Turnover In The Hospitality Industry Case Study

Turnover is one of the major problem for the HTCA (Hospitality & Tourism, and Culinary Arts) industry. There are increasing number of studies on this issues as seeking for solution, with practices for human resources management, management practices, and particularly organizational commitment and job satisfaction has been taking in account (G.Faldetta, 2013).
In the hospitality and tourism industry, the high turnover rate has become the most problematic managerial topic, as the turnover rate is continuously higher compare to other industries (Cho et al., 2006). Iverson and Deery (1997) mentioned “turnover culture” has become a most significant explanation for high turnover in the hospitality industry, which many organizations will rather accept the turnover as part of workplace culture instead of finding solution to overcome it. With an excessive turnover in this

There are research been done by stated the highest turnover rate occurs during the first and four weeks on the job, so it was important to retain the newcomers during the beginning of entering new organizations (Kennedy and Berger,1994). Another research showed the most turnover among employees occurs within the first few months (Lundberg and Young, 1997). Hospitality is a labor intensive business, and is one of the industry which highly need of labor. According to Kusluvan (2000), the development of the locality in terms of infrastructure and tourism will direct effect the amount of labor needed. In developing countries such as Malaysia, the rapidly growth in tourism will required large amount of labor to work in