employees in Sofitel Centara Grand Bangkok Hotel. (Master’s thesis). Mahachulalongkornrajavidyalaya University.
 Timossi, L.S., Pedroso, B., Francisco, A.C., and Pilatti, L.A., (2008). Evaluation of Quality of Work Life: An Adaptation from the Walton’s QWL Model.XIV. International Conference on Industrial Engineering and Operations Management, Rio de Janeiro, Brazil.
 Walton, R. E. (1974). Improving the Quality of Work Life. Harvard Business Review. May-June.
 Yang, J.T. (2010). Antecedents and Consequences of Job Satisfaction in the Hotel Industry. International Journal of Hospitality Management, 29(4), 609-619.