The primary assumptions in the applications of equity theory include: 1. Employees expect a fair return for what they contribute to their jobs, a concept referred to as the “equity norm”. 2. Employees determine what their equitable return should be after comparing their inputs and outcomes with those of their coworkers. This concept is referred to as “social comparison”. 3. Employees who perceive themselves as being in an inequitable situation will seek to reduce the inequity either by distorting inputs and/or outcomes in their own minds (“cognitive distortion”), by directly altering inputs and/or outputs, or by leaving the organization.
Published in Chapter:
Staff Turnover at the Crossboarder Hotel Company: A Strategic-Longitudinal Investigation, Part A
Angelo Camillo (Woodbury University, USA), Francesca Di Virgilio (University of Molise, Italy), and Loredana Di Pietro (University of Molise, Italy)
Copyright: © 2015
|Pages: 12
DOI: 10.4018/978-1-4666-8606-9.ch026
Abstract
This chapter endeavors to draw attention to staff turnover in the hospitality industry by analyzing a company, which will be referred to as “Crossboarder Hotel Company”. The actual name has been disguised to maintain the company's confidentiality. The chapter discusses the causes and effects of employee turnover and ways to prevent turnover. Turnover is divided into three categories: job dissatisfaction, errors in employee selection, and poor management. The common cause of turnover however; is job dissatisfaction which affects employees well-being. A survey instrument that included measures of job satisfaction, and demographic information was used to collect information from hotel employees of an American Hotel Chain we refer to as the “Crossboarder Hotel Company”, geographically dispersed in Georgia, Alabama, California, North Carolina, Arizona, Texas, Utah, and Indiana. Data from 78 respondents were collected over a three-year period. The results show that favouritism, nepotism, lack of responsibility and accountability, lack of training and improper communication negatively contributed to job satisfaction.