Mediating impact of innovative behavior on the relationship between training and turnover intention: A case study of the hospitality industry in Jordan
-
DOIhttp://dx.doi.org/10.21511/ppm.20(4).2022.21
-
Article InfoVolume 20 2022, Issue #4, pp. 278-289
- Cited by
- 651 Views
-
145 Downloads
This work is licensed under a
Creative Commons Attribution 4.0 International License
This study aims to examine the employee intention to leave their organizations and discover how employee training could affect employee turnover intention. Furthermore, this paper intends to determine the relationship between the variables to present the idea of the impact of training on the ability of organizations to retain their employees. The research hypotheses were tested using the data obtained through a questionnaire. The sample included 160 employees working in 20 Jordanian five-star hotels in Amman, Jordan. The collected data were analyzed using the Smart-PLS software, where all necessary statistical techniques were applied. The results showed that training significantly affects the employees’ intention to leave their jobs. Moreover, the findings indicated that innovative behavior positively mediates the relationship between training and turnover intention. This requires human resource managers in this category of hotels to enhance investment in training and continue to hold training programs that meet the real needs of employees in addition to providing an environment that stimulates and enhances the innovative behavior of employees in the hospitality sector.
- Keywords
-
JEL Classification (Paper profile tab)O31, M53, J63
-
References67
-
Tables6
-
Figures3
-
- Figure 1. Research framework
- Figure 2. Initial model
- Figure 3. Final model
-
- Table 1. Participants’ demographics
- Table 2. Factor loadings, Cronbach’s alpha, composite reliability, and convergent validity
- Table 3. Discriminant validity based on HTMT0
- Table 4. Collinearity assessment
- Table 5. Final path coefficients assessment using a complete bootstrapping routine
- Table 6. Significance testing of indirect effects
-
- Aburumman, O., Salleh, A., Omar, K., & Abadi, M. (2020). The impact of human resource management practices and career satisfaction on employee’s turnover intention. Management Science Letters, 10(3), 641-652.
- Adam, S., Abdrabou, A., & Mohamed, R. A. (2020). Knowledge sharing training program and its effect on innovative behavior among nurse teachers. International Journal of Novel Research in Healthcare and Nursing, 7(2), 1-13.
- Al-Dalahmeh, M., & Héder-Rima, M. (2020). The effect of talent management practices on employee turnover intention in the Information and Communication Technologies (ICTs) sector: Case of Jordan. Problems and Perspectives in Management, 18(4), 59-71.
- Al-Hamdan, Z., Manojlovich, M., & Tanima, B. (2017). Jordanian nursing work environments, intent to stay, and job satisfaction. Journal of Nursing Scholarship, 49(1), 103-110.
- Al-Hawary, S. I. S., & Al-Abbadi, L. H. M. (2018). The impact of high performance human resources practices on in-role and innovative job performance: The mediation role of affective commitment. Global Journal of Management and Business Research, 18(A4), 53-65.
- Alhelalat, J. A., Ma’moun, A. H., & Twaissi, N. M. (2017). The impact of personal and functional aspects of restaurant employee service behaviour on customer satisfaction. International Journal of Hospitality Management, 66, 46-53.
- Ali, J. A. M., & Mohamad, I. R. (2018). The Factors Affecting Turnover Intention, with the Moderating Role of Intrinsic Intention in Jordanian Five-Star Hotels. International Journal of Engineering & Technology, 7(4), 6828-6832.
- Al-Zgool, M. R. H. (2015). Relationship between leaders’ emotional intelligence, organisational commitment, job satisfaction, and turnover intention in Jordanian hotel industry. Universiti Utara Malaysia.
- Ansari, N. Y., Siddiqui, S. H., & Farrukh, M. (2018). Effect of high performance work practices on job embeddedness and employee innovative behavior. International Journal of Contemporary Economics and Administrative Sciences, 8(2), 64-88.
- Armstrong, M., & Taylor, S. (2020). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
- Azevedo, A., & Shane, M. J. (2019). A new training program in developing cultural intelligence can also improve innovative work behavior and resilience: A longitudinal pilot study of graduate students and professional employees. The International Journal of Management Education, 17(3), 100303.
- Baer, M., & Frese, M. (2003). Innovation is not enough: climates for initiative and psychological safety, process innovations, and firm performance. Journal of Organizational behavior, 24(1), 45-68.
- Bos-Nehles, A. C., & Veenendaal, A. A. (2019). Perceptions of HR practices and innovative work behavior: the moderating effect of an innovative climate. The International Journal of Human Resource Management, 30(18), 2661-2683.
- Bratton, J., Gold, J., Bratton, A., & Steele, L. (2021). Human resource management. Bloomsbury Publishing.
- Chow, S. L. (1988). Significance test or effect size? Psychological Bulletin, 103(1), 105-110.
