Perception of frontline employees towards career growth opportunities: implications on turnover intention
Abstract
Retaining talented employees has become a major challenge confronting the management in hospitality industry. Researchers from different climes have advocated for adequate retention strategies such as career growth opportunities, for overcoming the alarming rate of employees’ turnover in hotel organisations. However, there is paucity of empirical study on career growth opportunities and employees’ turnover intention. To fill this gap, quantitative data were gathered with 327 copies of questionnaire, administered to the frontline employees working in twenty-two 5-star hotels in Nigeria. Structural equation modelling (SEM) was used to test the hypotheses, with descriptive statistics, path analysis, maximum likelihood estimates and goodness of fit indices. The results revealed that all the parameters for career growth opportunities used in this study, inversely interact with turnover intention among the respondents. The findings indicate that organisations should pay adequate attention to career goal progress, professional ability development, promotion speed and remuneration growth of their talented employees. It implies that, these factors are pivotal for saving the cost of hiring new entrants, reduce the rate of turnover intention/actual turnover, and retain experienced high performers in hotel industry. This research established the effects of career growth opportunities on turnover intention in Nigerian context.
Keyword : career growth, remuneration growth, career goal progress, professional ability development, promotion speed, employees’ turnover intention
How to Cite
Ohunakin, F., Adeniji, A., & Oludayo, O. (2018). Perception of frontline employees towards career growth opportunities: implications on turnover intention. Business: Theory and Practice, 19, 278-287. https://doi.org/10.3846/btp.2018.28
This work is licensed under a Creative Commons Attribution 4.0 International License.
References
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Chen J, Hou Z, Li X, Kathi J, Lovelace KJ, Liu Y, Wang Z (2016) The role of career growth in Chinese new employee’s turnover process. Journal of Career Development 43 (1): 11-25. https://doi.org/10.1177/0894845315571412
Dai Y, Zhuang, W, Huan T (2019) Engage or quit? The moderating role of abusive supervision between resilience, intention to leave and work engagement. Tourism Management 70: 69-77. https://doi.org/10.1016/j.tourman.2018.07.014
Gaur AS, Gaur SS (2006) Statistical methods for practice and research: a guide to data analysis using SPSS. London: Sage.
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Gupta M, Shaheen M (2017) Impact of work engagement on turnover intention: moderation by psychological capital in India. Business: Theory and Practice 18: 136-143. https://doi. org/10.3846/btp.2017.014
Hair JF, Sarstedt M, Ringle CM, Mena JA (2012) An assessment of the use of partial least squares structural equation mo- delling in marketing research. Journal of the Academy of Marketing Science 40 (3): 414-433. https://doi.org/10.1007/ s11747-011-0261-6
Heathfield SM (2017) Want to know the 8 top reasons why employees quit their jobs? https://www.thebalance.com/why- do-employees-quit-their-jobs-1918000
Heijden, BIJM, Peeters MCW, Blanc PML, Breukelen JWMV (2018) Job characteristics and experience as predictors of occupational turnover inteion and occupational turnover in the European nursing sector. Journal of Vocational Behavior 108: 108-120. https://doi.org/10.1016/j.jvb.2018.06.008
Hossain, SMK, Roy MK, Das PK (2018). Factors affecting em- ployee’s turnover intention in banking sector of Bangladesh: an empirical analysis. ASA University Review 11 (2): 1-14.
