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Introduction

The sharp influx of travelers has made and continues to make the tourism and hospitality (T&H) industry an important area of employment for a variety of groups in labor market.Employee turnover is a comparison of the amount of employees a company has to replace to the average amount of total employees (Beam, 2009). In lower paying jobs, employee turnover is higher than other jobs, a concern to many companies. “Companies take a deep interest in their employee turnover rate because it is a costly part of doing business” (Beam, 2009). This is the major problem so far that the industry faces, and it is really costly for the employer in jobs. Major problems of turnover have been grouped under four topics: Compensation- rate problem, poor training, weak leadership and unreasonable expectations.

MethodAnticipated Results and

DiscussionHigh employee turnover, employee dissatisfaction with compensation, schedule choices, poor benefits and moral utility are the greatest areas of concern in hospitality and tourism industry. In order to improve employee morale while not leading to degeneracy and habitually undesirable work habits, companies must fulfill the morale and obligations to both the employee and their community. The problems faced by many service industries are persuasive and cannot be solved solely through the human resources department. Service companies should cooperate with government social services, colleges, and universities to find out the main source of this issue and try to lower the turnover.

DETERMINING ANTICIPATED INTENTIONS TO LEAVE HOTELIERS’ POSITIONS: A CASE STUDY OF

SARASOTA-MANATEE COUNTIES

Hasan John Yilmaz1 and Abdullah Tanrisevdi2 UNIVERSITY OF SOUTH FLORIDA-COLLEGE OF HOSPITALITY AND TECHNOLOGY LEADERSHIP

REFERENCES

Hoteliers in Sarasota and Manatee Counties will be asked to participate this study. The research will be carried out via a questionnaire in 2015. A total of 11 items will be used to measure hoteliers’ intentions to leave their existing positions or anticipated turnover through Anticipated Turnover Scale(ATS), which was developed by Hinshaw and Atwood (1982) assessed the employees’ perception or opinion of the possibility of voluntarily terminating their present job. The respondents will be asked to evaluate the importance of the identified turnover intention issues using a seven – point Likert scale (1=strongly disagree, 7= strongly agree). In addition, a total of ten demographic related questions about respondents will be involved in the survey instrument. Using stratified sampling method, the hotels will be grouped by their bed capacities and luxury-budget classification.

Hypotheses

H1: There is relationship between employee position and turnover.

H2: The lower wage is negatively correlated with turnover.

H3: Lack of training in service industry will have more intention on employees to leave their current position

Beam, J. (2009). What is Employee Turnover? Retrieved November 13 2009 from Wisegeek https://www.wisegeek.com/what –is –employee turnover.htm.

Hinshaw, A. S., & Atwood, J. R (1982). Anticipated turnover: A pilot stage instrument. Communicating Nursing Research, 13, 56.

Looking for Current US Employee Turnover Rates? Retrieved January 6, 2015, from http://www.nobscot.com/survey/index.cfm

1) I plan to stay in my position awhile.2) I am quite sure I will leave my position in the

foreseeable future. 3) Deciding to stay or leave my position is not a

critical issue for me at this point in time.4) I know whether or not I'll be leaving this

agency within a short time. 5) If I got another job offer tomorrow, I would

give it serious consideration. 6) I have no intentions of leaving my present

position. 7) I've been in my position about as long as I

want to. 8) I am certain I will be staying here awhile. 9) I don't have any specific idea how much

longer I will stay. 10) I plan to hang on to this job awhile. 11) There are big doubts in my mind as to

whether or not I will really stay in this agency.

Survey Instrument

Anticipated Turnover Scale(Hinshaw, A.S. and Atwood, J.R., 1982)

http://www.nobscot.com/index2007.cfm