Modeling Workload, Job Satisfaction, Work Stress and Organizational Commitment on Turnover Intention: Evidence from Hospitality Management Educators

Abstract

This study was conducted to describe and measure the factors influencing faculty members’ workload, job satisfaction, work stress, organizational com mitment, and turnover intentions in hospitality education. To achieve this goal, 400 hospitality management educators of both public and private ter tiary educational systems in NCR were selected through purposive-quota sampling. A semi-structured questionnaire and focus group discussion were used to collect data from the participants. Descriptive statistics including mean, standard deviation and rank and Inferential statistics including inde pendent t-test, One Way Analysis of Variance and Pearson-r were employed to analyze quantitative data, while qualitative data was analyzed according to themes. Generally, women are independently capable of sharing their reliable and professional assessments. It was also shown that the faculty members are presently contented with their teaching jobs and did not express agreement on whatever reason to leave. They find their workloads in school manageable and are willing to provide engaging instruction to meet their students’ needs through various modalities and instructional materials as they are contented with their jobs. Adversely, they differ in consensus on the five-stated variables when grouped in the length of stay and tenure status. New and old faculty members and regular full-time instructors and lecturers, together with the regular part-time instructors and lecturers, share a similar degree of unanim ity regarding workload, job satisfaction, work stress, organizational commit ment, and turnover intent. The Structural Equation Modeling (SEM) analysis includes the path directions and relationship between descriptive statistics, structural model evaluation, and the five variables. As a result, it was proven in this study that Organizational Commitment and Job Satisfaction, having significant covariance, have a significant direct effect on turnover intention