Hsu M, Tsai Y (2014) Career satisfaction and organisational commitment among hotel employees in Taiwan. Journal of Hotel and Business Management 3(1): 1-4. https://doi. org/10.4172/2169-0286.1000107
Huselid MA (1995) The impact of human resource management practices on turnover, productivity and corporate financial performance. Academy of Management Journal 38: 635-672. https://doi.org/10.5465/256741
Ismail H (2015) Job insecurity, burnout and intention to quit. International Journal of Academic Research in Business and Social Sciences 5 (4): 310-324. https://doi.org/10.6007/IJARBSS/v5-i4/1574
Jaworski C, Ravichandran S, Karpinski AC, Singh S (2018) The effects of training satisfaction, employee benefits, and incen- tives on part-time employees’ commitment. International Journal of Hospitality and Management 74: 1-12. https://doi.org/10.1016/j.ijhm.2018.02.011
Karavardar G (2014) Organisational career growth and turnover intention: an application in audit firms in Turkey. Internatio- nal Business Research 7 (9): 67-76. https://doi.org/10.5539/ ibr.v7n9p67
Kim N (2014) Employee turnover intention among newcomers in travel industry. International Journal of Tourism Research 16 (1): 56-64. https://doi.org/10.1002/jtr.1898
Klarner P, Sarstedt M, Hoeck M, Ringle CM (2013) Disentangling the effects of team competences, team adaptability, and client communication on the performance of management consul- ting teams. Long Range Planning 46 (3): 258-286. https://doi.org/10.1016/j.lrp.2013.03.001
Li J, Kim WG, Zhao X (2017) Multilevel model of management support and casino employee turnover intention. Tourism Management 59: 193-204. https://doi.org/10.1016/j.tour- man.2016.08.006
Lips-Wiersma M, Hall DT (2007) Organisational career develo- pment is not dead: a case study on managing the new career during organisational change. Journal of Organisational Behaviour 28 (6): 771-792. https://doi.org/10.1002/job.446
Mapelu IC, Jumah L (2013) Effect of training and development on employee turnover in selected medium sized hotels in Kisumu City, Kenya. Journal of Tourism, Hospitality and Sports 1 (23): 43-48.
Marsh HW, Hocevar D (1988) A new, more powerful approach to multitrait-multimethod analyses: application of second-order confirmatory factor analysis. Journal of Applied Psychology 73 (1): 107-17. https://doi.org/10.1037/0021-9010.73.1.107
Mobley WH, Griffeth RW, Hand HH, Meglino BM (1979) Review and conceptual analysis of the employee turnover process. Psychological Bulletin 86: 493-522. https://doi.org/10.1037/0033-2909.86.3.493
Muliawan AD, Green PF, Robb DA (2009) The turnover inten- tion of information system auditors. International Journal of Accounting Information Systems 10 (3): 117-136. https://doi.org/10.1016/j.accinf.2009.03.001
Nawaz MS, Pangil F (2016) The relationship between human resource development factors, career growth and turnover intention: the mediating role of organisational commitment. Management Science Letters 6: 157-176. https://doi.org/10.5267/j.msl.2015.12.006
Nouri H, Parker RJ (2013) Career growth opportunities and employee turnover intentions in public accounting firms. The British Accounting Review, 1-11. https://doi.org/10.1016/j. bar.2013.03.002
Ohunakin F (2018) Talent retention strategies and employe- es’ behavioural outcomes in Nigeria’s hospitality industry (Unpublished Doctoral Thesis). Department of Business Studies, School of Business, College of Development Studies, Covenant University, Ota, Ogun State, Nigeria.
Ohunakin F, Adeniji AA, Oludayo OA, Osibanjo AO (2018) Survey dataset on leadership styles and job satisfaction: the perspective of employees of hospitality providers. Data in Brief 19: 2178-2188. https://doi.org/10.1016/j.dib.2018.06.033
Ohunakin F, Adeniji AA, Akintayo DI (2016) Transactional leadership style and employee job satisfaction among univer- sities’ guest houses in South-West Nigeria. 3rd International Conference on African Development Issues, 368-371.
Omonijo DO, Oludayo OA, Eche GO, Uche OC, Ohunakin F (2015) Intentional turnover of the administrative staff in a private faith-based higher institution, Southwest Nigeria. Mediterranean Journal of Social Sciences 6 (2): 424-434. https://doi.org/10.5901/mjss.2015.v6n2s1p424
Perryer C, Jordan C, Firns I, Travaglione A (2010) Predicting turnover intentions: the interactive effects of organisatio- nal commitment and perceived organisational support. Management Research Review 33 (9): 911-923. https://doi.org/10.1108/01409171011070323
Samad S (2012) The role of organisational commitment in the relationship between job satisfaction and turnover intention. European Journal of Social Sciences 30 (1): 125-135.
Sahin I, Akyurek CE, Yavuz S (2014) Assessment of effect of leadership behaviour perceptions and organisational commi- tment of hospital employees on job satisfaction with structural equation modelling. Journal of Health Management 16 (2): 161-182. https://doi.org/10.1177/0972063414526111
Simon M, Müller BH, Hasselhorn HM (2010) Leaving the orga- nisation or the profession – a multilevel analysis of nurses’ intentions. Journal of Advanced Nursing 66 (3): 616-626. https://doi.org/10.1111/j.1365-2648.2009.05204.x
Spector PE (2003) Industrial and organizational psychology: rese- arch and practice (3rd ed). New York: John Wiley & Sons, Inc.
