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PERSONALITY AND TURNOVER INTENTION AMONG HOTEL EMPLOYEES IN SARAWAK: ROLE OF FLOW AS MEDIATOR
Corresponding Author(s) : Sherrymina Kichin
Humanities & Social Sciences Reviews,
Vol. 7 No. 5 (2019): September
Abstract
Purpose of the Study: In the hotel industry, personality brings an impact on the perception of turnover intention among employees. The lack of past studies makes this present study become important to ensure employees’ performance and productivity are at highest level while reducing their turnover intention. Secondly, exhaustive review of past literature revealed that lack of studies that examined flow as mediator between personality and turnover intention in eastern phenomena, the element of positive psychology of flow necessary to be investigated. This study aims to determine whether employees’ personalities have significant relationship with the turnover intention, with mediating variable of flow which was underpinned with the person-environment fit theory to investigate the outcomes.
Methodology: This study implemented a quantitative method whereby the questionnaires were given out to the hotel’s employees in Sarawak. All data were analysed using SPSS software version 23.
Results: This study provides contributions to the hotel industry that are interested to identify prominent elements that influence, correlate and contribute to the possible outcomes of personality, flow and turnover intention among hotel employees in the context of eastern understanding.
Implications: The flow associated with an employee personality and turnover intention. Meanwhile, the hotel’s human resource practitioners advise to always implement better working practices in recruitment or training functions to ensure the right personality to work on specific tasks are being employed and lead to lower turnover intention.
Keywords
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- Akerstedt T., Ingre, M., Broman, J.E. & Kecklund, G. (2008). Distributed sleep in shift workers, day workers and insomniacs. Chronobiol Int, 25(2), 333–348. https://doi.org/10.1080/07420520802113922 DOI: https://doi.org/10.1080/07420520802113922
- Anderson, S. E., Coffey, B. S., & Byerly, R. T. (2002). Formal Organizational Initiatives and Informal Workplace Practices: Links to Work–Family Conflict and Job-Related Outcomes. Journal of Management, 28(6), 787–810. https://doi.org/10.1016/S0149-2063(02)00190-3 DOI: https://doi.org/10.1016/S0149-2063(02)00190-3
- Bakker, A. B. (2005). Flow among music teachers and their students: The crossover of peak experiences. Journal of Vocational Behavior, 66(1), 26–44. https://doi.org/10.1016/j.jvb.2003.11.001 DOI: https://doi.org/10.1016/j.jvb.2003.11.001
- Bakker, A. D. (2005). Job resources buffer the impact of job demands on burnout. Journal of Occupational Health Psychology, 10(2), 170–180. https://doi.org/10.1037/1076-8998.10.2.170 DOI: https://doi.org/10.1037/1076-8998.10.2.170
- Bakker, A.B. and Demerouti, E. (2008), Towards a Model of Work Engagement. Career Development International, 13, 209-223. https://doi.org/10.1108/13620430810870476 DOI: https://doi.org/10.1108/13620430810870476
- Bakker, A.B., & Leiter, M. P. (2010). Work engagement: A handbook of essential theory and research (Eds.). New York, NY: Psychology Press. https://doi.org/10.4324/9780203853047 DOI: https://doi.org/10.4324/9780203853047
- Bakker, A.B., Schaufeli, W.B., Leiter, M.P. & Taris, T. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work & Stress, 22, 187–200. https://doi.org/10.1080/02678370802393649 DOI: https://doi.org/10.1080/02678370802393649
- Cooper, D., & Schindler, P. (2008). Business research methods (10th ed.). New York, NY: McGraw-Hill/Irwin.
- Costa, P.T., JR., & McCrae, R. R. & M. (1985). The NEO Personality Inventory Manual. Odessa, FL: Psychological Assessment Resources. https://doi.org/10.1037/t07564-000 DOI: https://doi.org/10.1037/t07564-000
- Csikszentmihalyi, M. (1997). Finding flow: The psychology of engagement with everyday life. New York, NY: Harper Corlins.
- Csikszentmihalyi, M. & Csikszentmihalyi, I. S. (1988). Optimal experience: Psychological studies of flow in consciousness. New York, NY: Cambridge University Press. https://doi.org/10.1017/CBO9780511621956 DOI: https://doi.org/10.1017/CBO9780511621956
- Csikszentmihalyi, M., Abuhamdeh, S., & Nakamura, J. (2005). Flow. In Handbook of competence and motivation (pp. 598–608). New York, NY: Guilford Publications, Inc.
