Abstract:
Employee turnover is a problem for organisations and is one of the
challenges facing human resource managers. This study was motivated by the
desire to find out the reasons aside the traditional predictors that will cause an
employee to either leave or stay with the organisation, it explored the effect of
the individual factors under the main on-the-job embeddedness on turnover
intention of employees’ in the hotel industry in the Sekondi-Takoradi
metropolis in the Western Region of Ghana. A multistage sampling technique
was used to sample 309 employees. The study adopted a cross sectional
survey and also used self-administered questionnaire as the data collection
instrument. A binary logit regression model was used to investigate the
relationship between job embeddedness and employee turnover intentions.
The results of the study revealed that organisation-person culture fitness,
autonomy, career growth and development opportunities, experience, sense of
belongingness, promotional opportunity and participation in a valuable project
have significant effect on turnover intention. For the demographic factors, it
was found that age of employee, level of education and level of income also
have significant effect on turnover intention. Based on the findings of the
study, it is recommended among other things that hotel management put in
place effective compensation policy, grant employees with certain amount of
discretion in carrying out their work schedule and also ensure organisationperson culture compatibility in the organisation setting.