Takawira N, Coetzee M, Schreuder D (2014) Job embeddedness, work engagement and turnover intention of staff in a higher education institution: an exploratory study. SA Journal of Human Resource Management 12 (1): 1-10. https://doi.org/10.4102/sajhrm.v12i1.524
Tang G, Cai Z, Liu Z, Zhu H, Yang X, Li J (2015) The importance of ethical leadership in employees’ value congruence and tur- nover. Cornell Hospitality Quarterly 56 (4): 397-410. https://doi.org/10.1177/1938965514563159
Wang CJ, Tsai HT, Tsai MT (2014) Linking transformational le- adership and employee creativity in the hospitality industry: the influences of creative role identity, creative self-efficacy, and job complexity. Tourism Management 40: 79-89. https://doi.org/10.1016/j.tourman.2013.05.008
Weng QB, Hu B (2009) The structure of career growth and its impact on employees’ turnover intention. Industrial Engi- neering and Management 14: 14-21.
Weng Q, Xi Y (2011) Career growth study: scale development and validity test. Management Review 22 (10): 22-31.
Weng Q, McElroy JC, Morrow PC, Liu R (2010) The relationship between career growth and organisational commitment. Journal of Vocational Behaviour 77: 391-400. https://doi. org/10.1016/j.jvb.2010.05.003
Weng Q, McElroy J (2012) Organisational career growth, affective occupational commitment and turnover intentions. Journal of Vocational Behaviour 80: 256-265. https://doi.org/10.1016/j. jvb.2012.01.014
Woods S, De Menezes L (1998) High commitment manage- ment in the UK: evidence from the workplace industrial relations survey and employers’ manpower and skills practices survey. Human Relation 51: 485-515. https://doi. org/10.1023/A:1016941914876
Yang Y, Liu Y, Liu J, Zhang H (2015) The impact of works support and organisation career growth on nurse turnover intention in China. International Journal of Nursing Sciences (2): 134-139. https://doi.org/10.1016/j.ijnss.2015.04.006
Zhang YC, Li SL, Liu P, Deng JX (2005) Interaction effects of pro- motional chances on marketing employee turnover intention. Chinese Journal of Management 5: 576-581.
Ampomah, P, Cudjor SK (2015) The effect of employee turno- ver on organizations (case study of electricity company of Ghana, Cape Coast). Asian Journal of Social Sciences and Management 2 (1): 21-24 http://www.asianonlinejournals. com/index.php/AJSSMS
Biswakarma G (2016) Organisational career growth and employees turnover intentions: an empirical evidence from Nepalese private commercial Banks. International Academic Journal of Organisational Behaviour and Human Resource Management 3 (2): 10-26 www.iaiest.com
Chen J, Hou Z, Li X, Kathi J, Lovelace KJ, Liu Y, Wang Z (2016) The role of career growth in Chinese new employee’s turnover process. Journal of Career Development 43 (1): 11-25. https://doi.org/10.1177/0894845315571412
Dai Y, Zhuang, W, Huan T (2019) Engage or quit? The moderating role of abusive supervision between resilience, intention to leave and work engagement. Tourism Management 70: 69-77. https://doi.org/10.1016/j.tourman.2018.07.014
Gaur AS, Gaur SS (2006) Statistical methods for practice and research: a guide to data analysis using SPSS. London: Sage.
