Appannan Jeya Santhini, Maheswaran Logeswary, Raimee Nuraishah, Lim Wan Leng, Amran Faridah Hanum
Faculty of Accountancy and Management, Universiti Tunku Abdul Rahman (UTAR), Kajang, Malaysia.
School of Social Sciences, Heriot-Watt University, Putrajaya, Malaysia.
Work. 2022;73(4):1135-1145. doi: 10.3233/WOR-211467.
Millions of employees were laid off during the COVID-19 pandemic. The hospitality industry has been gravely hit by this crisis.
Drawing from the theory of conservation of resources (COR), our study aims to examine possible factors that influence turnover intention among hotel employees.
The hypotheses were tested on 141 hotel employees from Klang Valley, Malaysia. Data were collected by means of questionnaires, purposive sampling was employed, and PLS-SEM was used in performing the data analyses.
Job insecurity and psychological distress were found to be the potent antecedent of turnover intention. In contrast, the role of perceived supervisor support did not significantly moderate the effects of both job insecurity and psychological distress on the quitting intention.
Re-looking at existing policies and leadership styles may be fruitful in ensuring the sustainability path of an organization. This is pivotal in growing back the entire hospitality industry that has gravely affected by COVID-19.
在新冠疫情期间，数以百万计的员工被裁员。酒店业受到了这场危机的严重打击。
基于资源守恒理论（COR），本研究旨在探讨影响酒店员工离职意愿的可能因素。
对来自马来西亚巴生谷的141名酒店员工进行了假设检验。通过问卷调查收集数据，采用目的抽样法，并使用偏最小二乘结构方程模型（PLS-SEM）进行数据分析。
发现工作不安全感和心理困扰是离职意愿的重要前因。相比之下，感知到的上级支持在调节工作不安全感和心理困扰对离职意愿的影响方面并不显著。
重新审视现有政策和领导风格可能有助于确保组织的可持续发展路径。这对于重振整个受新冠疫情严重影响的酒店业至关重要。
