The Mediating Role of Affective Commitment in the Relationship between Perceived Employability and Intention to Quit in the Hospitality Industry

• Autores: Tuğba Dikbaş Çavuş, Tuba Büyükbeşe, Özden İbrahimağaoğlu
• Localización: Tourism & Management Studies, ISSN-e 2182-8466, ISSN 2182-8458, Vol. 21, Nº 1, 2025, págs. 93-111
• Idioma: inglés
• DOI: 10.18089/tms.20250106
• Títulos paralelos:
  • O Papel Mediador do Compromisso Afetivo na Relação entre a Empregabilidade Percebida e a Intenção de Despedimento na Indústria Hoteleira
• Enlaces
  • Texto completo (pdf)
• Resumen
  • English

    This study explores the mediating role of affective commitment in the relationship between perceived employability and the intention to quit, focusing on the tourism sector—a field often marked by high employee turnover. Data were collected from 615 employees working in 4- and 5-star hotels in Antalya and Muğla, Türkiye. The relationships among perceived employability, affective commitment, and intention to quit were analysed using SPSS and AMOS. The results revealed that affective commitment significantly mediates the link between perceived employability and turnover intentions. While high perceived employability generally increases employees' intentions to leave their jobs, strong affective commitment was shown to offset this effect, thereby reducing the likelihood of turnover. These findings highlight the need for HR strategies that prioritise building and maintaining affective commitment among employees, particularly in high-mobility industries like hospitality, to retain highly employable staff. By offering a deeper understanding of how affective commitment can buffer the turnover risks associated with high employability, this study provides practical insights for HR practitioners in industries facing labour retention challenges.

  • português

    Este estudo examina o papel mediador do compromisso afetivo na ligação entre a empregabilidade percebida e a intenção de se despedir no sector do turismo, uma questão crucial em indústrias de elevada rotatividade. Foram recolhidos dados quantitativos de 615 empregados em hotéis de 4 e 5 estrelas em Antalya e Muğla, Türkiye. Foram analisadasas relações entre a empregabilidade percebida, o compromisso afetivo ea intenção de desistir. Os resultados mostraram que o compromisso afetivo mediou significativamente a relação entre a empregabilidade percebida e a intenção de desistir. Uma elevada perceção de empregabilidade aumenta as intenções de rotação, mas um forteempenhamento afetivo atenuou este efeito. Estes resultados sublinham a necessidade de criar um empenhamento efetivo, especialmente em sectores de elevada mobilidade como a hotelaria, o que pode reduzir o risco de rotatividade entre os trabalhadores com elevada empregabilidade. Este estudo oferece novas perspetivas sobre a forma como o compromisso afetivo pode atenuar os riscos de rotatividade associados à elevada empregabilidade, fornecendo orientações valiosas para o planeamento de RH em indústrias que enfrentam desafios laborais.

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