The Study on Employee Retention of Hotel Industry in Mongolia

• Main Authors: Lkhamsuren Dugeree, 杜佳莉
• Other Authors: Pei Chun Lai
• Format: Others
• Language: en_US
• Published: 2015
• Online Access: http://ndltd.ncl.edu.tw/handle/68109434399500577554

碩士 === 國立屏東科技大學 === 熱帶農業暨國際合作系 === 103 === Abstract The tourism sector is an important source of economic for most countries. Also the hotel industry is an important part and one of the largest sources of employment in tourism. This industry provides accommodation, meals, and personal services for both the tourists and residents. Therefore, this requires vast labor force ranging from unskilled positions to highly specialized positions. In all positions from bellhop to executive managers, the main goal is to service the public. The employee, specially a skilled worker is the core of any organization and the activities of any business are unsuccessful without skilled workers. Thus, this is one of the most important issue of tourism and hospitality employment in both developed and developing countries. On the contrary, workers leaves job by some reasons such as a low salary, lack of career opportunity, long working hours, management issues and better opportunity in another sector. Especially, Mongolian hospitality industry has been losing its skilled workers to the mining sector in recent years. Hence, finding ways to reduce the high turnover rate of staff and to increase the employee retention is very essential for our hotel industry. Today, the employee retention is a global issue. This study aimed to analyze employee retention issues of the hotel industry in Mongolia. A quantitative approach was used for this study and we examined the relationship of five retention factors with employee retention. These five retention factors are growth opportunity, supervisor support, work environment, compensation and work-life balance. The literature review consists of articles written by industry professionals who discuss employee retention issues. This study used the convenience sampling technique. Informants were from 6 hotels, all are 3-5 star hotels located in Ulaanbaatar, the capital city of Mongolia. Total 360 all-level staff participated in the web-based on-line survey. The result demonstrated the positive relationship of career opportunity, supervisor support, work environment, compensation and work-life policy with retaining valuable employees. In addition, salary and promotion were determined as the most important reason influencing workforce movement in the hotel industry. The study revealed that employee retention would contribute to improve hotels’ service quality. The most important is to find the optimum combination of these factors that ensure satisfied employees. Finally, the organisations will be able to retain their most valued employees. Keywords: employee retention, retention factors, skilled workers, hotel industry, Ulaanbaatar city, Mongolia