Examining the Impact of Organizational Commitment on Job Stress and Turnover Intention in The Malaysian Hotel Industry
Abstract
The hotel sector has played a significant role in supporting Malaysia's economic growth by providing accommodation to tourists and complementing the tourism industry. However, Malaysia has experienced high turnover rates in the hotel industry. Therefore, it is essential to conduct research to address this issue. This study aims to examine the impact of job stress on turnover intention among hotel employees and explore whether organizational commitment acts as a mediating factor in this relationship. This quantitative cross-sectional study collected primary data from 107 employees working in hotels in Kuala Lumpur and Ipoh using convenience sampling. The collected data was analysed using various statistical techniques in the SPSS statistical package. The results indicated that job stress was a significant predictor of turnover intention, but organizational commitment did not have a mediating effect in this relationship. The study raises awareness among employers in the hotel industry regarding the impact of job stress on their employees. Consequently, the discussion and implications section offer several suggestions to address this problem.
References
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Akgunduz, Y., & Sanli, S. C. (2017). The effect of employee advocacy and perceived organizational support on job embeddedness and turnover intention in hotels. Journal of Hospitality and Tourism Management, 31, 118-125.
Amri, A., Barakbah, S., & Majdi, A. (2021). Hotel employees burnout and turnover intentions. Webology, 18, 74-88.
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Cropanzano, R., & Mitchell, M.S. (2005), Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900.
Emiroglu, B. D., Akova, O., & Tanriverdi, H. (2015). The relationship between turnover intention and demographic factors in hotel businesses: A study at five star hotels in Instanbul.
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Farhad Alipour., & Masumeh Kamaee. (2015). Examining the relationship between job stress and organizational commitment among nurses of hospitals. Patient Safety and Quality Improvement Journal, 3(4), 277- 280.
Gatling, A., Kang, H. J. A., & Kim, J. S. (2016). The effects of authentic leadership and organizational commitment on turnover intention. Leadership & Organizational Development Journal, 37(2), 181-199. doi: 10.1108/lodj-05-2014-0090.
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement.
American Sociological Review, 25, 161-178.
Haar, J.M. (2016). Challenge and hindrance stressors in New Zealand: Exploring social exchange theory outcomes. International Journal of Human Resource Management,17, 1942–1950.
Hausknecht, J. P., Hiller, N. J., & Vance, R. J. (2008). Work-unit absenteeism: Effects of satisfaction, commitment, labor market conditions and time. Academy of Management Journal, 51(6), 1223-1245.
Jiang, Q., Lee, H., & Xu.D. (2020). Challenge stressors, work engagement and affective commitment among Chinese public Servants. Public Personnel Management, 1-24.
Kaur, R., & Randhawa, G. (2020). Supportive supervisor to curtail turnover intentions: do employee engagement and work-life balance play any role? Evidence- based HRM: A Global forum for Empirical Scholarship, 9(3), 241-257.
Labrague, L. J., Gloe, D., McEnroe, D. M., Konstantinos, K., & Colet, P. (2018). Factors influencing turnover intention among registered nurses in Samar Philippines. Journalof Applied Nursing Research, 39, 200-206. doi: 10.1016/j.apnr.2017.11.027.
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Liew, L.C. & Idris, N. (2017). Validity and reliability of the instrument using exploratory factor analysis and Cronbach’s Alpha. International Journal of Academic Research in Business and Social Sciences, 7(10), 400-410.
Madiha Khan., Nazim Ali., Shafiq-ur-Rehman., & Shabir Ahmad. (2017). Mediating role of organizational commitment between occupational stress and turnover intention in Pakistani universities. Sarhad Journal of Management Sciences, 3(2), 250-260.
Mazlam Celik. (2018). The effect of psychological capital level of employees on workplace stress and employee turnover intention. Innovar, 28(68), 67-75.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-88.
