EMPLOYEE TURNOVER IN THE HOSPITALITY INDUSTRIES IN GHANA: A CASE STUDY IN THE EASTERN REGION
EMPLOYEE TURNOVER IN THE HOSPITALITY INDUSTRIES IN GHANA: A CASE STUDY IN THE EASTERN REGION
No Thumbnail Available
Date
2022-07
Authors
NAKIU DIANA
7201180023
Journal Title
Journal ISSN
Volume Title
Publisher
Abstract
The general purpose of the study was aimed at bridging the knowledge gap on employee
turnover in hotels and restaurants in New Juaben South municipal. The study adopted
descriptive research design, with quantitative approach. The study population comprises
management and staff of selected hotels of the hospitality industries in the Eastern region.
The study adopted stratified random sampling to select the population of the study. A
self-administered questionnaire was used to collect data from the workers for the study.
The quantitative data collected using the questionnaire was analysed using descriptive
statistics in the form of frequency distributions, graphs and charts. Among the three
objectives, the employees agreed that organisational factors affect the rate of employee
turnover in the hotel industry in Koforidua. Specifically, 52.6% of the respondents agreed
that the manager’s style of leadership contributes to a greater extend to the rate of
employee turnover. With regards to implications of remuneration and rewards on
employee retention, majority (55.1%) of the respondents disagreed that they are paid on
their performance, on open door policy for renegotiation of payment packages majority
(63.8%) of the respondents agreed to the statement. With regards to strategies to
addressing employee turnover, from the findings majority (83.6%) of the respondents
agreed that better working conditions is a strategy to retain employees in hotel industry.
The study concluded that the hospitality industry can benefit on open door policy, and
regular performance appraisals are necessary but they are only beneficial if undertaken
fairly. The study also concluded that a conducive working environment is key in
improving employees’ morale and retaining them. The study recommends that
establishment sound and effective retention strategies provision of better working
conditions, establishing good communication lines between management and employees.