Towards Sustainable Careers for Saudi Employees in Tourism and Hospitality Sector: The Impact of Career Competencies on Turnover Intention

Mohamed Ahmed  Ali; Ghadah  Alarifi; Enas Fares  Yehia

doi:10.36941/ajis-2022-0073

Authors

Mohamed Ahmed Ali Hospitality and Hotels Department, Applied College, Princess Nourah Bint Abdulrahman University, Riyadh 11671, Saudi Arabia; Hotel Management Department, Faculty of Tourism and Hotels, Minia University, El Minia 61519, Egypt
Ghadah Alarifi College of Business and Administration, Princess Nourah Bint Abdulrahman University, Riyadh 11671, Saudi Arabia
Enas Fares Yehia Hospitality and Hotels Department, Applied College, Princess Nourah Bint Abdulrahman University, Riyadh 11671, Saudi Arabia; Tourist Guidance Department, Faculty of Tourism and Hotels, Minia University, El Minia 61519, Egypt

DOI:

https://doi.org/10.36941/ajis-2022-0073

Keywords:

Career Competencies, Job Involvement, Organizational Commitment, Turnover Intention, Saudi Arabia

Abstract

The aim of this research is to provide a model for a healthy work environment for Saudi employees in the tourism and hospitality sector to decrease their turnover. The current research examines the causal relationships of career competencies (reflective, communicative, and behavioral), job involvement (JI), and organizational commitment (OC), with turnover intention (TI) of Saudi employees in the tourism and hospitality sector. This study utilizes structural equation modeling (SEM) and analyzes data collected from a sample of 436 Saudi employees in the tourism and hospitality sector, positive associations were found between career competencies (reflective and behavioral) and job involvement. Positive associations were found between career competencies (reflective and communicative) and organizational commitment. Furthermore, positive associations were found between job involvement and organizational commitment. On the other hand, the research revealed the negative associations between career competencies (communicative and behavioral), job involvement, and organizational commitment with employees’ turnover intention. The organizational commitment had partial mediating effects on the relationship between career competencies and turnover intention. The implications of these findings for the industry and future research are deliberated as well.

Received: 19 January 2022 / Accepted: 20 March 2022 / Published: 5 May 2022