Faktor penentu kepada niat berhenti kerja dalam kalangan pekerja hotel di Kuala Terengganu
List of Authors
  • Munir Salleh , Nurul Hakimah Mohamad

Keyword
  • Pekerja Hotel, Faktor Penentu, Niat Berhenti Kerja, Kuala Terengganu

Abstract
  • Niat berhenti kerja telah menjadi kebimbangan utama dalam kalangan industri hotel kerana kesannya terhadap prestasi keseluruhan organisasi. Pekerja industri hotel sangat tertekan oleh tugas yang mencabar dan persekitaran kerja. Tujuan kajian ini adalah untuk mengkaji faktor peramal kepada niat berhenti kerja dalam kalangan pekerja di industri hotel di Kuala Terengganu, Malaysia. Kajian ini membangunkan kerangka konseptual untuk menjelaskan bagaimana pemboleh ubah bebas seperti upah dan gaji, persekitaran kerja, kepercayaan kepada rakan sekerja, tekanan kerja dan kepuasan kerja dapat memberi kesan kepada niat berhenti kerja iaitu pembolehubah bersandar. Populasi kajian ini seramai 646 orang yang bekerja di 19 hotel di Kuala Terengganu, Malaysia. Daripada populasi sasaran, 277 pekerja telah dikenal pasti melalui persampelan rawak berstrata. Data telah dikumpulkan melalui soal selidik yang diedarkan kepada responden dari pelbagai jabatan. Hasil kajian menunjukkan semua faktor kecuali tekanan kerja memberi kesan yang signifikan ke atas niat berhenti kerja di mana faktor persekitaran kerja merupakan faktor terpenting. Penemuan kajian ini boleh digunakan oleh pengurusan hotel untuk mengkaji semula polisi pengurusan sumber manusia berkaitan dengan gaji dan upah, membangunkan persekitaran kerja yang mengutamakan kebajikan pekerja dan mengukuhkan hubungan antara pekerja.

Reference
  • 1. Aamodt, M.G. (2004). Applied Industrial/Organisational Psychology (4th ed). USA: Thomson/Wadsworth.
    2. Ahmad, R., & Zainol, N. A. (2011). What It Takes to Be A Manager: The Case of Malaysian Five Star Resort Hotels. Second International Conference on Business and Economic Research 2011 Proceeding.
    3. Albattat, A. R. S., & Som, A.P.M. (2013). Employee Dissatisfaction and Turnover Crises in the Malaysian Hospitality Industry. International Journal of Business and Management, 8 (5): 62-71.
    4. Anbazhagan A., Soundar Rajan L. J., Ravichandran A. (2013). Work Stress of Hotel Industry Employees in Puducherry. Asia Pacific Journal of Marketing & Management Review. 2(5), May (2013).
    5. Azman I., Cindy J., Ali B., Osman M.R, & Wan Khairuzzaman W. I. (2012). Kepuasan Kerja adalah Peramal kepada Keinginan Berhenti Kerja Secara Sukarela: Satu Kajian di Sebuah Penguasa Tempatan. Jurnal Kemanusiaan, Bil. 19: 11-26.
    6. Azman I, Hassan Al-Banna M., Sayuti A.G., Mohd Hamran M., Aman Daima M.Z., Ahad Nawawi Y., & Cindy J. (2012). Kaitan antara Kepuasan Kerja, Sikap Terhadap Ganjaran Kewangan dan Keinginan untuk Berhenti Kerja Secara Sukarela: Pendekatan Empirikal dan Pendekatan Islam. Jurnal Teknologi, 57 (sains Sosial), Jan, 2012:153-182.
    7. Bader, A.A.Q., (2015). The Impact of Job Stress Resources onJob Performance of Hotels in Amman. International Journal of Business and Social Sciences, 6(7): 70-81.
    8. Beehr, T. A., Jex, S. M., Stacy, B. A., & Murray, M. A. (2000). Work Stressors and Coworker Support As Predictors of Individual Strain and Job Performance. Journal of Organizational Behavior, 21(4), 391-405.
    9. Beehr, T. A., Jex, S. M., Stacy, B. A., & Murray, M. A. (2000). Work Stressors and Coworker Support as Predictors of Individual Strain and Job Performance. Journal of Organizational Behavior, 21(4), 391-405.
