Employee retention: relationship among housekeeper’s job satisfaction, organizational workforce, and racial-ethnicity within the global hospitality industry in Utah, U.S.A. finding stability in a volatile hospitality industry
- Arts & Humanities Open Access Journal
Department of Hospitality Management, Woodbury School of Business, Utah Valley University, USA
The purpose of this paper is to explore what aspects of organizational workforces and a work environment and motivate the employee and in conjunction of his/her cultural diversity aspect to stay in the organization. This paper is extended to determine the factors reasons for retention of housekeeping employees in hotels in Utah. The researcher has analyzed data collected from 225 respondents and used component factor analysis to extract the factors from 12 organizational workforce variables: job satisfaction, extrinsic rewards, constituent attachments, organizational commitment, organizational prestige, lack of alternative, investments, advancement opportunities, location, organizational justice, flexible work arrangements, non-work influences. The findings indicate that four factors: employee value, rewards, job satisfaction, and organizational commitment are major reasons for the employees’ retention in hotels. The findings provide empirical evidence that hotel operator need to aware that the workforce environment is an importance source of employee retention.
employee retention, job satisfaction, organizational workforce, cultural diversity, factor analysis