An exploration of hospitality workers’ perceptions of the correlation between employee motivation and turnover rates in the industry
Abstract
Purpose
The turnover rates in the hospitality industry have been one of the highest among all
industries, which can have a negative effect on company profit, employee stress levels and
motivation. According to Robinson et al. (2014), high turnover rates further add additional costs
for organizations, as recruitment and training can be an expensive process. Friebel (2017)
states that many organizations have started implementing motivational techniques to attempt
to minimize these rates. The aim of this study is to explore the perceptions of hospitality
workers of employee motivation and how these motivational techniques can be used to reduce
turnover rates in the hospitality industry.
Methodology
A quantitative online questionnaire was distributed among current and past hospitality
workers, to understand what their perceptions on motivation are. Respondents were asked a
number of questions regarding their experiences and views on motivation, as well as other
factors that have been identified to have an effect on turnover rates by previous studies (Ricci
and Milman 2002; DiPietro and Contly 2007; Acikgoz et al. 2016). Additionally, questions about
previous reasons for leaving an employment were explored, along with reasons individuals
have had to stay at their employment.
Findings
The findings of the study provided an insight on what motivational techniques
hospitality workers have been offered within their workplace, alongside their opinions on what
effects they had. The study also emphasizes the importance of managerial training and the
environment that it might help create. The conclusions of the study could potentially help
organization identify which motivational techniques would be best suited for them.