The Job Stress Scale (1983), Organizational Commitment Scale (1996), and Turnover Intention Scale (2004) were used to measure job stress, organizational commitment, and turnover intent, respectively, of hotel employees. The regression results showed that both job stress and organizational commitment predicted the turnover intention of hotel employees.
Background of Study
Low organizational commitment and high job stress are some of the factors known to influence hotel employees' turnover intention (Akgunduz & Sanli, 2017). In addition, impeding stressors such as lack of resources, role conflict, and role overload also increase employee turnover intentions.
Problem Statement
While several past studies have shown that there is an empirical relationship between hotel workers' job stress and organizational commitment to turnover intent (Namra & Tahira, 2017). Therefore, the current study aims to fill this gap in the literature by examining the work stress of Malaysian hotel workers. and revenue intent association through organizational involvement.
Research Objectives
Therefore, the current study also aims to address this gap by diversifying the selected sample into the hotel industry population.
Research Questions
Significance of Study
Furthermore, this study will help to expand the literature on job stress, organizational commitment and turnover intention among hotel employees in the Malaysian context. Therefore, this study further investigated the relationship between job stress, organizational commitment and turnover intention in the Malaysian hotel industry population.
Definition of Variables
Job Stress. Job stress is the “feeling of a normal person who is required to deviate from normal or self-desired functioning in the workplace as the result
Derived from Fishbein and Azjen's (1975) framework of planned behavior, turnover intent is illustrated as “an individual's behavioral intention or conation to leave organizational employment” (Bothma & Roodt, 2013, p. 2). Therefore, the turnover intention is operationally defined as the scores obtained from the Turnover Intention Scale, developed by Roodt (2004).
Hypotheses
Conceptual Framework
Because employee turnover behavior is difficult to measure, studies have been conducted to measure employee turnover intention instead. Turnover intention is described as employees' intention to leave their job or organization (Kim et al., 2015).
Job Stress
Stress is perceived when individuals cannot properly cope with being in a tense situation (Han et al., 2015). Moreover, studies also showed that continuous exposure to work stress can cause health impairment and impaired functioning (Labrague et al. 2018).
Organisational Commitment
Job Stress and Turnover Intention
Ozge et al., (2017) investigated the effects of job stress and perceived organizational support on turnover intention of hotel employees in Izmir, Turkey (N = 274). This study aimed to investigate the different effect of hindering and challenging stressors on hotel employees.
Job Stress and Organisational Commitment
Sa'odah (2016) conducted a study on the relationship between civil servants' work stress and organizational commitment in Johor, Malaysia (N = 262). The results showed an inversely significant relationship between nurses' level of job stress and their affective, normative and continuous commitment (Farhad & Masumeh, 2015).
Organisational Commitment and Turnover Intention
191 were collected and the results showed that there is a relationship between organizational commitment and turnover intent. Another study was conducted by Prachi and Sajid (2017) on the job satisfaction, organizational commitment and intention of public and private sector staff.
The Mediating Role of Organisational Commitment between Job Stress and Turnover Intention
Similar findings were found by Madiha et al. 2017) in their study when they investigated the role of organizational commitment in mediating teacher occupational stress and turnover intention in Pakistani universities. Findings showed significant positive relationship between occupational stress and turnover intention and organizational commitment was found to mediate the relationship between occupational stress and turnover intention. Hung et al., findings revealed that greater job strain will reduce organizational commitment and have a positive relationship with turnover intention and that job strain mediates the relationship between organizational commitment and turnover intention (Hung et al., 2018).
Theoretical Approach
This relationship is enhanced when organizational commitment is added to the relationship between job stress and turnover intention. Similarly, organizational commitment was found to have a significant inverse relationship with job stress and turnover intention. Thus, to fill this research gap, the current study investigated whether hotel employees' organizational commitment mediates the relationship between job stress and turnover intention.
Research Design
Population and Sample
Participants were conveniently selected from hotels ranging from four to five stars in Kuala Lumpur and Ipoh. Penang was initially chosen because it was one of the tourist attractions in Malaysia, but because of its scarcity. This criterion is due to the use of Roodt's (2004) turnover intention scale, which requires respondents to have at least nine (9) months of work experience in their organization.
Instruments
This scale has a high reliability for both dimensions, with the value of Cronbach's α for time stress dimension being 0.87 and 0.86 for anxiety dimension (Parker & DeCotiis, 1983). This scale consists of 18 items that measure three elements of organizational commitment, which are affective, continuance and normative commitment. The validity and reliability of this scale has been further verified and confirmed by several researchers (Zopiatis, Constanti, & . Theocharous, 2014).
Pilot Study
Procedures
A stamped and signed A4 envelope was included with the surveys for participants to submit their completed questionnaires. To ensure participant confidentiality and prevent any data breach throughout the research process, participants received a stamped and signed A4 envelope. Along with the questionnaires, each participant received an A4 size envelope with their own stamp and signature of the researcher.