    10. Berita Harian Online (2019). Tujuh Negeri Catat KDNK Atasi Paras Nasional. Selasa, 8 May 2018.http://www.bhplus.com.my/bisnes/l ain-lain/2018/05/422907/tujuh-negericatat-kdnk-atasi-paras-nasional.
    11. Berita Harian Online (2017). Sektor Pelancongan Terengganu diperkasa. Tajuk berita bertarikh 9 November (Khamis) 2017. Petikan dari https://www.bharian.com.my/berita/nasional/ 2017/11/348732/sektor-pelanconganterengganu-diperkasa.
    12. Bigliardi B., Petroni A., & Ivo Dormio A., (2005) "Organizational Socialization, Career Aspirations and Turnover Intentions Among Design Engineers", Leadership & Organization Development Journal, 26(6): 424-441.
    13. Carbery, R, Garavan, T.N., O’Brien, F., McDonnell, J. (2003). Predicting Hotel Managers’ Turnover Cognitions. Journal of Managerial Psychology, 18(7): 649-679.
    14. Chepchumba, T.R., & Kimutai B.D. (2017). The Relationship Between Employee Compensation and Employee Turnover in Small Businesses Among Safaricom Dealers in Eldoret Municipality, Kenya. International Journal of Economics, Commerce and Management United Kingdom, 5(2): 490 - 501.
    15. Cummins, R.A., & Gullone, E. (2000). 'Why We Should Not Use 5-Point Likert Scales: The Case for Subjective Quality of Life Measurement', The Second International Conference on Quality of Life in Cities, Singapore: National University of Singapore.
    16. Dewi, P., & Netra, I. (2015). Pengaruh Stres Kerja dan Motivasi Kerja Terhadap Kepuasan Kerja Karyawan Pada Matahari Bungalow Restaurant and Spa Legian Kuta-Bali. EJurnal Manajemen, 4(7). Petikan dari https://ojs.unud.ac.id/index.php/Manajem en/article/view/12577.
    17. E-Buletin MOTAC (2018). Kementerian Pelancongan, Seni dan Budaya Malaysia. Isu November –Disember 2018.
    18. Erdogan, B., & Enders J. (2007) “Support from the Top: Supervisors’ Perceived Organizational Support as a Moderator of Leader-member Exchange to Satisfaction and Performance Relationships” Journal of Applied Psychology, 92 (2): 321–330.
    19. Emiroglua B.D; Akovab O., & Tanriverdic H. (2015). The Relationship Between Turnover Intention and Demographic Factors in Hotel Businesses: A Study at Five Star Hotels in Istanbul. Procedia - Social and Behavioral Sciences. 207 (2015): 385-397.
    20. Fay A. (2017). The Perceptions of Employee Turnover from the Viewpoint of Former Food and Beverage Front of House Employees: A Case Study of a 4-star hotel in Dublin. A Dissertation Submitted in Partial Fulfilment for the MA in Human Resource Management.
    21. Frank, F.D., Finnegan, R.P. & Taylor, C.R. (2004) The Race for talent: Retaining and Engaging Workers in the 21st Century’, Human Resource Planning, 27(3): 12-25.
    22. Folger R., & Konovsky M.A (1989). Effects of Procedural and Distributive Justiceon Reactions to Pay Raise Decisions. Academic Management Journal, 32(1): 115–30.
    23. Ghada A., Wahid E. L., & Mohammad A.K (2017). Factors Affecting Employees’ Turnover Intention. International Business Management, 11(1): 118-130.
    24. Grimshaw, D. (2011). What Do We Know About Low-Wage Work and Low-Wage Workers? Analysing the Definitions, Patterns, Causes and Consequences in International Perspective. International Labour Organization 2011.
    25. Gilboa S., Shirom A., Fried Y., & Cooper C. (2008). A Meta-Analysis of Work Demand Stressors and Job Performance: Examining Main and Moderating Effects. Personnel Psychology. 61(2): 227–272.
    26. Goldsmith, A., & Mohd Salehuddin M. Z (1994). Hospitality Education in Malaysia: Filling the Skill Gap. International Journal of Contemporary Hospitality Management, 6(6): 27-31.
    27. Hall, D.T., (1996), “Protean Careers of The 21st Century”, Academy of Management Executive, 10 (4): 8-16.
    28. Hashim Fadzil A. and Norbani C. H (2014). Examining Malaysian Hotel Employees Organizational Commitment: The Effect of Age, Education Level and Salary. International Journal of Business and Technopreneurship, Volume 4, No. 3, Oct 2014:413-438.