- De Cieri, H., & Bardoel, E. A. (2009). What does “work-life management†mean in China and Southeast Asia for MNCs? Community, Work and Family, 12(2), 179–196. https://doi.org/10.1080/13668800902778959 DOI: https://doi.org/10.1080/13668800902778959
- Felstead, A. J. (2002). Opportunities to work at home in the context of work-life balance. Human Resource Management Journal, 12(1), 54–76. https://doi.org/10.1111/j.1748-8583.2002.tb00057.x DOI: https://doi.org/10.1111/j.1748-8583.2002.tb00057.x
- French, J. R. P., Jr., Caplan, R. D., & Harrison, R. V. (1982). The mechanisms of job stress and strain. London: Wiley.
- Gallup. (2006). Gallup study: engaged employees inspire company innovation: national survey finds that passionate workers are most likely to drive organizations forward. The Gallup Management Journal.
- Hair, J. A. (1998). Multivariate data analysis (5th ed.). Upper Saddle River, NJ: Prentice Hall.
- Halpern, D. (2005). How time-flexible work policies can reduce stress, improve health, and save money. Stress and Health, 21(3), 157–168. https://doi.org/10.1002/smi.1049 DOI: https://doi.org/10.1002/smi.1049
- Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33(4), 692. https://doi.org/10.5465/256287 DOI: https://doi.org/10.5465/256287
- Kasa, M., & Hassan, Z. (2013). Antecedent and Consequences of Flow: Lessons for Developing Human Resources. Procedia - Social and Behavioral Sciences, 97, 209–213. https://doi.org/10.1016/j.sbspro.2013.10.224 DOI: https://doi.org/10.1016/j.sbspro.2013.10.224
- Kasa, M. & Hassan, Z. (2016). The Role of Flow Experience among the Hotel Employees in Sarawak. Tourism Development Journal, 14(1), 98–111.
- Kasa, M. & Hassan, Z. (2017). Burnout Dimensions with Work-Family Conflict among Hotel Employees: Flow Experience as Mediating Role. Journal of Management & Marketing Review, 2(2), 1–7. DOI: https://doi.org/10.35609/jmmr.2017.2.2(1)
- Kelloway, E.K., Gottlieb, B.H., & Barham, L. (1999). The source, nature, and direction of work and family conflict: A longitudinal Investigation. Journal of Occupational Health Psychology, 4, 377–346. https://doi.org/10.1037/1076-8998.4.4.337 DOI: https://doi.org/10.1037/1076-8998.4.4.337
- Langelaan, S., Bakker, A. B., van Doornen, L. J. P., & Schaufeli, W. B. (2006). Burnout and work engagement: Do individual differences make a difference? Personality and Individual Differences, 40(3), 521–532. https://doi.org/10.1016/j.paid.2005.07.009 DOI: https://doi.org/10.1016/j.paid.2005.07.009
- Macey W.H. & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1, 3–30. DOI: https://doi.org/10.1111/j.1754-9434.2007.0002.x
- McCrae, R. R. & John, O. P. (1992). An introduction to the Five-Factor Model and its applications. Journal of Personality, 60(2), 175–215. https://doi.org/10.1111/j.1467-6494.1992.tb00970.x DOI: https://doi.org/10.1111/j.1467-6494.1992.tb00970.x
- Nunnally, J. C. (1978). Psychometric theory (2nd ed.). New York, NY: McGraw-Hill.
- Parasuraman, S., & Greenhaus, J. H. (2002). Toward reducing some critical gaps in work–family research. Human Resource Management Review, 12(3), 299–312. https://doi.org/10.1016/S1053-4822(02)00062-1 DOI: https://doi.org/10.1016/S1053-4822(02)00062-1
- Perrons, D. (2003). The new economy and the work-life balance: Conceptual explorations and a case study of new media. Gender, Work and Organization, 10(1), 65–93. https://doi.org/10.1111/1468-0432.00004 DOI: https://doi.org/10.1111/1468-0432.00004
- Pervin, L. A. (1989). Goal Concepts in Personality and Social Psychology. Hillsdale: Erlbaum.
