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The Effects of Job Stress and Perceived Organizational Support on Turnover Intentions of Hotel Employees

Year 2017, Volume: 3 Issue: 2, 23 - 32, 15.12.2017

Abstract

The intention of employees to leave their work negatively affects the service process in hotel businesses. Therefore, various managerial practices are being implemented to increase employees’ intention to voluntary continue their work in the businesses. In this study, the effect of the perceived organizational support as a managerial practice and the job stress which is caused by the nature of the work on the intention of the employees to leave their work are examined. The universe of this research is employees who actively work in a 5-star hotel in July 2016, which are located in Izmir. 274 valid surveys were collected by the researchers. Multiple regression analysis was used to test the hypotheses which were developed based on the Social Exchange Theory. The analyses indicated that job stress and perceived organizational support are related to the employees’ turnover intention. Moreover, it is determined that job stress increases the employees’ voluntary turnover intention even though perceived organizational support reduces the turnover intention. Lastly, theoretical and managerial implications are discussed.

References

  • Akgunduz, Y., & Sanli, S.C. (2017). The effect of employee advocacy and perceived organizational support on job embeddedness and turnover intention in hotels. Journal of Hospitality and Tourism Management, 31, 118-125.
  • Akgunduz, Y., & Bardakoglu, O. (2017). The impacts of perceived organizational prestige and organization identification on turnover intention: The mediating effect of psychological empowerment. Current Issues in Tourism, 20(14), 1510-1526.
  • Akova, O., Emiroglu, B.D., & Tanrıverdi, H. (2015). Satisfaction and turnover intent: A study at five star hotels in İstanbul. Journal of Management, Marketing and Logistics, 4(2), 378-402.
  • Allen, D. G., & Shanock, L. R. (2013). Perceived organizational support and embeddedness as key mechanisms connecting socialization tactics to commitment and turnover among new employees. Journal of Organizational Behavior, 34, 350-369.
  • Anafarta, N. (2015). Algılanan örgütsel destek ve işten ayrılma niyeti ilişkisi: İş tatmininin aracılık rolü. İşletme İktisadı Enstitüsü Yönetim Dergisi, 26(79), 112-130.
  • Arshadi, N., & Damiri, H. (2013). The relationship of job stress with turnover ıntention and job performance: moderating role of OBSE. Social and Behavioral Sciences, 84, 706 - 710.
  • Banerjee, S., & Mehta, P. (2016). Determining the Antecedents of Job Stress and Their Impact on Job Performance: A Study Among Faculty Members. IUP Journal of Organizational Behavior, 15(2), 7-24.
  • Baran, B. E., Shanock, L. R., & Miller, L. R. (2012). advancing organizational support theory into the twenty- first century world of work. Journal of Business and Psychology, 2, 123- 147.
  • Beheshtifar, M., & Nazarian, R. (2013). Role of occupational stress in organizations. Interdıscıplınary Journal of Contemporary Research in Busıness, 4(9), 648-658.
  • Chao, M. C., Jou, R. C., Liao, C. C., & Kuo, C. W. (2015). Workplace stress, job satisfaction, job performance, and turnover intention of health care workers in rural Taiwan. Asia-Pacifıc journal of public health, 27(2), 18271836.
  • Chen, M. F., Lin, C. P., & Lien, G. Y. (2011). Modelling job stress as a mediating role in predicting turnover intention. The Service Industries Journal, 31(8), 1327-1345.
  • Cho, Y. N., Rutherford, B. N., Friend, S. B., Hamwi, G. A., & Park, J. (2017). The Role of Emotions on Frontline Employee Turnover Intentions. Journal of Marketing Theory and Practice, 25(1), 57-68.
  • Choi, B.K., Moon, H.K., Nae, E.Y., & Ko, W. (2013). Distributive justice, job stress, and turnover intention: Cross-level effects of empowerment climate in work groups. Journal of Management & Organization, 13(3), 279296.
  • Christiana, B.V., & Rajan, J.S. (2014). Impact of stress and job satisfaction towards work lıie balance of it professionals and private sector executives: an empirical study. Internatıonal Journal Of Research In Commerce & Management, 5(8), 36-39.
  • Colligan, T. W., & Higgins, E. M. (2006). Workplace stress: Etiology and consequences. Journal of workplace behavioral health, 21(2), 89-97.
  • Dawley, D., Houghton, J.D., & Bucklew, N.S. (2010). Perceived organizational support and turnover intention: the mediating effects of personal sacrifice and job fit. Journal ofSocial Psychology, 150(3), 238-257.
  • Duraisingam, V., Pidd, K., & Roche, A. M. (2009). The impact of job stress and job satisfaction on turnover intentions: A study of Australian specialist alcohol and other drug workers. Drugs: education, prevention and policy, 16(3), 217-231.
  • Eisenberger, R., Armeli, S., Rexwinkel ,B., Lynch,P. D., & Rhoades,L. (2001), Reciprocation of Perceived Organizational Support. Journal of Applied Psychology, 86(1), 42-51.
  • Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500-507.
