The Effect of Work Attitudes on Turnover Intentions in the Hotel Industry: The Case of Cape Coast and Elmina (Ghana)

Abstract

Employee turnover is a problem for organizations and is one of the challenges facing human resource managers. Considering the risk factors that can influence healthy work practices, this paper sought to find out the relationship between work attitudes and intention to quit in the hotel industry in Cape Coast and Elmina. Chi square statistic was used to assess the relationship between work attitude variables, and intention to quit. The results revealed that satisfaction, motivation and alternative job opportunities were significant predictors of intention to quit. However, organisational commitment and job-hopping were not significant variables to explain one’s intention to leave the present job. This finding has important implications with regard to motivational strategies. Thus, it is critical that hotel management put in place effective compensation policies and motivational strategies to obtain and retain the best talent.

Keywords: Employee turnover, Intention to quit, Satisfaction