engleski

The Organizational Climate and Employee Turnover Intention in Dubrovnik Hotels

The aim of this study was to find out the organizational climate (OC) in hotels in Dubrovnik and how it correlates to employees’ intention to leave the organization. Surveys administered to front-liners and employees in non-managerial job positions in three, four and five star hotels, measured different elements of OC, in terms of performance of their organization and their perceived importance. The results indicate that the organizational climate in these hotels is best described as rule-oriented. The employees reported the highest level of satisfaction with ‘Role Clarity’ in their company, and were least satisfied with ‘Career Development.’ While the participants also perceive ‘Role Clarity’ as the most important factor for the organization, which suggests that management is adequately addressing the expectations of employees, ‘Career Development’ is one of the factors rated as least important, which is arguably troubling in the industry that struggles with employee retention. Results further show that ‘Training and Job-Socialization’ is neglected in hotels, though high importance is allotted to training by hotel personnel, making this the area in need of immediate improvement. The absence of appropriate training could be seen as one of the factors influencing the difference in rating of companies’ performance by permanent, seasonal and co-op workers, with latter providing lower ratings for performance of companies regarding ‘Role Clarity’ and ‘Commitment and Morale.’

Organizational climate, turnover intention, leadership, employee satisfaction, hospitality industry

nije evidentirano