  • Ekienabor E. E.( 2016). Impact of job stress on employees' productıvıty and commıtment. International Journal for Research in Business, 2(5), 124-134.
  • Ekmekçioğlu, E.B., & Sökmen, A. (2016). Algılanan örgütsel desteğin işten ayrılma niyetine etkisinde örgütsel bağlılığın aracı rolü: Sınır birimi çalışanları üzerine bir araştırma, International Review of Economics and Management, 4 (2), 32-45.
  • European Commission (2002), “Guidance on Work-Related Stress: Spice of Life or Kiss of Death, European Communities, Luxembourg, European Communities”, available at https://osha.europa.eu/data/links/guidance-on- work-related-stress.
  • Güzel, B., Perçin, N. Ş., & Tükeltürk, Ş. A. (2011). The relationship of perceived organizational support with organizational cynism and its effects on turnover intent: a research on 4 and 5 star hotels. Young Economists Journal/Revista Tinerilor Economisti, 9(17), 198-215. Hong, E., & Lee, Y. S. (2016). The mediating effect of emotional intelligence between emotional labour, job stress, burnout and nurses' turnover intention. International journal of nursing practice, 22(6), 625-632.
  • House, R. J., & Rizzo, J. R. (1972) Role conflict and ambiguity as critical variables in a model of organizational behavior. Organizational Behavior and Human Performance, 7, 467-505.
  • Jung,H.S., & Yoon, H.H. (2014). Antecedents and consequences of employees’ job stress in a foodservice industry: Focused on emotional labor and turnover intent. International Journal of Hospitality Management, 34, 84-88.
  • Kang, S.W., & Kang, S.D. (2016). High-commitment human resource management and job stress: supervısor support as a moderator. Social Behavior and Personality, 44(10), 1719-1732.
  • Kim, K. Y., Eisenberger, R., & Baik, K. (2016). Perceived organizational support and affective organizational commitment: Moderating influence of perceived organizational competence, Journal of Organizational Behavior, 37, 558-583.
  • Kim, S. S., Im, J., & Hwang, J. (2015). The effects of mentoring on role stress, job attitude, and turnover intention in the hotel industry. International Journal of Hospitality Management, 48, 68-82. Lambert, E. G., Minor, K. I., Wells, J. B., & Hogan, N. L. (2016). Social support's relationship to correctional staff job stress, job involvement, job satisfaction, and organizational commitment. The Social Science Journal, 53(1), 22-32.
  • Long, C. S., Perumal, P., & Ajagbe, A. M. (2012). The impact of human resource management practices on employees’ turnover intention: A conceptual model. Interdisciplinary Journal of Contemporary Research in Business, 4(2), 629-641.
  • Mensah, J., & Amponsah-Tawiah, K. (2016). Mitigating occupational stress: The role of psychological capital. Journal of Workplace Behavioral Health, 31(4), 189-203.
  • Mosadeghrad, A. M., Ferlie, E., & Rosenberg, D. (2011). A study of relationship between job stress, quality of working life and turnover intention among hospital employees. Health Services Management Research, 24(4), 170-181.
  • Noor, S., & Maad, N. (2008). Examining the relationship between work life conflict, stress andturnover ıntentions among marketing executives in Pakistan. International Journal of Business and Management, 3(11), 93-102.
  • Paille, P., Bourdeau, L., & Galois, I. (2010). Support, trust, satisfaction, intent to leave and citizenship at organizational level. A social exchange approach. International Journal of Organizational Analysis, 18(1), 4158.
  • Rhoades, L., & Eisenberger, R. (2002). Perceived Organizational Support: A Review of the Literature. Journal of Applied Psychology, 87(4), 698-714. Rhoades,L., Eisenberger, R. & Armeli, S. (2001). Affective Commitment to the Organization: The Contribution of Perceived Organizational Support. Journal of Applied Psychology, 86(5), 825-836.
  • Stinglhamber, F., Vandenberghe, C., Rhoades, L., Eisenberger, R., & Sucharski, I. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565-573.
  • Tett, R., & Meyer, J. (1993). Job satisfaction, organizational commitment, turnover intention and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46, 259-293.
  • Tongchaiprasit, P., & Ariyabuddhiphongs, V. (2016). Creativity and turnover intention among hotel chefs: The mediating effects of job satisfaction and job stress. International Journal of Hospitality Management, 55, 33-40.
  • Turunç, Ö., & Çelik, M. (2010). Çalışanların algıladıkları örgütsel destek ve iş stresinin örgütsel özdeşleşme ve iş performansına etkisi. Yönetim ve Ekonomi, 17(2), 183-206.
  • Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40(1), 82-111.
  • Yang, H. C., Ju, Y. H., & Lee, Y. C. (2016). Effects of job stress on self-esteem, job satisfaction, and turnover intention. Journal of Transnational Management, 21(1), 29-39.
  • Yenihan, B., Öner, M., & Çiftyıldız, K. (2014). The relationship between job stress and intention to leave: A study on automotive company. Journal of Labour Relations, 4(1), 38-49.
  • Zincirkıran, M., Çelik, G.M., Ceylan, A.K., & Emhan, A. (2015). İşgörenlerin örgütsel bağlılık, işten ayrılma niyeti, iş stresi ve iş tatmininin örgütsel performans üzerindeki etkisi: Enerji sektöründe bir araştırma. Finans Politik & Ekonomik Yorumlar, 52 (600), 59-71.