    29. Hinton P.R., Brownlow. C., McMurray I., & Cozens B. (2004). SPSS Explained. Routledge, Tayopr & Francis Group.
    30. Huai, Yang (2015). The Influencing Factors of Employee Turnover Intention in Hotel Industry in Ning Xia China, Master Thesis, Universiti Utara Malaysia.
    31. Huselid, M. (1995). The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance. Academy of Management Journal, 38(3), 635–672.
    32. Kamaazura A., Ahmad Munir M.S., Mohd Shaladdin M., Azlin Zuraini A., & Ruzita M. (2015). Challenge-Stress and Hindrance-Stress in the Southeast Asian Hotel Sector. Journal of Indonesian Economy and Busines, 30 (2): 101-112.
    33. Kamaazura A. (2015). Keadilan Organisasi, Orientasi Pelanggan dan Stres: Penentu Terhadap Kepuasan Kerja dalam Industri Perhotelan Malaysia. PhD Dissertation. Universiti Malaysia Terengganu.
    34. Karakaş A. (2017). Relationship Between Emotional Labor, Burnout and Turnover Intention: A Study on Hotel Business Employees. Journal of Business Research-Türk, 9(1): 80-112 Kesatuan Hotel Malaysia, (2012) di dalam buydissertation.com bertarikh 2 Mac 2012.
    35. Khatri N. , Tze Fern C. , & Budhwar P. (2001). Explaining Employee Turnover in an Asian Context. Human Resource Management Journal, 11(1):54-74.
    36. Kokt. D., & Ramarumo R. (2015). Impact of Organisational Culture on Job Stress and Burnout in Graded Accommodation Establishments in the Free State Province, South Africa International Journal of Contemporary Hospitality Management, 27(6):1198-1213. Petikan dari https://doi.org/10.1108/IJCHM-03-2014- 0100.
    37. Kusluvan, S., Kusluvan, Z., Ilhan, I., & Buyruk, L. (2010). The Human Dimension. A Review of Human Resources Management Issues in the Tourism and Hospitality Industry. Cornell Hospitality Quarterly,51(2): 171-214.
    38. Krejcie, R.V., & Morgan, D.W. (1970). Determining Sample Size for Research Activities. In Hill, R. (1998). “What Sample Size is ‘Enough’ in Internet Survey Research”? Interpersonal Computing and Technology: An electronic Journal for the 21st Century.
    39. Laporan Tahun Tourism Malaysia 2017.
    40. Lee C.C., Huang S.H., & Zhao C.Y (2011). A Study on Factors Affecting Turnover Intention of Hotel Empolyees. Asian Economic and Financial Review, Asian Economic and Social Society, 2(7): 866-875.
    41. Lepine J.A, Podsakoff N.P & Lepine M.A. (2005). A Meta-analytic Test of the Challenge Stressor-hindrance Stressor framework: An Explanation for Inconsistent Relationships among Stressors and Performance. Academy of Management Journal, 48(5):764–775.
    42. Levine, D.I. (1993) “What Do Wages Buy?” Administrative Science Quarterly, 38(4): 462- 483.
    43. Luthans, F. (1995). Organisational behaviour. (7th ed.). McGraw-Hill, Inc.
    44. Maholtra, N.K. (1996). Marketing Research. An Approach Orientation (2nd ed.), NJ: Prentice Hall Inc.
    45. Malek K., Kline S.F., & DiPietro R. (2018) "The Impact of Manager Training on Employee Turnover Intentions", Journal of Hospitality and Tourism Insights, 1(3): 203-219.
    46. McEvoy, G.M. and Cascio, W.F. (1985), “Strategies for Reducing Employee Turnover: A Metaanalysis”, Journal of Applied Psychology, Vol. 70: 342-53.
    47. Mohamad Abdullah, H (2006). Turnover Intentions of Hotel Employees: The Role of Human Resource Management Practices, Trust in Organization, and Affective Commitment. PhD Dissertation. Extract from Research Gate https://www.researchgate.net/publication/265 243281.
    48. Mohd Hanafi A. O., & Fadilah P. (2017). Quantitative Data Analysis: Choosing Between SPSS, PLS and AMOS in Social Science Research. International Interdisciplinary Journal of Scientific Research, 3 (1): 14-25.
