Abstract:
Employee turnover is a critical issue in the hospitality industry, impacting
operational stability and service quality. This study investigates the factors
influencing turnover intention at Hotel X, focusing on work stress, career
opportunity, job satisfaction, and organizational commitment. Data were collected
from 138 respondents and analyzed to determine the significance of these factors
on turnover intention. The findings reveal that work stress (X1) has a significant
positive impact on turnover intention, indicating that higher stress levels
contribute to an increase in employees' intent to leave. Conversely, career
opportunity (X2), job satisfaction (X3), and organizational commitment (X4)
significantly negatively influence turnover intention, suggesting that
improvements in these areas reduce the likelihood of turnover. Additionally, the
combined influence of work stress, career opportunity, job satisfaction, and
organizational commitment significantly predicts turnover intention. These results
highlight the importance of addressing work stress while enhancing career
development opportunities, job satisfaction, and organizational commitment to
mitigate turnover intention in the hospitality sector. The study's insights provide
valuable guidance for developing strategic policies to improve employee
retention.