The Effects of Job Stress and Perceived Organizational Support on Turnover Intentions of Hotel Employees

Year 2017, Volume: 3 Issue: 2, 23 - 32, 15.12.2017

Abstract

The intention of employees to leave their work negatively affects the service process in hotel businesses. Therefore, various managerial practices are being implemented to increase employees’ intention to voluntary continue their work in the businesses. In this study, the effect of the perceived organizational support as a managerial practice and the job stress which is caused by the nature of the work on the intention of the employees to leave their work are examined. The universe of this research is employees who actively work in a 5-star hotel in July 2016, which are located in Izmir. 274 valid surveys were collected by the researchers. Multiple regression analysis was used to test the hypotheses which were developed based on the Social Exchange Theory. The analyses indicated that job stress and perceived organizational support are related to the employees’ turnover intention. Moreover, it is determined that job stress increases the employees’ voluntary turnover intention even though perceived organizational support reduces the turnover intention. Lastly, theoretical and managerial implications are discussed.

References

  • Akgunduz, Y., & Sanli, S.C. (2017). The effect of employee advocacy and perceived organizational support on job embeddedness and turnover intention in hotels. Journal of Hospitality and Tourism Management, 31, 118-125.
  • Akgunduz, Y., & Bardakoglu, O. (2017). The impacts of perceived organizational prestige and organization identification on turnover intention: The mediating effect of psychological empowerment. Current Issues in Tourism, 20(14), 1510-1526.
  • Akova, O., Emiroglu, B.D., & Tanrıverdi, H. (2015). Satisfaction and turnover intent: A study at five star hotels in İstanbul. Journal of Management, Marketing and Logistics, 4(2), 378-402.
  • Allen, D. G., & Shanock, L. R. (2013). Perceived organizational support and embeddedness as key mechanisms connecting socialization tactics to commitment and turnover among new employees. Journal of Organizational Behavior, 34, 350-369.
  • Anafarta, N. (2015). Algılanan örgütsel destek ve işten ayrılma niyeti ilişkisi: İş tatmininin aracılık rolü. İşletme İktisadı Enstitüsü Yönetim Dergisi, 26(79), 112-130.
  • Arshadi, N., & Damiri, H. (2013). The relationship of job stress with turnover ıntention and job performance: moderating role of OBSE. Social and Behavioral Sciences, 84, 706 - 710.
  • Banerjee, S., & Mehta, P. (2016). Determining the Antecedents of Job Stress and Their Impact on Job Performance: A Study Among Faculty Members. IUP Journal of Organizational Behavior, 15(2), 7-24.
  • Baran, B. E., Shanock, L. R., & Miller, L. R. (2012). advancing organizational support theory into the twenty- first century world of work. Journal of Business and Psychology, 2, 123- 147.
  • Beheshtifar, M., & Nazarian, R. (2013). Role of occupational stress in organizations. Interdıscıplınary Journal of Contemporary Research in Busıness, 4(9), 648-658.
  • Chao, M. C., Jou, R. C., Liao, C. C., & Kuo, C. W. (2015). Workplace stress, job satisfaction, job performance, and turnover intention of health care workers in rural Taiwan. Asia-Pacifıc journal of public health, 27(2), 18271836.
  • Chen, M. F., Lin, C. P., & Lien, G. Y. (2011). Modelling job stress as a mediating role in predicting turnover intention. The Service Industries Journal, 31(8), 1327-1345.
