Impact of Job Stress on Turnover Intention of Associates of a Hotel in Sri Lanka

Abstract

Turnover intention has always been a major concern topic of today’s organizations and it has become one of the critical and challenging issues for all types of business because of the negative implications towards management. The hospitality industry is renowned for having high labor turnover rates and an element of hard to fill vacancies and attracting suitable employees remains an on-going challenge. Turnover crises have had great impacts on the selected Hotel. There is no any experimental evidence to prove that what the reason for higher turnover of non- executive staff in the hotel. Therefore, current study tries to uncover the relationship among role overload, performance pressure and role ambiguity, and employee turnover intentions. This study seeks to find out more about the relationship between role stress and employees’ turnover intention and its practical repercussions for the selected hotel in terms of the impact of role stress on employees’ turnover intention. Therefore, this study of turnover intention among hotel employees was conducted with two main objectives that were to determine the influence of organizational stress on employee turnover intention of non-executive level employees in selected Hotel to examine the most important organizational stress factors which affect for employee turnover intention as well. A structured questionnaire was distributed among the sample that consisted of 160 employees of the hotel. A total of 160 employees of the hotel were respondent and the survey of study ran at least for more than two months to get the data. Using survey questionnaire and multiple regression analysis used to examine the relationship between independent variables and dependent variable. The findings of this study suggest that there is a significant and positive relationship between role stressors and employees’ turnover intention. Considering the importance of employees’ turnover intention and role stress in the hotel, the management and the policy makers should take necessary measures to reduce role conflict, minimize the role overload and role ambiguity to decrease the employees’ intention to leave the organization.