    49. Mowday, R., Steers, R., & Porter, L. (1979). The Measurement of Organizational Commitment. Journal of Vocational Behavior, 14(2): 224- 247.
    50. Nor Hayati S. (2004). Nota Penyelidikan. Golongan Profesional Melayu di Terengganu: Kajian Sosio-Budaya, Akademika, 64 (Januari 2004), 133-142.
    51. O’Neill J.W., & Davis K. (2011). Work Stress and Well-being in the Hotel Industry. International Journal of Hospitality Management. 2011 June 1; 30(2): 385–390.
    52. Pallant, J. (2002). SPSS Survival Manual: A Step by Step Guide to Data Analysis Using SPSS For Window. Ligare, Sydney: Allen & Unwin.
    53. Pizam, A., Thornburg, S.W. (2000). Absenteeism and Voluntary Turnover in Central Florida Hotels: A Pilot Study. Hospitality Management, 19:211-217.
    54. Pratama, I., & Sriathi, A. (2015). Pengaruh Stres Kerja Dan Pemberdayaan Terhadap Kepuasan Kerja Karyawan di Prama Hotel. E-Jurnal Manajemen, 4(11). Petikan dari https://ojs.unud.ac.id/index.php/Manajemen/a rticle/view/14633.
    55. Price, J. (2001). Reflections on the determinants of voluntary turnover. International Journal of Manpower 22, 600-624.
    56. Sekaran, U. (2003). Research Methods for Business: A Skill-building Approach. West Essex, United Kingdom: A John Wiley and Sons, Ltd publication.
    57. Sangaran G., and Jeetesh K. (2015). The Effects of Job Satisfaction towards Employee Turnover in the Hotel Industry: A Case Study of Hotels in Kuala Lumpur City Center. Journal of Tourism & Hospitality, 4:1.
    58. Sell, L. and B. Cleal (2011) “Job Satisfaction, Work Environment, and Rewards: Motivational Theory Revisited”, Labour, 25(1): 1-23.
    59. Sidek Mohd. Noah (2002). Perkembangan Kerjaya: Teori dan Praktis. Serdang: Penerbit Universiti Putra Malaysia.
    60. Singh P. and Loncar N. (2010). Pay Satisfaction, Job Satisfaction and Turnover Intent. Industrial Relations, 65(3), 2010.
    61. Su. H.W (2014). The Factors of Turnover Intention in Hotel Industry. International Journal of Research and Reviews in Applied Sciences, 12(1):31-38. Petikan dari https://www.cabdirect.org/cabdirect/abstract/2 0153381597.
    62. Subramanian, I.D., Shin, Y.N. (2013). Perceived Organizational Climate and Turnover Intention of Employees in The Hotel Industry. World Applied Sciences Journal, 22 (12): 1751-1759.
    63. Tang, T.L.P., Kim, J.K., & Tang, D.S.H. (2000). Does Attitude Toward Money Moderate the Relationship between Intrinsic Job Satisfaction and Voluntary Turnover? Human Relations. 53(2): 213-245.
    64. TDC-Malaysia Tourism (KPI 2016). Petikan dari https://www.tourism.gov.my/pdf/uploads/Key -Performance-Indicators-2016.pdf.
    65. Trivellasa P., Reklitisa P., & Platis. C. (2013). The Effect of Job Related Stress on Employees' Satisfaction: A Survey in Health Care. Procedia - Social and Behavioral Sciences, 73 (2013): 718-726.
    66. Van Dam, K. (2003), “Understanding Experts’ Attitudes Towards Functional Flexibility”, International Journal of Human Resources Development and Management, Vol. 3: 138- 53.
    67. Wan Suzita W.I., Habibah A., & Hamzah J. (2016). The Tourist Satisfaction on "Servicescape" Tourism in East Coast Economic Region. Journal of Social Sciences and Humanities, Special Issue 2, October 2016: 2-22.
    68. Wang J., Lee J., Park S., Chang H., & Kim S.S. (2014). The Impact of Occupational Stress on Employee’s Turnover Intention in the Luxury Hotel Segment. International Journal of Hospitality & Tourism Administration, 15(1):60-77.
    69. Xiao X. H., Zhu, Y. L., Jian, S., Rong, H.M., & Yi, A. Z. (2000). A comparative Study of Stress among University Faculty in China and Japan. Higher Education, 39: 253-278.