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Leadership Strategies for Employee Retention in Small Lodging Establishments.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Leadership Strategies for Employee Retention in Small Lodging Establishments./
Author:	Raz, Adi.
Description:	1 online resource (209 pages)
Notes:	Source: Dissertation Abstracts International, Volume: 79-03(E), Section: A.
Contained By:	Dissertation Abstracts International79-03A(E).
Subject:	Business administration. -
Online resource:	click for full text (PQDT)
ISBN:	9780355314946

Leadership Strategies for Employee Retention in Small Lodging Establishments.
Raz, Adi.

Leadership Strategies for Employee Retention in Small Lodging Establishments. - 1 online resource (209 pages)

Source: Dissertation Abstracts International, Volume: 79-03(E), Section: A.

Thesis (D.B.A.)

Includes bibliographical references

In 2015, turnover in the lodging accommodations and food services industry was 72.1%, accounting for 6.5 million incidents of voluntary quits. The purpose of this correlational study was to examine the relationship between antecedent independent variables and employee turnover in bed and breakfasts (B&B) and inns. The independent variables were ethical leadership, organizational support, coworker support, work--family conflict, employee empowerment, employee voice, and work schedule. Organizational support theory provided the theoretical framework for the study. Survey data were collected from 105 B&B and inn managers in California, Arizona, Oregon, and Washington. Data analysis included descriptive statistics, a correlation matrix, chi-square tests, and logistic regression. Correlational analysis and chi-square tests indicated significant positive relationships between organizational support and retention, between coworker support and retention, between reduced work--family conflict and retention, between empowerment and retention, and between work hours and retention. The logistic regression was statistically significant, chi 2(7, N = 583) = 32.507, p < .001, and the independent variables of organizational support, coworker support, work--family conflict, and work schedule significantly predicted employee turnover. The study has implications for social change: when turnover will drop, B&B managers and employees achieve an improved standard of living gained through stability in the workplace, unemployment will drop, and the U.S. economy will see growth.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9780355314946Subjects--Topical Terms:

1148568
Business administration.
Index Terms--Genre/Form:

554714
Electronic books.

Leadership Strategies for Employee Retention in Small Lodging Establishments.
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100 1 $a Raz, Adi. $3 1181509
245 1 0 $a Leadership Strategies for Employee Retention in Small Lodging Establishments.
264 0 $c 2017
300 $a 1 online resource (209 pages)
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500 $a Source: Dissertation Abstracts International, Volume: 79-03(E), Section: A.
500 $a Adviser: Diane Dusick.
502 $a Thesis (D.B.A.) $c Walden University $d 2017.
504 $a Includes bibliographical references
520 $a In 2015, turnover in the lodging accommodations and food services industry was 72.1%, accounting for 6.5 million incidents of voluntary quits. The purpose of this correlational study was to examine the relationship between antecedent independent variables and employee turnover in bed and breakfasts (B&B) and inns. The independent variables were ethical leadership, organizational support, coworker support, work--family conflict, employee empowerment, employee voice, and work schedule. Organizational support theory provided the theoretical framework for the study. Survey data were collected from 105 B&B and inn managers in California, Arizona, Oregon, and Washington. Data analysis included descriptive statistics, a correlation matrix, chi-square tests, and logistic regression. Correlational analysis and chi-square tests indicated significant positive relationships between organizational support and retention, between coworker support and retention, between reduced work--family conflict and retention, between empowerment and retention, and between work hours and retention. The logistic regression was statistically significant, chi 2(7, N = 583) = 32.507, p < .001, and the independent variables of organizational support, coworker support, work--family conflict, and work schedule significantly predicted employee turnover. The study has implications for social change: when turnover will drop, B&B managers and employees achieve an improved standard of living gained through stability in the workplace, unemployment will drop, and the U.S. economy will see growth.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2018
538 $a Mode of access: World Wide Web
650 4 $a Business administration. $3 1148568
650 4 $a Labor relations. $3 1179301
655 7 $a Electronic books. $2 local $3 554714
690 $a 0310
690 $a 0629
710 2 $a ProQuest Information and Learning Co. $3 1178819
710 2 $a Walden University. $b Business Administration. $3 1148537
773 0 $t Dissertation Abstracts International $g 79-03A(E).
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10635284 $z click for full text (PQDT)