ANALYZING FACTORS INFLUENCING TURNOVER INTENTION AT HOTEL X

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.