Hong Kong is located off the mainland China, and it is a favored destination for Chinese tourists. As a result, it is seeing very high growth in its hospitality industry. This growth signals another change in the employee market in Hong Kong, that may possibly come with high turnover of employees. The dissertation will determine the job satisfaction factors that affect turnover intention of food and beverage industry professionals (Branham, 2000). The phenomenon of high labor turnover is not new one.
It is common knowledge that labor turnover represents a waste of resources and time spent on hiring, training, and socialization, among others. The hidden costs to the company are even greater encompassing disruption of customer service, poor brand projection, loss of morale in the organization, loss of experience, and lack of corporate legacy (Branham, 2000). The time of training for some fresh colleagues to suit position requirements is substantial, and represents loss.
Another scenario is that a senior employee resigns and brings with him critical information which may now be accessed by competitors. Recruitment in Hong Kong Recently, to employ a talent in Hong Kong is easy, but it is hard to retain them from the point of view of a Hong Kong manager who undertakes preparation in anticipation of shortage of talent for the future (http://www. scmp. com, online). The government of Hong Kong carries out efforts to attract tourists; for instance, the establishment of the Ngong Pin 360 cable car, wetland park, and the king of theme parks – Walt Disneyland.
The latter has been located in Hong Kong which is undoubtedly an attraction that could reinforce the inflow of tourists in the area (http://www. hkha. org, online). According to the Hong Kong Hotels Association (HKHA):‘The hospitality industry in Hong Kong registered strong rebound during the year 2005. Visitors from America and Europe, Africa and Middle East grew 15. 1% and 25. 6% respectively. Growth rate of visitors from Australia, New Zealand and South Pacific was even higher at 31. 8%. Most of the visitors from North Asia, South and South East Asia increased 19.
9% and 21. 4% respectively. ’ (http://www. hkha. org, online). With the rapid rise in the number of hotels being constructed, the projected upsurge of jobs is at 10,000. However, the booming growth is likely to be accompanied by employee turnover (http://www. hkha. org, online). Given this backdrop, Hong Kong is facing the rapidly growing demand for more labor and may face a serious shortage of talent. HR managers are facing a main challenge in Hong Kong’s hospitality industry – embodied in higher turnover of employees and the increased difficulty of retention (http://www.
hkha. org, online). The reasons for people switching jobs are still not very clear. While better salary is a reason for turnover, it is not so in numerous cases. There are many other factors in employee turnover than just an increase in pay or bonus. The current dissertation proceeds to investigating the essential factors that influence turnover in the food and beverage industry. Aims and Objectives The aim of the research is to study the relationships between job satisfaction and turnover intentions among food and beverage professionals in Hong Kong.
The literature review indicates that there are different factors affecting F & B professionals’ turnover intention. This research studies the turnover intention of F & B professionals in Hong Kong. The study answered the following research questions: What job satisfaction variable(s) cause the turnover intention among F & B professionals in Hong Kong? Based on the following framework, the following null hypotheses were tested: Figure 1. Theoretical Path Model (from Herzberg in Tichy & Devanna, 2003) Internal Work Motivation Job Security Satisfaction Social Job Satisfaction
Job Growth Satisfaction Turnover Intention Satisfaction with Pay Satisfaction with Supervision Issues to be Investigated: Relationships of Job Satisfaction Variables with Turnover Intention The following issues shall be investigated. First, the research will look into the relationship between internal work motivation and turnover intention. The second variable to be investigated is the level of job security satisfaction and its relationship to turnover intention. Third, the level of social job satisfaction in relation to turnover intention was also studied.
The fourth variavble looks into the relationship between job growth satisfaction and turnover intention. A fifth issue that was looked into is the relationship of level of satisfaction with pay and turnover intention. The final issue that was investigated is the relationship between level of satisfaction with supervision and turnover intention. The paper proceeds with the literature review which presents the relevant studies on the topic. These consist of secondary data from journals, books, online references.
These have been collected by the researcher, analyzed, and presented in a coherent way to compose the review of related literature. Chapter 2 Literature Review This chapter analyzes the literature which are related to the topic. It discusses the works of other researchers on theories/models that were used to support this study, as well as relevant literature on F&B’s professionals’ turnover intentions. The chapter begins with a general discussion on motivational theories, culture, and leadership which are all critical factors that affect an employee’s intent to leave.
The discussion then dovetails into a more specific presentation of the framework used in the current study. This chapter also includes a definition of terms incorporated into the discussion of related literature. Turnover Intention Employee turnover is a concept central to this research. Turnover intention differs from actual turnover. An employee’s intention to resign from his job was analyzed in terms of its relationships with the employee’s job satisfaction. The theories and discussions on job satisfaction were discussed in lieu with their relationship to employee turnover.