Job embeddedness and turnover intention of staff in the hotel industry in Sekondi- Takoradi Metropolis, Ghana

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.