The Relationship Among Job Pressure, Job Burnout And Turnover Intention Of Hotel Staff

In recent years, the hospitality industry in China has expanded rapidly with the sustained economic growth and the famous international activities hold in China, such as Beijing Olympic Games and Shanghai World Expo. The hotel talents are in short supply in the labor market as a result of the rapid expansion. Because of the labor shortage and high turnover rate, hotel staff physically and mentally suffer greater pressure from work and customers. Gradually, they are getting tired of work and phenomenon of job burnout appears. Some of the staff choose to resign because of job pressure and job burnout, which has a negative influence on hotel's normal operation. The Stability of the human resource team is the core of competition power, so reducing employee turnover rate has becoming a hot issue that cannot be avoided in hospitality industry.Take the hotel staff as the research objects, this paper analysis the relationship between job pressure, job burnout, personality traits and turnover intention. Combined with literature reviews and hotel staff interviews, a hypothetical model has been developed, and a questionnaire survey targeted at high-rank hotel staff in Hangzhou has been carried out. After the data are collected, the software package SPSS16.0 is used for statistical analysis and the discussions are followed. Based on the findings, and combined with hotel management practices, several suggestions are given, which concerned on relieving staff pressure and reducing employee turnover rate.Through the reliability and validity test, factor analysis, correlation analysis, regression analysis, mediation analysis and moderation analysis and other analytical methods, the main findings are as followed: (1) of different sex, age, time of working for the hotel, position, department, hotel property, hotel rank, job pressure, job burnout and turnover intention of hotel staff are significantly different, while those with different education background have not significant differences. (2) Three dimensions of job pressure-the career development pressure, work-related pressure, organizational management pressure are significantly correlated with turnover intention, and have a positive predictive role for the turnover intension. (3) The three dimensions of job burnout are all significantly correlated with turnover intention, and have a positive predictive role for turnover intention. (4) Burnout is the mediator of work-related pressure and turnover intention, as well as the semi-mediator of career development and turnover intention, organizational management and turnover intention, respectively. (5) Some of the personality traits play a moderate role between job pressure, job burnout and turnover intention.