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and three-component- conceptualization. Journal of Applied Psychology, 78(4), 538-551
Misbah Hayat., Muhammad Hasnat., Muhammad Umair., Muhammad Hashim, & Zubair Akram. (2016). Relationship between job stress and organizational commitment: An empirical study of banking sector. Journal of Business Management and Economics, 7(1), 29-37.
Namra Rehman, & Tahira Mubashar. (2017). Job stress, psychological capital and turnover intention in employees of hospitality industry. Journal of Behavioral Sciences, 27(2), 59-79.
O’Neill, J.W. & Davis, K. (2011). Work stress and well being in the hotel industry. International Journal of Hospitality Management , 30, 385-390.
Pallant, J. (2007). SPSS Survival Manual 3rd edition: A step by step guide to data analysis using SPSS version 15. Maidenhead, UK: Open University Press – McGraw Hill Education.
Parker, D. F., & DeCotiis, T. A. (1983). Organizational determinants of job stress. Organizational Behaviorand Human Performance, 32, 160-177.
Patcharanan, T., & Vanchai, A. (2016). Creativity and turnover intention among hotel chefs: The mediating effects of job satisfaction and job stress. International Journal of Hospitality Management, 55, 33-40. doi: 10.1016/j.ijhm.2016.02.009.
Prachi, A., & Sajid, S. M. (2017). A Study of Job Satisfaction, Organizational Commitment and Turnover Intentions among Public and Private Sector Employees. Journal of Management Research, 17(3), 123-136.
Preacher, K. J., & Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40(3), 879-891.
Ramesh, K., & Koh, G. E. (2012). Perceived organizational commitment and its impact to the turnover intention: A correlation analysis. Journal of Global Business and Economics, 4(1), 40-49.
Rana Rashid Rehmand., & Ajmal Waheed. (2012). Work-family conflict and organizational commitment: Study of faculty members in Pakistani universitities. Pakistan Journal of Social and Clinical Psychology, 9(2), 23-26.
Roodt, G. (2004). Concept redundancy and contamination in employee commitment research: Current problems and future directions. SA Journal of Industrial Psychology, 30(1), 82-90.
Sa’odah Ahmad. (2016). Relationship between job stress and organizational commitment among public servants in Pontian, Johor. International Journal of Business, Economics and Law, 10(2), 1-6.
Travel and tourism in Malaysia- statistics and facts. Statista Online. Retrieved from https://www.statista.com/topics/5741/travel-and-tourism-in-malaysia/#dossierKeyfigures
Tourism in Malaysia. Retrieved from https://www.worlddata.info/asia/malaysia/tourism.php
Wen, B., Zhou, X., Hu, Y., & Zhang, X. (2020). Role stress and tunrover intentions of front-line hotel employees: The roles of burnout and service climate. Frontiers in Pyschology, 11:36, doi :10.3389/fpsyg.2020.00036
Wong, C. A., & Laschinger, H. K. S. (2015). The influence of frontline manager job strain on burnout, commitment and turnover intention: A cross-sectional study. International Journal of Nursing Studies, 52, 1824-1833. doi: 10.1016/j.ijnurstu.2015.09.006.
Yavas, U., Karatepe, O. M., & Babakus, E. (2013). Does hope buffer the impacts of stress and exhaustion on frontline hotel employees’ turnover intentions? Journal of Tourism, 61(1), 29-39.
Zainal, NSB., Wider, W., Lajuma, S., Ahmad Khadri, MWAB., Taib, NM., & Joseph, A. (2022). Employee retention in the service industry in Malaysia. Frontiers in Sociology,7:928951, doi:10.3389/fsoc.2022.928951.
Zheng, G., Liu, H., Wang, Y., & Chen, B. (2021). The embedded paradox of organizational turnover and professional autonomy. Research on Social Work Practice, 31, 662-670.
Akgunduz, Y., & Sanli, S. C. (2017). The effect of employee advocacy and perceived organizational support on job embeddedness and turnover intention in hotels. Journal of Hospitality and Tourism Management, 31, 118-125.