- Preacher, K.J. & Hayes, A. F. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behaviour Research Methods, 36(4), 717–731. https://doi.org/10.3758/BF03206553 DOI: https://doi.org/10.3758/BF03206553
- Robinson, D., Perryman, S. & Hayday, S. (2004). The drivers of employee engagement. Institute for Employment Studies, 408. Retrieved from https://www.employment-studies.co.uk/system/files/resources/files/408.pdf
- Schaufeli, W.B., Bakker, A.B. & Rhenen, W. V. (2009). How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism. Journal of Organizational Behaviour, 30(7), 893–917. https://doi.org/10.1002/job.595 DOI: https://doi.org/10.1002/job.595
- Simpson, R. (2000). Presenteeism and the impact of long hours on manage. In J. Winstanley, D. and Woodall (Ed.), Ethical Issue in Contemporary Human Resource Management (pp. 156–171). Macmillan: London.
- Sonnentag, S. (2003). Recovery, work engagement, and proactive behavior: A new look at the interface between nonwork and work. Journal of Applied Psychology, 88(3), 518–528. https://doi.org/10.1037/0021-9010.88.3.518 DOI: https://doi.org/10.1037/0021-9010.88.3.518
- Swartz-Kulstad, J.L., & Martin, W. E. (2000). Culture as an essential aspect of person-environment fit. In W. E. M. J. & J. L. Swartz-Kulstad (Ed.), Person-environment psychology and mental health: Assessment and intervention (pp. 169–195). Mahwah, NJ: Erlbaum.
- Takahashi M., Tanigawa, T., Tachibana, N., Mutou, K., Kage, Y., Smith, L. & Iso, H. (2005). Modifying effects of perceived adaption to shift work on health, wellbeing, and alertness on the job among nuclear power plant operation. Individual Health, 43(1), 171–178. https://doi.org/10.2486/indhealth.43.171 DOI: https://doi.org/10.2486/indhealth.43.171
- Tinsley, H. E. A. (2000). The congruence myth: An analysis of the efficacy of the person environment fit models. Journal of Vocational Behavior, 56(2), 147–179. https://doi.org/10.1006/jvbe.1999.1727 DOI: https://doi.org/10.1006/jvbe.1999.1727
- Voydanoff, P. (2005). Toward a conceptualization of perceived work-family fit and balance: A demands and resources approach. Family, Journal of Marriage and, 67, 822–836. https://doi.org/10.1111/j.1741-3737.2005.00178.x DOI: https://doi.org/10.1111/j.1741-3737.2005.00178.x
- Walsh, W. B., Craik, K. H., & Price, R. H. (2000). Person-environment psychology: Models and perspectives (2nd ed.). Mahwah, NJ: Erlbaum. DOI: https://doi.org/10.4324/9781410605771
- White, M. H. (2003). High-performance management practices, working hours and work-life balance. British Journal of Industrial Relations, 41, 175–195. https://doi.org/10.1111/1467-8543.00268 DOI: https://doi.org/10.1111/1467-8543.00268
- Wirtz, A., Giebel, O., Schomann, C. & Nachreiner, F. (2008). The inteference of fhttps://doi.org/10.1080/07420520802114086 DOI: https://doi.org/10.1080/07420520802114086
- Yoo, K.-H., & Gretzel, U. (2011). Influence of personality on travel-related consumer-generated media creation. Computers in Human Behavior, 27(2), 609–621. https://doi.org/10.1016/j.chb.2010.05.002 DOI: https://doi.org/10.1016/j.chb.2010.05.002
References
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Anderson, S. E., Coffey, B. S., & Byerly, R. T. (2002). Formal Organizational Initiatives and Informal Workplace Practices: Links to Work–Family Conflict and Job-Related Outcomes. Journal of Management, 28(6), 787–810. https://doi.org/10.1016/S0149-2063(02)00190-3 DOI: https://doi.org/10.1016/S0149-2063(02)00190-3
Bakker, A. B. (2005). Flow among music teachers and their students: The crossover of peak experiences. Journal of Vocational Behavior, 66(1), 26–44. https://doi.org/10.1016/j.jvb.2003.11.001 DOI: https://doi.org/10.1016/j.jvb.2003.11.001
Bakker, A. D. (2005). Job resources buffer the impact of job demands on burnout. Journal of Occupational Health Psychology, 10(2), 170–180. https://doi.org/10.1037/1076-8998.10.2.170 DOI: https://doi.org/10.1037/1076-8998.10.2.170
Bakker, A.B. and Demerouti, E. (2008), Towards a Model of Work Engagement. Career Development International, 13, 209-223. https://doi.org/10.1108/13620430810870476 DOI: https://doi.org/10.1108/13620430810870476
Bakker, A.B., & Leiter, M. P. (2010). Work engagement: A handbook of essential theory and research (Eds.). New York, NY: Psychology Press. https://doi.org/10.4324/9780203853047 DOI: https://doi.org/10.4324/9780203853047
Bakker, A.B., Schaufeli, W.B., Leiter, M.P. & Taris, T. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work & Stress, 22, 187–200. https://doi.org/10.1080/02678370802393649 DOI: https://doi.org/10.1080/02678370802393649
Cooper, D., & Schindler, P. (2008). Business research methods (10th ed.). New York, NY: McGraw-Hill/Irwin.
