POSTER ORGINAL
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This document summarizes a case study on determining anticipated intentions to leave positions in the hotel industry in Sarasota and Manatee Counties, Florida. High turnover in the hospitality and tourism industry is costly for employers and often due to low pay, poor training, and weak leadership. The study will survey hoteliers using an 11-item Anticipated Turnover Scale to measure intentions to leave their current positions. It hypothesizes that position, wage, and lack of training affect turnover. Results may help the industry improve employee morale and lower turnover.
POSTER ORGINAL
- 1. www.postersession.com Introduction The sharp influx of travelers has made and continues to make the tourism and hospitality (T&H) industry an important area of employment for a variety of groups in labor market. Employee turnover is a comparison of the amount of employees a company has to replace to the average amount of total employees (Beam, 2009). In lower paying jobs, employee turnover is higher than other jobs, a concern to many companies. Companies take a deep interest in their employee turnover rate because it is a costly part of doing business (Beam, 2009). This is the major problem so far that the industry faces, and it is really costly for the employer in jobs. Major problems of turnover have been grouped under four topics: Compensation- rate problem, poor training, weak leadership and unreasonable expectations. Method Anticipated Results and Discussion High employee turnover, employee dissatisfaction with compensation, schedule choices, poor benefits and moral utility are the greatest areas of concern in hospitality and tourism industry. In order to improve employee morale while not leading to degeneracy and habitually undesirable work habits, companies must fulfill the morale and obligations to both the employee and their community. The problems faced by many service industries are persuasive and cannot be solved solely through the human resources department. Service companies should cooperate with government social services, colleges, and universities to find out the main source of this issue and try to lower the turnover. DETERMINING ANTICIPATED INTENTIONS TO LEAVE HOTELIERS POSITIONS: A CASE STUDY OF SARASOTA-MANATEE COUNTIES Hasan John Yilmaz1 and Abdullah Tanrisevdi2 UNIVERSITY OF SOUTH FLORIDA-COLLEGE OF HOSPITALITY AND TECHNOLOGY LEADERSHIP REFERENCES Hoteliers in Sarasota and Manatee Counties will be asked to participate this study. The research will be carried out via a questionnaire in 2015. A total of 11 items will be used to measure hoteliers intentions to leave their existing positions or anticipated turnover through Anticipated Turnover Scale(ATS), which was developed by Hinshaw and Atwood (1982) assessed the employees perception or opinion of the possibility of voluntarily terminating their present job. The respondents will be asked to evaluate the importance of the identified turnover intention issues using a seven point Likert scale (1=strongly disagree, 7= strongly agree). In addition, a total of ten demographic related questions about respondents will be involved in the survey instrument. Using stratified sampling method, the hotels will be grouped by their bed capacities and luxury-budget classification. Hypotheses H1: There is relationship between employee position and turnover. H2: The lower wage is negatively correlated with turnover. H3: Lack of training in service industry will have more intention on employees to leave their current position Beam, J. (2009). What is Employee Turnover? Retrieved November 13 2009 from Wisegeek https://www.wisegeek.com/what is employee turnover.htm. Hinshaw, A. S., & Atwood, J. R (1982). Anticipated turnover: A pilot stage instrument. Communicating Nursing Research, 13, 56. Looking for Current US Employee Turnover Rates? Retrieved January 6, 2015, from http://www.nobscot.com/survey/index.cfm 1) I plan to stay in my position awhile. 2) I am quite sure I will leave my position in the foreseeable future. 3) Deciding to stay or leave my position is not a critical issue for me at this point in time. 4) I know whether or not I'll be leaving this agency within a short time. 5) If I got another job offer tomorrow, I would give it serious consideration. 6) I have no intentions of leaving my present position. 7) I've been in my position about as long as I want to. 8) I am certain I will be staying here awhile. 9) I don't have any specific idea how much longer I will stay. 10) I plan to hang on to this job awhile. 11) There are big doubts in my mind as to whether or not I will really stay in this agency. Survey Instrument Anticipated Turnover Scale (Hinshaw, A.S. and Atwood, J.R., 1982) http://www.nobscot.com/index2007.cfm