The relationship between the perceived discrepancies between person /organizational basic assumptions and employee personal characteristics and employee turnover in the hotel industry.

摘要

This study examines the relationship between the perceived discrepancies between person/organizational basic assumptions and employee personal characteristics and employee turnover in the hotel industry. The first research question is "How does the discrepancy between an employee's basic assumptions and his/her perception of the organization's basic assumptions relate to an employee's intention to stay with the organization?" The second question is "How do employee personal characteristics (e.g., age, marital status, education, and tenure with the organization) relate to an employee's intention to stay with the organization?";This study utilizes Stockman's (2003) Person/Organizational Fit Questionnaire (POFQ) to measure basic assumption discrepancy scores. Intent to stay is measured by asking a single question, "How long do you plan on working for this organization?" The respondents for this study are exempt and non-exempt employees from a large luxury resort located in the Midwestern United States.;Correlation analysis is used to measure the relationship between basic assumption discrepancy score and intent to stay. Chi-square analysis is used to measure the relationship between personal characteristics and intent to stay.;The results indicate a significant negative relationship between basic assumption discrepancy score and intent to stay. They also indicate a significant positive relationship both between age and intent to stay and tenure with the organization and intent to stay. Finally, the results show that married employees are more likely to intend to stay with the organization than unmarried employees are. This study also recommends additional hospitality industry turnover research.