Workplace hazing and employee turnover intention in the hospitality industry: a person-environment fit perspective

ABSTRACT

This research examines how workplace hazing contributes to employee turnover intention through the intervening role of person-environment fit in its two forms, including person-organization fit (P-O fit) and person-job fit (P-J fit). A three-wave survey was executed to collect matched data from 347 employees of 4-star and 5-star hotels in Pakistan. Results reveal that workplace hazing relates positively to hospitality sector employees’ turnover intention. In addition, workplace hazing associates negatively to P-O fit as well as P-J fit, both of which are subsequently related negatively to turnover intention. The findings establish that P-O fit and P-J fit, in parallel mediation, underlie the association between hazing and turnover intention. This study stands out as one of the pioneering research studies examining the impact of hazing on employee turnover intention in the hospitality industry. The underlying mechanism of person-environment fit adds novelty as it is unique against the backdrop of workplace hazing.

摘要

本研究探討了職場霸淩行為如何透過人與環境的契合度。包括人與組織契合度（P-O 契合度）和人與工作契合度（P-J 契合度）這兩種形式的干預作用來影響員工離職傾向。我們進行了三輪調查，收集了巴基斯坦四星級和五星級飯店 347 名員工的配對數據。結果顯示，職場霸淩行為與旅館業員工的離職意願呈正相關。此外，職場霸淩行為與 P-O 契合度和 P-J 契合度呈負相關，而這兩者隨後又與離職意圖呈負相關。研究結果表明，P-O 契合度和 P-J 契合度平行調節，是霸淩與離職意圖之間關聯的基礎。這項研究是一項開創性的研究，探討了霸淩行為對款待業員工離職意圖的影響。為在人與環境契合下的機制增添了新穎性，因為這在工作場所霸淩的背景下是獨特的。

KEYWORDS:

• Workplace hazing
• Person-organization fit
• Person-job fit
• Turnover intention
• Hospitality

關鍵字:

• 職場霸淩
• 個人與組織的契合度
• 人與工作的契合度
• 離職意向
• 款待

Disclosure statement

No potential conflict of interest was reported by the author(s).