  • Cho, Y. N., Rutherford, B. N., Friend, S. B., Hamwi, G. A., & Park, J. (2017). The Role of Emotions on Frontline Employee Turnover Intentions. Journal of Marketing Theory and Practice, 25(1), 57-68.
  • Choi, B.K., Moon, H.K., Nae, E.Y., & Ko, W. (2013). Distributive justice, job stress, and turnover intention: Cross-level effects of empowerment climate in work groups. Journal of Management & Organization, 13(3), 279296.
  • Christiana, B.V., & Rajan, J.S. (2014). Impact of stress and job satisfaction towards work lıie balance of it professionals and private sector executives: an empirical study. Internatıonal Journal Of Research In Commerce & Management, 5(8), 36-39.
  • Colligan, T. W., & Higgins, E. M. (2006). Workplace stress: Etiology and consequences. Journal of workplace behavioral health, 21(2), 89-97.
  • Dawley, D., Houghton, J.D., & Bucklew, N.S. (2010). Perceived organizational support and turnover intention: the mediating effects of personal sacrifice and job fit. Journal ofSocial Psychology, 150(3), 238-257.
  • Duraisingam, V., Pidd, K., & Roche, A. M. (2009). The impact of job stress and job satisfaction on turnover intentions: A study of Australian specialist alcohol and other drug workers. Drugs: education, prevention and policy, 16(3), 217-231.
  • Eisenberger, R., Armeli, S., Rexwinkel ,B., Lynch,P. D., & Rhoades,L. (2001), Reciprocation of Perceived Organizational Support. Journal of Applied Psychology, 86(1), 42-51.
  • Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500-507.
  • Ekienabor E. E.( 2016). Impact of job stress on employees' productıvıty and commıtment. International Journal for Research in Business, 2(5), 124-134.
  • Ekmekçioğlu, E.B., & Sökmen, A. (2016). Algılanan örgütsel desteğin işten ayrılma niyetine etkisinde örgütsel bağlılığın aracı rolü: Sınır birimi çalışanları üzerine bir araştırma, International Review of Economics and Management, 4 (2), 32-45.
  • European Commission (2002), “Guidance on Work-Related Stress: Spice of Life or Kiss of Death, European Communities, Luxembourg, European Communities”, available at https://osha.europa.eu/data/links/guidance-on- work-related-stress.
  • Güzel, B., Perçin, N. Ş., & Tükeltürk, Ş. A. (2011). The relationship of perceived organizational support with organizational cynism and its effects on turnover intent: a research on 4 and 5 star hotels. Young Economists Journal/Revista Tinerilor Economisti, 9(17), 198-215. Hong, E., & Lee, Y. S. (2016). The mediating effect of emotional intelligence between emotional labour, job stress, burnout and nurses' turnover intention. International journal of nursing practice, 22(6), 625-632.
  • House, R. J., & Rizzo, J. R. (1972) Role conflict and ambiguity as critical variables in a model of organizational behavior. Organizational Behavior and Human Performance, 7, 467-505.
  • Jung,H.S., & Yoon, H.H. (2014). Antecedents and consequences of employees’ job stress in a foodservice industry: Focused on emotional labor and turnover intent. International Journal of Hospitality Management, 34, 84-88.
  • Kang, S.W., & Kang, S.D. (2016). High-commitment human resource management and job stress: supervısor support as a moderator. Social Behavior and Personality, 44(10), 1719-1732.