Costa, P.T., JR., & McCrae, R. R. & M. (1985). The NEO Personality Inventory Manual. Odessa, FL: Psychological Assessment Resources. https://doi.org/10.1037/t07564-000 DOI: https://doi.org/10.1037/t07564-000
Csikszentmihalyi, M. (1997). Finding flow: The psychology of engagement with everyday life. New York, NY: Harper Corlins.
Csikszentmihalyi, M. & Csikszentmihalyi, I. S. (1988). Optimal experience: Psychological studies of flow in consciousness. New York, NY: Cambridge University Press. https://doi.org/10.1017/CBO9780511621956 DOI: https://doi.org/10.1017/CBO9780511621956
Csikszentmihalyi, M., Abuhamdeh, S., & Nakamura, J. (2005). Flow. In Handbook of competence and motivation (pp. 598–608). New York, NY: Guilford Publications, Inc.
De Cieri, H., & Bardoel, E. A. (2009). What does “work-life management†mean in China and Southeast Asia for MNCs? Community, Work and Family, 12(2), 179–196. https://doi.org/10.1080/13668800902778959 DOI: https://doi.org/10.1080/13668800902778959
Felstead, A. J. (2002). Opportunities to work at home in the context of work-life balance. Human Resource Management Journal, 12(1), 54–76. https://doi.org/10.1111/j.1748-8583.2002.tb00057.x DOI: https://doi.org/10.1111/j.1748-8583.2002.tb00057.x
French, J. R. P., Jr., Caplan, R. D., & Harrison, R. V. (1982). The mechanisms of job stress and strain. London: Wiley.
Gallup. (2006). Gallup study: engaged employees inspire company innovation: national survey finds that passionate workers are most likely to drive organizations forward. The Gallup Management Journal.
Hair, J. A. (1998). Multivariate data analysis (5th ed.). Upper Saddle River, NJ: Prentice Hall.
Halpern, D. (2005). How time-flexible work policies can reduce stress, improve health, and save money. Stress and Health, 21(3), 157–168. https://doi.org/10.1002/smi.1049 DOI: https://doi.org/10.1002/smi.1049
Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33(4), 692. https://doi.org/10.5465/256287 DOI: https://doi.org/10.5465/256287
Kasa, M., & Hassan, Z. (2013). Antecedent and Consequences of Flow: Lessons for Developing Human Resources. Procedia - Social and Behavioral Sciences, 97, 209–213. https://doi.org/10.1016/j.sbspro.2013.10.224 DOI: https://doi.org/10.1016/j.sbspro.2013.10.224
Kasa, M. & Hassan, Z. (2016). The Role of Flow Experience among the Hotel Employees in Sarawak. Tourism Development Journal, 14(1), 98–111.
Kasa, M. & Hassan, Z. (2017). Burnout Dimensions with Work-Family Conflict among Hotel Employees: Flow Experience as Mediating Role. Journal of Management & Marketing Review, 2(2), 1–7. DOI: https://doi.org/10.35609/jmmr.2017.2.2(1)
Kelloway, E.K., Gottlieb, B.H., & Barham, L. (1999). The source, nature, and direction of work and family conflict: A longitudinal Investigation. Journal of Occupational Health Psychology, 4, 377–346. https://doi.org/10.1037/1076-8998.4.4.337 DOI: https://doi.org/10.1037/1076-8998.4.4.337
Langelaan, S., Bakker, A. B., van Doornen, L. J. P., & Schaufeli, W. B. (2006). Burnout and work engagement: Do individual differences make a difference? Personality and Individual Differences, 40(3), 521–532. https://doi.org/10.1016/j.paid.2005.07.009 DOI: https://doi.org/10.1016/j.paid.2005.07.009
Macey W.H. & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1, 3–30. DOI: https://doi.org/10.1111/j.1754-9434.2007.0002.x
McCrae, R. R. & John, O. P. (1992). An introduction to the Five-Factor Model and its applications. Journal of Personality, 60(2), 175–215. https://doi.org/10.1111/j.1467-6494.1992.tb00970.x DOI: https://doi.org/10.1111/j.1467-6494.1992.tb00970.x
Nunnally, J. C. (1978). Psychometric theory (2nd ed.). New York, NY: McGraw-Hill.