Data Analysis
For Hypothesis 1, the regression results were used to explain how job stress can predict and explain the variance of turnover intention. Similarly, for hypothesis 2 and 3, regression was used to explain how job stress can predict and explain the variance of organizational commitment and how turnover intention is predicted and explained by organizational commitment. According to Preacher and Hayes' (2012) mediation model, the indirect effect is quantified by the ab value when M is added to the X and Y relationship.
Data Cleaning
Descriptive Analysis
Profile of Participants. Based on the questionnaires distributed, data from 107 participants were selected to be the final sample for this study after
In parametric statistical analysis, it is necessary to assess whether the data are normally distributed to ensure reliability and validity of interpretation and inference (Nornadiah & Yap, 2011). Therefore, the distribution of the data of this study was tested by the Kolmogorov-Smirnov and Shapiro Wilk tests and by checking the values of skewness and kurtosis. The Kolmogorov-Smirnov and Shapiro Wilk tests both showed non-significant results (p > 0.05), so the data set used in this study is assumed to be normally distributed with a skewness of -.062 and a kurtosis of -.470.
Assumptions for Multiple Linear Regression
Linear relationship between predictor (independent and mediating) and dependent variable. The first assumption for multiple linear regression is
Multicollinearity between the predictor variables (independent and mediating variable). Next, multiple linear regression requires the
To obtain reliable and valid results from multiple linear regression, it is necessary that the data set be tested.
Independence of observation. In order to achieve a reliable and valid results from multiple linear regression, it is necessary that the data set is tested
The next assumption for multiple linear regression is that the residual values are normally distributed. Based on Figure 4.4, it can be concluded that this assumption is met, since the residuals are distributed close to the normality line. Finally, a data set for testing drastic outliers in a model may reduce the fit of the regression equation used to predict the value of the dependent variable based on the predictor variables.
Reliability analysis
Validity Analysis
Noraini Idris (2017), the KMO value should be greater than 0.6 and BTS should be significant at p < .05 to accept that the instruments are valid. The results showed that the value of KMO for Job Stress Scale (JSS) was .89, Organizational Commitment Scale (OCS) was .76 and Turnover Intention Scale (TIS) was .74 respectively.
Correlation Analysis
Common Method Variance (CMV)
Inferential Analysis
Job Stress on Turnover Intention. For the first block analysis of the hierarchical regression analysis (Appendix H), job stress was analysed to
Since it is much less than 50% (Podsakoff & Organ, 1986), it can be concluded that common method bias is not a problem in this study. Previously, correlation analysis showed that there is no significant correlation between job stress and organizational commitment. However, regression analysis (Appendix I) was also implemented to further confirm whether job stress predicts organizational commitment.
Organisational Commitment on Turnover Intention. For the second block analysis of the hierarchical regression analysis (Appendix H),
Job Stress on Turnover Intention through Organisational Commitment. According to Preacher and Hayes (2008), the independent
Job Stress and Turnover Intention
Job Stress and Organisational Commitment
Nevertheless, previous studies of the hospitality industry have found a weak relationship between work stress and organizational commitment. A study by Akpulat et al. 2016) showed that there is a very weak negative relationship between job stress and organizational commitment. Pekersen (2015) and Yigit (2009), on the other hand, found a very weak positive relationship between job stress and organizational commitment.
Organisational Commitment and Turnover Intention
Organisational Commitment Mediates Job Stress and Turnover Intention
2014) also found that employees in the US hospitality industry decreased turnover intention when their organizational commitment increased. 2017) also found significant results on Pakistani teacher's organizational commitment mediating occupational stress and turnover intention. Thus, the finding of this study does not support previous studies as organizational commitment does not mediate the relationship between job stress and hotel employees' turnover intention.
Research Limitations and Suggestion for Future Studies
On the other hand, workload was found to mediate the relationship between business personnel in Taiwan on organizational commitment and their turnover intention (Hung et al., 2018). Therefore, in future research, it is advisable to perform a proper translation before conducting the surveys. For example, the surveys can be translated into Malay, Chinese and Tamil to ease the answering process.
Implication of Study
However, this study helps to create awareness by providing knowledge to hotel owners and managers on the importance of job stress and organizational commitment to leave an impact on the turnover intention of hotel employees in the Malaysian population. This study further confirmed that job stress and organizational commitment predict turnover intention of hotel employees. Organizational commitment is another factor that was confirmed to be a predictor of turnover intention of hotel employees.
Conclusion
Creativity and turnover intention among hotel chefs: Mediating effects of job satisfaction and job stress. I am currently conducting a study on the role of organizational commitment in mediating the relationship between job stress and turnover intention among hotel employees in Malaysia for my master's thesis. The role of organizational commitment in mediating the relationship between job stress and turnover intention among hotel employees.
The purpose of my research is to investigate whether there is any significant relationship between job stress, organizational commitment and turnover intention of hotel employees. By reading this participant information sheet, you voluntarily agree to participate in "The Role of Organizational Commitment in Mediating the Relationship Between Job Stress and Turnover Intention of Hotel Employees".