Griek OHV, Clauson MG, Eby LT (2018) Organisational career growth and proactivity. A typology for individual career development. Journal of Career Development. https://doi.org/10.1177/0894845318771216
Guan Y, Zhou W, Ye L, Jiang P, Zhou Y (2015) Perceived orga- nisational career management and career adaptability as predictors of success and turnover intention among Chinese employees. Journal of Vocational Behaviour 88: 230-237. https://doi.org/10.1016/j.jvb.2015.04.002
Gupta M, Shaheen M (2017) Impact of work engagement on turnover intention: moderation by psychological capital in India. Business: Theory and Practice 18: 136-143. https://doi. org/10.3846/btp.2017.014
Hair JF, Sarstedt M, Ringle CM, Mena JA (2012) An assessment of the use of partial least squares structural equation mo- delling in marketing research. Journal of the Academy of Marketing Science 40 (3): 414-433. https://doi.org/10.1007/ s11747-011-0261-6
Heathfield SM (2017) Want to know the 8 top reasons why employees quit their jobs? https://www.thebalance.com/why- do-employees-quit-their-jobs-1918000
Heijden, BIJM, Peeters MCW, Blanc PML, Breukelen JWMV (2018) Job characteristics and experience as predictors of occupational turnover inteion and occupational turnover in the European nursing sector. Journal of Vocational Behavior 108: 108-120. https://doi.org/10.1016/j.jvb.2018.06.008
Hossain, SMK, Roy MK, Das PK (2018). Factors affecting em- ployee’s turnover intention in banking sector of Bangladesh: an empirical analysis. ASA University Review 11 (2): 1-14.
Hsu M, Tsai Y (2014) Career satisfaction and organisational commitment among hotel employees in Taiwan. Journal of Hotel and Business Management 3(1): 1-4. https://doi. org/10.4172/2169-0286.1000107
Huselid MA (1995) The impact of human resource management practices on turnover, productivity and corporate financial performance. Academy of Management Journal 38: 635-672. https://doi.org/10.5465/256741
Ismail H (2015) Job insecurity, burnout and intention to quit. International Journal of Academic Research in Business and Social Sciences 5 (4): 310-324. https://doi.org/10.6007/IJARBSS/v5-i4/1574
Jaworski C, Ravichandran S, Karpinski AC, Singh S (2018) The effects of training satisfaction, employee benefits, and incen- tives on part-time employees’ commitment. International Journal of Hospitality and Management 74: 1-12. https://doi.org/10.1016/j.ijhm.2018.02.011
Karavardar G (2014) Organisational career growth and turnover intention: an application in audit firms in Turkey. Internatio- nal Business Research 7 (9): 67-76. https://doi.org/10.5539/ ibr.v7n9p67
Kim N (2014) Employee turnover intention among newcomers in travel industry. International Journal of Tourism Research 16 (1): 56-64. https://doi.org/10.1002/jtr.1898
Klarner P, Sarstedt M, Hoeck M, Ringle CM (2013) Disentangling the effects of team competences, team adaptability, and client communication on the performance of management consul- ting teams. Long Range Planning 46 (3): 258-286. https://doi.org/10.1016/j.lrp.2013.03.001
Li J, Kim WG, Zhao X (2017) Multilevel model of management support and casino employee turnover intention. Tourism Management 59: 193-204. https://doi.org/10.1016/j.tour- man.2016.08.006
Lips-Wiersma M, Hall DT (2007) Organisational career develo- pment is not dead: a case study on managing the new career during organisational change. Journal of Organisational Behaviour 28 (6): 771-792. https://doi.org/10.1002/job.446
Mapelu IC, Jumah L (2013) Effect of training and development on employee turnover in selected medium sized hotels in Kisumu City, Kenya. Journal of Tourism, Hospitality and Sports 1 (23): 43-48.
Marsh HW, Hocevar D (1988) A new, more powerful approach to multitrait-multimethod analyses: application of second-order confirmatory factor analysis. Journal of Applied Psychology 73 (1): 107-17. https://doi.org/10.1037/0021-9010.73.1.107
Mobley WH, Griffeth RW, Hand HH, Meglino BM (1979) Review and conceptual analysis of the employee turnover process. Psychological Bulletin 86: 493-522. https://doi.org/10.1037/0033-2909.86.3.493
Muliawan AD, Green PF, Robb DA (2009) The turnover inten- tion of information system auditors. International Journal of Accounting Information Systems 10 (3): 117-136. https://doi.org/10.1016/j.accinf.2009.03.001
Nawaz MS, Pangil F (2016) The relationship between human resource development factors, career growth and turnover intention: the mediating role of organisational commitment. Management Science Letters 6: 157-176. https://doi.org/10.5267/j.msl.2015.12.006
Nouri H, Parker RJ (2013) Career growth opportunities and employee turnover intentions in public accounting firms. The British Accounting Review, 1-11. https://doi.org/10.1016/j. bar.2013.03.002
Ohunakin F (2018) Talent retention strategies and employe- es’ behavioural outcomes in Nigeria’s hospitality industry (Unpublished Doctoral Thesis). Department of Business Studies, School of Business, College of Development Studies, Covenant University, Ota, Ogun State, Nigeria.