- De Brentani, U. (2001). Innovative versus incremental new business services: Different keys for achieving success. Journal of Product Innovation Management, 18(3), 169-187.
- De Jong, J. P. J., & Kemp, R. (2003). Determinants of co-workers’ innovative behavior: An investigation into knowledge-intensive services. International Journal of Innovation Management, 7(2), 189-212.
- Demircioglu, M. A., & Berman, E. (2019). Effects of the innovation climate on turnover intention in the Australian public service. The American Review of Public Administration, 49(5), 614-628.
- DeSouzabido, D., & Da Silva, D. (2019). SmartPLS 3: Specification, Estimation, Evaluation And Reporting. Administração: Ensino e Pesquisa – RAEP, 20(2), 465-514.
- Dessler, G. (2020). Human Resource Management (16th ed.). Pearson.
- Dessler, G., Cole, N. D., & Chhinzer, N. (2015). Management of human resources: The essentials. Pearson London.
- Dodgson, M., Gann, D., & Salter, A. J. (2005). Think, play, do: technology, innovation, and organization. Oxford University Press.
- Ettlie, J. E. (1985). The impact of interorganizational manpower flows on the innovation process. Management Science, 31(9), 1055-1071.
- Firth, L., Mellor, D. J., Moore, K. A., & Loquet, C. (2004). How Can Managers Reduce Employee Intention to Quit? Journal of Managerial Psychology, 19(2), 170-187.
- Fishbein, M., & Ajzen, I. (1975). Belief, Attitude, Intention and Behavior: An Introduction to Theory and Research. Reading, MA: Addison Wesley.
- Geisser, S. (1974). A predictive approach to the random effect model. Biometrika, 61(1), 101-107.
- George, J. M., & Zhou, J. (2001). When openness to experience and conscientiousness are related to creative behavior: an interactional approach. Journal of Applied Psychology, 86(3), 513-524.
- Gharama, A. N. A., Khalifa, G. S. A., & Al-Shibami, A. H. (2020). UAE police administrative employee innovative behavior: The integration of knowledge sharing and leadership. International Journal of Psychosocial Rehabilitation, 24(3), 1930-1948.
- Hair Jr, J. F., Sarstedt, M., Hopkins, L., & Kuppelwieser, V. G. (2014). Partial least squares structural equation modeling (PLS-SEM): An emerging tool in business research. European Business Review, 26, 106-121.
- Haneda, S., & Ito, K. (2018). Organizational and human resource management and innovation: Which management practices are linked to product and/or process innovation? Research Policy, 47(1), 194-208.
- Helalat, A., Mohamad, B., & Ghasemy, M. (2019). The Mediating Effect of Employee Performance on Transformational Leadership Style and Organisational Innovation: A Case Study of the Hotel Industry in Saudi Arabia. The Journal of Social Sciences Research, 5(4), 924-934.
- Henseler, J. (2017). Bridging design and behavioral research with variance-based structural equation modeling. Journal of Advertising, 46(1), 178-192.
- Herachwati, N., Sulistiawan, J., & Alfirdaus, Z. (2018). The effects of perceived organizational support and social comparison on work attitudes. Problems and Perspectives in Management, 16(1), 12-21.
- Jackofsky, E. F., & Slocum Jr, J. W. (1987). A causal analysis of the impact of job performance on the voluntary turnover process. Journal of Organizational Behavior, 8(3), 263-270.
- Jackson, S. E., & Schuler, R. S. (1995). Understanding human resource management in the context of organizations and their environments. Strategic Human Resource Management, 46, 237-264.
- Jahya, A., Azlin, S. N. I., Othman, R., & Romaiha, N. R. (2020). Turnover Intention among Gen Y: The Role of Training and Development, Compensation and Organizational Culture. International Journal of Academic Research in Business and Social Sciences, 10(10), 765-782.
- Jarwan, A., & Ibrahim, R. (2020). Impact of Human Resources Management Practices on Turnover Intention through Intrinsic Motivation: Evidence from the Jordanian Hospitality Industry. International Journal of Heritage, Tourism and Hospitality, 14(3), 1-11.
- Kesen, M. (2016). The impact of employee training and innovation on turnover intention: An empirical research. International Journal of Academic Research in Business and Social Sciences, 6(1), 174-185.
- Kim, B. P., Lee, G., & Carlson, K. D. (2010). An Examination of the Nature of the Relationship Between Leader-Member-Exchange (LMX) and Turnover Intent at Different Organizational levels. International Journal of Hospitality Management, 29(4), 591-597.
- Kleysen, R. F., & Street, C. T. (2001). Toward a multidimensional measure of individual innovative behavior. Journal of Intellectual Capital, 2, 284-296.