  • Kim, K. Y., Eisenberger, R., & Baik, K. (2016). Perceived organizational support and affective organizational commitment: Moderating influence of perceived organizational competence, Journal of Organizational Behavior, 37, 558-583.
  • Kim, S. S., Im, J., & Hwang, J. (2015). The effects of mentoring on role stress, job attitude, and turnover intention in the hotel industry. International Journal of Hospitality Management, 48, 68-82. Lambert, E. G., Minor, K. I., Wells, J. B., & Hogan, N. L. (2016). Social support's relationship to correctional staff job stress, job involvement, job satisfaction, and organizational commitment. The Social Science Journal, 53(1), 22-32.
  • Long, C. S., Perumal, P., & Ajagbe, A. M. (2012). The impact of human resource management practices on employees’ turnover intention: A conceptual model. Interdisciplinary Journal of Contemporary Research in Business, 4(2), 629-641.
  • Mensah, J., & Amponsah-Tawiah, K. (2016). Mitigating occupational stress: The role of psychological capital. Journal of Workplace Behavioral Health, 31(4), 189-203.
  • Mosadeghrad, A. M., Ferlie, E., & Rosenberg, D. (2011). A study of relationship between job stress, quality of working life and turnover intention among hospital employees. Health Services Management Research, 24(4), 170-181.
  • Noor, S., & Maad, N. (2008). Examining the relationship between work life conflict, stress andturnover ıntentions among marketing executives in Pakistan. International Journal of Business and Management, 3(11), 93-102.
  • Paille, P., Bourdeau, L., & Galois, I. (2010). Support, trust, satisfaction, intent to leave and citizenship at organizational level. A social exchange approach. International Journal of Organizational Analysis, 18(1), 4158.
  • Rhoades, L., & Eisenberger, R. (2002). Perceived Organizational Support: A Review of the Literature. Journal of Applied Psychology, 87(4), 698-714. Rhoades,L., Eisenberger, R. & Armeli, S. (2001). Affective Commitment to the Organization: The Contribution of Perceived Organizational Support. Journal of Applied Psychology, 86(5), 825-836.
  • Stinglhamber, F., Vandenberghe, C., Rhoades, L., Eisenberger, R., & Sucharski, I. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565-573.
  • Tett, R., & Meyer, J. (1993). Job satisfaction, organizational commitment, turnover intention and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46, 259-293.
  • Tongchaiprasit, P., & Ariyabuddhiphongs, V. (2016). Creativity and turnover intention among hotel chefs: The mediating effects of job satisfaction and job stress. International Journal of Hospitality Management, 55, 33-40.
  • Turunç, Ö., & Çelik, M. (2010). Çalışanların algıladıkları örgütsel destek ve iş stresinin örgütsel özdeşleşme ve iş performansına etkisi. Yönetim ve Ekonomi, 17(2), 183-206.
  • Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40(1), 82-111.
  • Yang, H. C., Ju, Y. H., & Lee, Y. C. (2016). Effects of job stress on self-esteem, job satisfaction, and turnover intention. Journal of Transnational Management, 21(1), 29-39.
  • Yenihan, B., Öner, M., & Çiftyıldız, K. (2014). The relationship between job stress and intention to leave: A study on automotive company. Journal of Labour Relations, 4(1), 38-49.
  • Zincirkıran, M., Çelik, G.M., Ceylan, A.K., & Emhan, A. (2015). İşgörenlerin örgütsel bağlılık, işten ayrılma niyeti, iş stresi ve iş tatmininin örgütsel performans üzerindeki etkisi: Enerji sektöründe bir araştırma. Finans Politik & Ekonomik Yorumlar, 52 (600), 59-71.
There are 42 citations in total.