Amri, A., Barakbah, S., & Majdi, A. (2021). Hotel employees burnout and turnover intentions. Webology, 18, 74-88.
Blau, P.M. (1964). Exchange and power in social life. New York: John Wiley.
Chen, C. F., & Yu, T. (2014). Effects of positive vs negative forces on the burnout commitment-turnover relationship. Journal of Service Management, 25(3), 388-410. doi: 10.1108/JOSM-01-2012-0003.
Cropanzano, R., & Mitchell, M.S. (2005), Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900.
Emiroglu, B. D., Akova, O., & Tanriverdi, H. (2015). The relationship between turnover intention and demographic factors in hotel businesses: A study at five star hotels in Instanbul.
Fatin, H. B., Mohamad, A. H., & Mohd H. H. (2016, December 15). Job hopping attitude and turnover intention of Gen Y hotel employees: A review and research agenda [PDF File]. Retrieved from http://www.soc.usm.my/images/pdf/Proceedings-for-Social Sciences- Postgraduate-International-Seminar-SSPIS-2016.pdf
Farhad Alipour., & Masumeh Kamaee. (2015). Examining the relationship between job stress and organizational commitment among nurses of hospitals. Patient Safety and Quality Improvement Journal, 3(4), 277- 280.
Gatling, A., Kang, H. J. A., & Kim, J. S. (2016). The effects of authentic leadership and organizational commitment on turnover intention. Leadership & Organizational Development Journal, 37(2), 181-199. doi: 10.1108/lodj-05-2014-0090.
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement.
American Sociological Review, 25, 161-178.
Haar, J.M. (2016). Challenge and hindrance stressors in New Zealand: Exploring social exchange theory outcomes. International Journal of Human Resource Management,17, 1942–1950.
Hausknecht, J. P., Hiller, N. J., & Vance, R. J. (2008). Work-unit absenteeism: Effects of satisfaction, commitment, labor market conditions and time. Academy of Management Journal, 51(6), 1223-1245.
Jiang, Q., Lee, H., & Xu.D. (2020). Challenge stressors, work engagement and affective commitment among Chinese public Servants. Public Personnel Management, 1-24.
Kaur, R., & Randhawa, G. (2020). Supportive supervisor to curtail turnover intentions: do employee engagement and work-life balance play any role? Evidence- based HRM: A Global forum for Empirical Scholarship, 9(3), 241-257.
Labrague, L. J., Gloe, D., McEnroe, D. M., Konstantinos, K., & Colet, P. (2018). Factors influencing turnover intention among registered nurses in Samar Philippines. Journalof Applied Nursing Research, 39, 200-206. doi: 10.1016/j.apnr.2017.11.027.
Lee, S., Park, J., Back, K.J., Hyun, H., & Lee. SH. (2020). The role of personality traits towards organisational commitments and service quality commitments. Frontiers in Psychology, 11:631. doi:10.3389/fpsyg.2020.00631.
Liew, L.C. & Idris, N. (2017). Validity and reliability of the instrument using exploratory factor analysis and Cronbach’s Alpha. International Journal of Academic Research in Business and Social Sciences, 7(10), 400-410.
Madiha Khan., Nazim Ali., Shafiq-ur-Rehman., & Shabir Ahmad. (2017). Mediating role of organizational commitment between occupational stress and turnover intention in Pakistani universities. Sarhad Journal of Management Sciences, 3(2), 250-260.
Mazlam Celik. (2018). The effect of psychological capital level of employees on workplace stress and employee turnover intention. Innovar, 28(68), 67-75.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-88.
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and three-component- conceptualization. Journal of Applied Psychology, 78(4), 538-551
Misbah Hayat., Muhammad Hasnat., Muhammad Umair., Muhammad Hashim, & Zubair Akram. (2016). Relationship between job stress and organizational commitment: An empirical study of banking sector. Journal of Business Management and Economics, 7(1), 29-37.
