International Journal of Academic Research in Business and Social Sciences, Employee Turnover in the Hospitality Industry Using Herzberg's Two-Factor Motivation-Hygiene Theory - Bettye L. Holston-Okae and Richard Mushi (2018) - The Impact of Motivation on Employee Turnover in the Hotel Industry

Thaddeus E.

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International Journal of Academic Research in Business and Social Sciences, Employee Turnover in the Hospitality Industry Using Herzberg's Two-Factor Motivation-Hygiene Theory - Bettye L. Holston-Okae and Richard Mushi (2018) - The Impact of Motivation on Employee Turnover in the Hotel Industry

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International Journal of Academic Research, Business and Social Sciences, Holston-Okae, Richard Mushi, motivation on employee, turnover, hotel industry, employee retention

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Abstract

Employee turnover in the hospitality sector is one of the issues influencing the organization's effectiveness and ensuring financial stability. However, the importance of motivation compared to other determinants regarding team member retention becomes more pronounced. A driven workforce might result in higher job satisfaction, involvement, and commitment—the primary factors for lowering turnover (Holston-Okae, & Mushi, 2018). The article concentrates on how motivation and turnover affect the hotel industry. The main factors directly related to voluntary turnover are job satisfaction, compensation, involvement and the workplace atmosphere. As motivation is a very complex phenomenon; thus, an association between motivation and turnover is an issue for further investigation. Via insight into the intricacies of what motivates different people and the effects that motivation can have on quitting, managers and HR specialists get access to information they can use to develop unusual retention strategies. It has been evidenced in past studies that job satisfaction, compensation, and the working environment are vital to reducing the risk of turnover (Holston-Okae, 2018). This paper will explore the link between motivation and hotel employee turnover to achieve this goal.

Introduction
Literature Review and Discussion
Objective/Contribution
Research Methodology
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[...] The integration of findings from different studies emphasizes the vitality of hotel managers in establishing comprehensive programs that focus on employees' motivation, job satisfaction, and engagement to handle high turnover rates. By utilizing different perspectives and theories, organizations can customize their retention initiatives to create a good working environment, improve team member wellbeing and thus reduce turnover. Therefore, this will increase the organization's ability to achieve its objectives and fight competition in the dynamic hotel business environment. Objective/Contribution The article substantially compares factors that influence team member commitment, engagement and turnover in the hospitality industry. [...]

[...] Holston-Okae and Mushi (2018) use a correlational study based on Herzberg's Two-Factor Motivation-Hygiene Theory, uncovering the complex linkages among job satisfaction, compensation, engagement, motivation, and turnover intentions. Even though motivation can not predict the turnover intentions of employees, job satisfaction and work environment are among the main factors that affect team member's decision to stay or quit. The literature review exhibits the complex relationships between motivation and attrition in the hotel business. Even though some studies underscore the role of engagement and leadership in building motivation and turnover reduction, others identify the importance of compensation, job satisfaction, and organizational practices in turnover mitigation. [...]

[...] Michael, N., & Fotiadis, A. K. (2022). Employee turnover: The hotel industry perspective. Journal of Tourism, Heritage & Services Marketing (JTHSM), 8(1), 38-47. Xu, Y., Jie, D., Wu, H., Shi, X., Badulescu, D., Akbar, S., & Badulescu, A. (2022). Reducing employee turnover intentions in tourism and hospitality sector: The mediating effect of quality of work life and intrinsic motivation. International journal of environmental research and public health, 19(18), 11222. [...]

[...] Concerning the questionnaire design, the question items about turnover intention, job satisfaction, compensation, engagement, motivation, and work environment should be prepared carefully to cover the relevant aspects of each factor. This questionnaire should be made to obtain qualitative data, which can then be used to analyze the patterns and correlations among the variables. Moreover, the data collection methods will involve online survey administration to a convenience sample of 156 hospitality employees from various parts of the state. Regarding the sampling strategy, convenience sampling is selected to recruit participants based on their accessibility and willingness to join the research. [...]

[...] The lecture is developed from the established theoretical frameworks, such as Herzberg's Two-Factor Motivation-Hygiene Theory. The paper is a theoretical tool that allows us to see the complicated linkage of motives and turnover. Besides covering the breadth of analysis, the theoretical basis of the research also provides a solid structure that serves as a basis for understanding the practical implications of organizational management. In addition, the paper also explicates the effect of team member motivation and engagement on organizational performance measures, considering the important relation between engaged workers, job satisfaction, and increased productivity. [...]

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