Parasuraman, S., & Greenhaus, J. H. (2002). Toward reducing some critical gaps in work–family research. Human Resource Management Review, 12(3), 299–312. https://doi.org/10.1016/S1053-4822(02)00062-1 DOI: https://doi.org/10.1016/S1053-4822(02)00062-1
Perrons, D. (2003). The new economy and the work-life balance: Conceptual explorations and a case study of new media. Gender, Work and Organization, 10(1), 65–93. https://doi.org/10.1111/1468-0432.00004 DOI: https://doi.org/10.1111/1468-0432.00004
Pervin, L. A. (1989). Goal Concepts in Personality and Social Psychology. Hillsdale: Erlbaum.
Preacher, K.J. & Hayes, A. F. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behaviour Research Methods, 36(4), 717–731. https://doi.org/10.3758/BF03206553 DOI: https://doi.org/10.3758/BF03206553
Robinson, D., Perryman, S. & Hayday, S. (2004). The drivers of employee engagement. Institute for Employment Studies, 408. Retrieved from https://www.employment-studies.co.uk/system/files/resources/files/408.pdf
Schaufeli, W.B., Bakker, A.B. & Rhenen, W. V. (2009). How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism. Journal of Organizational Behaviour, 30(7), 893–917. https://doi.org/10.1002/job.595 DOI: https://doi.org/10.1002/job.595
Simpson, R. (2000). Presenteeism and the impact of long hours on manage. In J. Winstanley, D. and Woodall (Ed.), Ethical Issue in Contemporary Human Resource Management (pp. 156–171). Macmillan: London.
Sonnentag, S. (2003). Recovery, work engagement, and proactive behavior: A new look at the interface between nonwork and work. Journal of Applied Psychology, 88(3), 518–528. https://doi.org/10.1037/0021-9010.88.3.518 DOI: https://doi.org/10.1037/0021-9010.88.3.518
Swartz-Kulstad, J.L., & Martin, W. E. (2000). Culture as an essential aspect of person-environment fit. In W. E. M. J. & J. L. Swartz-Kulstad (Ed.), Person-environment psychology and mental health: Assessment and intervention (pp. 169–195). Mahwah, NJ: Erlbaum.
Takahashi M., Tanigawa, T., Tachibana, N., Mutou, K., Kage, Y., Smith, L. & Iso, H. (2005). Modifying effects of perceived adaption to shift work on health, wellbeing, and alertness on the job among nuclear power plant operation. Individual Health, 43(1), 171–178. https://doi.org/10.2486/indhealth.43.171 DOI: https://doi.org/10.2486/indhealth.43.171
Tinsley, H. E. A. (2000). The congruence myth: An analysis of the efficacy of the person environment fit models. Journal of Vocational Behavior, 56(2), 147–179. https://doi.org/10.1006/jvbe.1999.1727 DOI: https://doi.org/10.1006/jvbe.1999.1727
Voydanoff, P. (2005). Toward a conceptualization of perceived work-family fit and balance: A demands and resources approach. Family, Journal of Marriage and, 67, 822–836. https://doi.org/10.1111/j.1741-3737.2005.00178.x DOI: https://doi.org/10.1111/j.1741-3737.2005.00178.x
Walsh, W. B., Craik, K. H., & Price, R. H. (2000). Person-environment psychology: Models and perspectives (2nd ed.). Mahwah, NJ: Erlbaum. DOI: https://doi.org/10.4324/9781410605771
White, M. H. (2003). High-performance management practices, working hours and work-life balance. British Journal of Industrial Relations, 41, 175–195. https://doi.org/10.1111/1467-8543.00268 DOI: https://doi.org/10.1111/1467-8543.00268
Wirtz, A., Giebel, O., Schomann, C. & Nachreiner, F. (2008). The inteference of fhttps://doi.org/10.1080/07420520802114086 DOI: https://doi.org/10.1080/07420520802114086
Yoo, K.-H., & Gretzel, U. (2011). Influence of personality on travel-related consumer-generated media creation. Computers in Human Behavior, 27(2), 609–621. https://doi.org/10.1016/j.chb.2010.05.002 DOI: https://doi.org/10.1016/j.chb.2010.05.002