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