Ohunakin F, Adeniji AA, Oludayo OA, Osibanjo AO (2018) Survey dataset on leadership styles and job satisfaction: the perspective of employees of hospitality providers. Data in Brief 19: 2178-2188. https://doi.org/10.1016/j.dib.2018.06.033
Ohunakin F, Adeniji AA, Akintayo DI (2016) Transactional leadership style and employee job satisfaction among univer- sities’ guest houses in South-West Nigeria. 3rd International Conference on African Development Issues, 368-371.
Omonijo DO, Oludayo OA, Eche GO, Uche OC, Ohunakin F (2015) Intentional turnover of the administrative staff in a private faith-based higher institution, Southwest Nigeria. Mediterranean Journal of Social Sciences 6 (2): 424-434. https://doi.org/10.5901/mjss.2015.v6n2s1p424
Perryer C, Jordan C, Firns I, Travaglione A (2010) Predicting turnover intentions: the interactive effects of organisatio- nal commitment and perceived organisational support. Management Research Review 33 (9): 911-923. https://doi.org/10.1108/01409171011070323
Samad S (2012) The role of organisational commitment in the relationship between job satisfaction and turnover intention. European Journal of Social Sciences 30 (1): 125-135.
Sahin I, Akyurek CE, Yavuz S (2014) Assessment of effect of leadership behaviour perceptions and organisational commi- tment of hospital employees on job satisfaction with structural equation modelling. Journal of Health Management 16 (2): 161-182. https://doi.org/10.1177/0972063414526111
Simon M, Müller BH, Hasselhorn HM (2010) Leaving the orga- nisation or the profession – a multilevel analysis of nurses’ intentions. Journal of Advanced Nursing 66 (3): 616-626. https://doi.org/10.1111/j.1365-2648.2009.05204.x
Spector PE (2003) Industrial and organizational psychology: rese- arch and practice (3rd ed). New York: John Wiley & Sons, Inc.
Takawira N, Coetzee M, Schreuder D (2014) Job embeddedness, work engagement and turnover intention of staff in a higher education institution: an exploratory study. SA Journal of Human Resource Management 12 (1): 1-10. https://doi.org/10.4102/sajhrm.v12i1.524
Tang G, Cai Z, Liu Z, Zhu H, Yang X, Li J (2015) The importance of ethical leadership in employees’ value congruence and tur- nover. Cornell Hospitality Quarterly 56 (4): 397-410. https://doi.org/10.1177/1938965514563159
Wang CJ, Tsai HT, Tsai MT (2014) Linking transformational le- adership and employee creativity in the hospitality industry: the influences of creative role identity, creative self-efficacy, and job complexity. Tourism Management 40: 79-89. https://doi.org/10.1016/j.tourman.2013.05.008
Weng QB, Hu B (2009) The structure of career growth and its impact on employees’ turnover intention. Industrial Engi- neering and Management 14: 14-21.
Weng Q, Xi Y (2011) Career growth study: scale development and validity test. Management Review 22 (10): 22-31.
Weng Q, McElroy JC, Morrow PC, Liu R (2010) The relationship between career growth and organisational commitment. Journal of Vocational Behaviour 77: 391-400. https://doi. org/10.1016/j.jvb.2010.05.003
Weng Q, McElroy J (2012) Organisational career growth, affective occupational commitment and turnover intentions. Journal of Vocational Behaviour 80: 256-265. https://doi.org/10.1016/j. jvb.2012.01.014
Woods S, De Menezes L (1998) High commitment manage- ment in the UK: evidence from the workplace industrial relations survey and employers’ manpower and skills practices survey. Human Relation 51: 485-515. https://doi. org/10.1023/A:1016941914876
Yang Y, Liu Y, Liu J, Zhang H (2015) The impact of works support and organisation career growth on nurse turnover intention in China. International Journal of Nursing Sciences (2): 134-139. https://doi.org/10.1016/j.ijnss.2015.04.006
Zhang YC, Li SL, Liu P, Deng JX (2005) Interaction effects of pro- motional chances on marketing employee turnover intention. Chinese Journal of Management 5: 576-581.