- Korzilius, H., Bücker, J. J., & Beerlage, S. (2017). Multiculturalism and innovative work behavior: The mediating role of cultural intelligence. International Journal of Intercultural Relations, 56, 13-24.
- Kotler, P., & Armstrong, G. (2016). Principles of Marketing (16th ed.). Pearson.
- Kuo, F.-I. (2019). Relationships among service innovation, job attitudes, job satisfaction and turnover intention in hotel employee’s points of view. Journal of Innovative Technology, 1(2), 13-19.
- Lee, F.-H., Lee, T.-Z., & Wu, W.-Y. (2010). The relationship between human resource management practices, business strategy and firm performance: evidence from steel industry in Taiwan. The International Journal of Human Resource Management, 21(9), 1351-1372.
- Makarim, A. F., & Muafi, M. (2021). The effect of green human resource management (GHRM) practices on turnover intention: Mediating role of work environment. International Journal of Research in Business and Social Science (2147-4478), 10(5), 83-94.
- Nitzl, C., Roldan, J. L., & Cepeda, G. (2016). Mediation analysis in partial least squares path modeling: Helping researchers discuss more sophisticated models. Industrial Management & Data Systems, 116(9), 1849-1864.
- Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2020). Fundamentals of human resource management. McGraw-Hill Education.
- Price, J. L. (1977). The Study of Turnover. Ames, IA: Iowa State University Press.
- Price, J. L. (2001). Reflections on the determinants of voluntary turnover. International Journal of Manpower, 22(7), 660-624.
- Park, J., & Min, H. K. (2020). Turnover intention in the hospitality industry: A meta-analysis. International Journal of Hospitality Management, 90, 102599.
- Rahman, H. M. M., & Raju, V. (2020). Impact on Human Resources Management Practices on Turnover Intention: Evidence from Bangladeshi ICT Private Industry. Solid State Technology, 63(5), 4238-4248.
- Rawashdeh, A. M., & Tamimi, S. A. (2020). The impact of employee perceptions of training on organizational commitment and turnover intention: An empirical study of nurses in Jordanian hospitals. European Journal of Training and Development, 44(2/3), 191-207.
- Riaz, S., Xu, Y., & Hussain, S. (2018). Understanding employee innovative behavior and thriving at work: A Chinese perspective. Administrative Sciences, 8(3), 46.
- Santhanam, N., Kumar, J. R., Kumar, V., & Saha, R. (2021). Employee turnover intention in the milieu of human resource management practices: moderating role of work-life balance. International Journal of Business Innovation and Research, 24(1), 57-75.
- Sarstedt, M., Ringle, C. M., & Hair, J. F. (2017). Partial least squares structural equation modeling. In C. Homburg, M. Klarmann, & A. Vomberg (Eds.), Handbook of Market Research (pp. 1-40). Springer, Cham.
- Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580-607.
- Shi, Y., & Luo, J. (2017). A Study of the Influence Mechanism of Employee Training on Turnover Intention in the High-star Hotel. Journal of Sanming University, 01.
- Shim, M. (2010). Factors Influencing Child Welfare Employee’s Turnover: Focusing on Organizational Culture and Climate. Children and Youth Services Review, 32(6), 847-856.
- Shin, S. J., Yuan, F., & Zhou, J. (2017). When perceived innovation job requirement increases employee innovative behavior: A sensemaking perspective. Journal of Organizational Behavior, 38(1), 68-86.
- Shuhaizi, M. A., & Abdullah, N. H. (2021). The Link between Human Resource Management Practice and Innovative Work Behavior. Research in Management of Technology and Business, 2(1), 32-46.
- Sinniah, S., & Kamil, N. M. (2017). The influence of human resource practices on turnover intention: the case of a telecommunication company in Malaysia. Malaysian Management Review, 52(1), 45-61.
- Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.
- Unsworth, K. L., & Parker, S. K. (2003). Proactivity and innovation: Promoting a new workforce for the new workplace. In D. J. Holman, T. D. Wall, C. W. Clegg, P. Sparrow, & A. Howard (Eds.), The new workplace: A guide to the human impact of modern working practices (pp. 175-196).
- Wei, Y. C. (2015). Do employees high in general human capital tend to have higher turnover intentions? The moderating role of high-performance HR practices and P-O fit. Personnel Review, 44(5), 739-756.
- West, M. A., & Altink, W. M. M. (1996). Innovation at work: individual, group, organizational, and socio-historical perspectives. European Journal of work and Organizational Psychology, 5(1), 3-11.
- West, M. A., & Farr, J. L. (1989). Innovation at work: Psychological perspectives. Social Behavior, 4(1), 15-30.
- Yuan, F., & Woodman, R. W. (2010). Innovative Behavior in the workplace: the role of performance and image outcome expectations. Academy of Management Journal, 53(2), 323-342.