The underlying factors that affect an employee's intention to leave an organization in the hospitality industry: a case study of Y Hotel in China

Li, Chengnan (2023) The underlying factors that affect an employee's intention to leave an organization in the hospitality industry: a case study of Y Hotel in China. Masters thesis, Dublin, National College of Ireland.

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Abstract

The rapid expansion of the hospitality industry requires a stable workforce, but there is a worrying trend of increasing staff turnover in hotels. It is important to note that this phenomenon has many negative effects on hotel management and operations. The stability of employees in the hotel industry directly affects service quality and employer brand building. Therefore, improving the stability of hotel employees is crucial to improving the competitiveness of the hotel industry. This is also the focus of much scholars' research. The purpose of this study is to explore the potential factors that affect the turnover of Y Hotel employees and find corresponding solutions to retain employees, reduce the turnover rate, and lay the foundation for the sustainable development of Y Hotel.

This research selects the resignation of Hotel Y from December 2022 to March 2023 as the research object, conducts quantitative research through questionnaire and collects primary data to gain an in-depth understanding of the underlying factors that lead to employee resignation in Hotel Y and find feasible measures to retain employees.

According to the survey results, it is found that the main factors affecting the resignation of Hotel Y employees include Poor salaries and benefits, excessive workload, difficulty in promotion and presence of potential risk-taking behavior at work. Given the above-influencing factors, specific solutions are proposed including First, different salary divisions are made for different positions, planned salary adjustment system, improvement of the hotel's welfare system. Second, full attention is paid to the personal needs and self-development of employees, share promotion assessment criteria with employees, offering different types of training programmer Third, workflow assessment, optimizing work arrangements, providing a pleasant working environment, equipment and the necessary training and support. Finally , safety regulations and operating procedures, establish a safety risk monitoring and reporting mechanism, more training to employees and establish communication mechanisms.

Item Type:	Thesis (Masters)
Supervisors:	Name Email Kelly Phelan, Pauline UNSPECIFIED
Additional Information:	Employee turnover; Employee retention; Hotel industry
Subjects:	H Social Sciences > HD Industries. Land use. Labor > Specific Industries > Hospitality Industry H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management H Social Sciences > HD Industries. Land use. Labor > Issues of Labour and Work > Quality of Work Life / Job Satisfaction H Social Sciences > HD Industries. Land use. Labor > Issues of Labour and Work > Remuneration
Divisions:	School of Business > Master of Arts in Human Resource Management
Depositing User:	Tamara Malone
Date Deposited:	09 Feb 2024 14:54
Last Modified:	09 Feb 2024 14:54
URI:	https://norma.ncirl.ie/id/eprint/6946

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