Document Type : Original Article
Authors
1
Faculty of Tourism and Hotels - Suez Canal University
2
Department of tourism studies, Faculty of tourism and hotels, suez canal university, Egypt
3
Associate Professor, Hotel Management Dept, Faculty of Tourism and Hotels, Suez Canal University, Ismailia, Egypt, Editorial Manager of Journal of Association of Arab Universities for Tourism and Hospitality
4
Tourism studies department, Faculty of tourism and hotel management ,Suez Canal University, Ismailia, Egypt
5
Hotel Management Department, Faculty of tourism and Hotels, Suez Canal University, Ismailia.
6
Department of tourism studies, Faculty of tourism and hotels, suez canal university, Egypt.
Abstract
Tourism and hospitality industries are labour intensive, however, it has high turnover rate. Therefore, the current study aims to decrease turnover intention among hospitality and tourism employees via using training in a proposed moderating mediated model. The study aims are threefold, firstly to examine the direct effect of employees’ training perceptions on turnover intention, secondly to examine the indirect effect via self-efficacy as a mediator, and finally to examine the moderating effects of both organizational trust and person-job fit between employees’ training perceptions and self-efficacy. Data were collected through a questionnaire form that was designed and distributed to a sample of employees at hotels and tourism companies located at Cairo city. Smart PLS was used to analyze the collected data. It was revealed that training perceptions could increase employees’ self-efficacy which in turn decreases turnover intention among the employees. The proposed moderators including organizational trust and person-job (P-J) fit could also fortify the effect of training perceptions on leveraging employees’ self-efficacy. Consequently, the study recommends enhancing P-J fit via accurate employees’ selection in advance to increase training effectiveness and decreasing turnover intention as a result. Additionally enhancing organizational trust increases the likelihood of training effectiveness and hence turnover intention decreases
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