Details

Primary Language English
Journal Section Articles
Authors

Özge Adan Gök

Yılmaz Akgündüz

Ceylan Alkan

Publication Date December 15, 2017
Submission Date November 28, 2017
Published in Issue Year 2017 Volume: 3 Issue: 2

Cite

APA Adan Gök, Ö., Akgündüz, Y., & Alkan, C. (2017). The Effects of Job Stress and Perceived Organizational Support on Turnover Intentions of Hotel Employees. Journal of Tourismology, 3(2), 23-32.
AMA Adan Gök Ö, Akgündüz Y, Alkan C. The Effects of Job Stress and Perceived Organizational Support on Turnover Intentions of Hotel Employees. Journal of Tourismology. December 2017;3(2):23-32.
Chicago Adan Gök, Özge, Yılmaz Akgündüz, and Ceylan Alkan. “The Effects of Job Stress and Perceived Organizational Support on Turnover Intentions of Hotel Employees”. Journal of Tourismology 3, no. 2 (December 2017): 23-32.
EndNote Adan Gök Ö, Akgündüz Y, Alkan C (December 1, 2017) The Effects of Job Stress and Perceived Organizational Support on Turnover Intentions of Hotel Employees. Journal of Tourismology 3 2 23–32.
IEEE Ö. Adan Gök, Y. Akgündüz, and C. Alkan, “The Effects of Job Stress and Perceived Organizational Support on Turnover Intentions of Hotel Employees”, Journal of Tourismology, vol. 3, no. 2, pp. 23–32, 2017.
ISNAD Adan Gök, Özge et al. “The Effects of Job Stress and Perceived Organizational Support on Turnover Intentions of Hotel Employees”. Journal of Tourismology 3/2 (December 2017), 23-32.
JAMA Adan Gök Ö, Akgündüz Y, Alkan C. The Effects of Job Stress and Perceived Organizational Support on Turnover Intentions of Hotel Employees. Journal of Tourismology. 2017;3:23–32.
MLA Adan Gök, Özge et al. “The Effects of Job Stress and Perceived Organizational Support on Turnover Intentions of Hotel Employees”. Journal of Tourismology, vol. 3, no. 2, 2017, pp. 23-32.
Vancouver Adan Gök Ö, Akgündüz Y, Alkan C. The Effects of Job Stress and Perceived Organizational Support on Turnover Intentions of Hotel Employees. Journal of Tourismology. 2017;3(2):23-32.