Namra Rehman, & Tahira Mubashar. (2017). Job stress, psychological capital and turnover intention in employees of hospitality industry. Journal of Behavioral Sciences, 27(2), 59-79.
O’Neill, J.W. & Davis, K. (2011). Work stress and well being in the hotel industry. International Journal of Hospitality Management , 30, 385-390.
Pallant, J. (2007). SPSS Survival Manual 3rd edition: A step by step guide to data analysis using SPSS version 15. Maidenhead, UK: Open University Press – McGraw Hill Education.
Parker, D. F., & DeCotiis, T. A. (1983). Organizational determinants of job stress. Organizational Behaviorand Human Performance, 32, 160-177.
Patcharanan, T., & Vanchai, A. (2016). Creativity and turnover intention among hotel chefs: The mediating effects of job satisfaction and job stress. International Journal of Hospitality Management, 55, 33-40. doi: 10.1016/j.ijhm.2016.02.009.
Prachi, A., & Sajid, S. M. (2017). A Study of Job Satisfaction, Organizational Commitment and Turnover Intentions among Public and Private Sector Employees. Journal of Management Research, 17(3), 123-136.
Preacher, K. J., & Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40(3), 879-891.
Ramesh, K., & Koh, G. E. (2012). Perceived organizational commitment and its impact to the turnover intention: A correlation analysis. Journal of Global Business and Economics, 4(1), 40-49.
Rana Rashid Rehmand., & Ajmal Waheed. (2012). Work-family conflict and organizational commitment: Study of faculty members in Pakistani universitities. Pakistan Journal of Social and Clinical Psychology, 9(2), 23-26.
Roodt, G. (2004). Concept redundancy and contamination in employee commitment research: Current problems and future directions. SA Journal of Industrial Psychology, 30(1), 82-90.
Sa’odah Ahmad. (2016). Relationship between job stress and organizational commitment among public servants in Pontian, Johor. International Journal of Business, Economics and Law, 10(2), 1-6.
Travel and tourism in Malaysia- statistics and facts. Statista Online. Retrieved from https://www.statista.com/topics/5741/travel-and-tourism-in-malaysia/#dossierKeyfigures
Tourism in Malaysia. Retrieved from https://www.worlddata.info/asia/malaysia/tourism.php
Wen, B., Zhou, X., Hu, Y., & Zhang, X. (2020). Role stress and tunrover intentions of front-line hotel employees: The roles of burnout and service climate. Frontiers in Pyschology, 11:36, doi :10.3389/fpsyg.2020.00036
Wong, C. A., & Laschinger, H. K. S. (2015). The influence of frontline manager job strain on burnout, commitment and turnover intention: A cross-sectional study. International Journal of Nursing Studies, 52, 1824-1833. doi: 10.1016/j.ijnurstu.2015.09.006.
Yavas, U., Karatepe, O. M., & Babakus, E. (2013). Does hope buffer the impacts of stress and exhaustion on frontline hotel employees’ turnover intentions? Journal of Tourism, 61(1), 29-39.
Zainal, NSB., Wider, W., Lajuma, S., Ahmad Khadri, MWAB., Taib, NM., & Joseph, A. (2022). Employee retention in the service industry in Malaysia. Frontiers in Sociology,7:928951, doi:10.3389/fsoc.2022.928951.
Zheng, G., Liu, H., Wang, Y., & Chen, B. (2021). The embedded paradox of organizational turnover and professional autonomy. Research on Social Work Practice, 31, 662-670.
Published
2023-08-31
How to Cite
LAI MENG, Lee; EE VON, Hum.
Examining the Impact of Organizational Commitment on Job Stress and Turnover Intention in The Malaysian Hotel Industry.
Asian Journal of Behavioural Sciences, [S.l.], v. 5, n. 2, p. 1-11, aug. 2023.
ISSN 2710-5865.
Available at: <https://myjms.mohe.gov.my/index.php/ajbs/article/view/23834>. Date accessed: 09 sep. 2024.
Section
Articles
