The role of organisational commitment in mediating job stress and turnover intention among hotel employees in Malaysia

• Main Author: Hum, Ee Von
• Format: Final Year Project / Dissertation / Thesis
• Published: 2022
• Subjects: BF Psychology; HD Industries. Land use. Labor
• Online Access: http://eprints.utar.edu.my/4784/1/1807269_DIS.pdf; http://eprints.utar.edu.my/4784/
• Institution: Universiti Tunku Abdul Rahman

The hotel industry has been a major benefactor in Malaysia’s economy growth by playing a prominent role in complementing the tourism industry as it provides accommodations to travelers and tourists. However, Malaysia was also recorded to be one of the countries with the highest turnover rate especially in the hotel and restaurant industries. Therefore, awareness should be raised so that further measures could be taken to tackle this issue. The present study investigated whether job stress and organisational commitment predicted hotel employees’ turnover intention, whether job stress predicted hotel employees organisational commitment and whether organisational commitment mediates the relationship between job stress and hotel employees’ turnover intention. A total of 107 hotel employees of several hotels in Kuala Lumpur and Ipoh from various departments were selected according to their availability during the administration of the questionnaires. The Job Stress Scale (1983), Organisational Commitment Scale (1996) and Turnover Intention Scale (2004) were used to measure hotel employees’ job stress, organisational commitment and turnover intention respectively. The regression results revealed that both job stress and organisational commitment predicted hotel employee’s turnover intention. However, job stress did not predict hotel employee’s organisational commitment and organisational commitment does not mediate the relationship between job stress and turnover intention. The present study brought awareness to the employers in the hotel industry on the importance of minimizing stress in the workplace and also to enhance employees’ sense of involvement in order to reduce turnover intention among their employees.