Bitte verwenden Sie diesen Link, um diese Publikation zu zitieren, oder auf sie als Internetquelle zu verweisen: https://hdl.handle.net/10419/272316 
Erscheinungsjahr: 
2022
Quellenangabe: 
[Journal:] Journal of Tourism, Heritage & Services Marketing [ISSN:] 2529-1947 [Volume:] 8 [Issue:] 1 [Publisher:] International Hellenic University [Place:] Thessaloniki [Year:] 2022 [Pages:] 38-47
Verlag: 
International Hellenic University, Thessaloniki
Zusammenfassung: 
Purpose: This study analyzes employee turnover in the under-researched context of the Gulf Cooperation Council. Methods: This study uses a qualitative approach to examine the reasons for turnover and strategies adopted within the hotel sector to reduce this turnover. Results: The findings reveal that turnover reasons are organization- and employee-specific. Strategies to reduce turnover include promoting a good work environment, providing transfer opportunities, talent and development planning, and implementing exit strategies to find out employees' reasons for leaving. These findings will benefit the hotel industry's human resource planning, as most employees are expatriates, and will reduce costs in terms of new recruitment. Implications: From a context based perspective cultural differences between employees' nationalities are a reason for turnover linked to differences in salary and benefits. "Social" and "economic" value are key elements for human resource professionals to consider when developing employee benefits.
Schlagwörter: 
Employee Turnover
Hospitality Industry
Human Resource Management
JEL: 
E24
L83
J63
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Creative-Commons-Lizenz: 
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Dokumentart: 
Article
Dokumentversion: 
Published Version
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