Perception of frontline employees towards career growth opportunities: implications on turnover intention


Retaining talented employees has become a major challenge confronting the management in hospitality industry. Researchers from different climes have advocated for adequate retention strategies such as career growth opportunities, for overcoming the alarming rate of employees’ turnover in hotel organisations. However, there is paucity of empirical study on career growth opportunities and employees’ turnover intention. To fill this gap, quantitative data were gathered with 327 copies of questionnaire, administered to the frontline employees working in twenty-two 5-star hotels in Nigeria. Structural equation modelling (SEM) was used to test the hypotheses, with descriptive statistics, path analysis, maximum likelihood estimates and goodness of fit indices. The results revealed that all the parameters for career growth opportunities used in this study, inversely interact with turnover intention among the respondents. The findings indicate that organisations should pay adequate attention to career goal progress, professional ability development, promotion speed and remuneration growth of their talented employees. It implies that, these factors are pivotal for saving the cost of hiring new entrants, reduce the rate of turnover intention/actual turnover, and retain experienced high performers in hotel industry. This research established the effects of career growth opportunities on turnover intention in Nigerian context.

Keyword : career growth, remuneration growth, career goal progress, professional ability development, promotion speed, employees’ turnover intention

How to Cite
Ohunakin, F., Adeniji, A., & Oludayo, O. (2018). Perception of frontline employees towards career growth opportunities: implications on turnover intention. Business: Theory and Practice, 19, 278-287.
Published in Issue
Nov 20, 2018
Abstract Views
PDF Downloads
Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.


Akwara AF, Biu MI, Abutu G, Okwelume R (2014) Human resource management and development of the tourism and hospitality industry in Nigeria. Journal of Good Governance and Sustainable Development in Africa 2 (1): 97-105 http:// ISSN: 2346-724X (Print) ISSN: 2354-158X (Online).

Ampomah, P, Cudjor SK (2015) The effect of employee turno- ver on organizations (case study of electricity company of Ghana, Cape Coast). Asian Journal of Social Sciences and Management 2 (1): 21-24 http://www.asianonlinejournals. com/index.php/AJSSMS

Biswakarma G (2016) Organisational career growth and employees turnover intentions: an empirical evidence from Nepalese private commercial Banks. International Academic Journal of Organisational Behaviour and Human Resource Management 3 (2): 10-26

Chen J, Hou Z, Li X, Kathi J, Lovelace KJ, Liu Y, Wang Z (2016) The role of career growth in Chinese new employee’s turnover process. Journal of Career Development 43 (1): 11-25.

Dai Y, Zhuang, W, Huan T (2019) Engage or quit? The moderating role of abusive supervision between resilience, intention to leave and work engagement. Tourism Management 70: 69-77.

Gaur AS, Gaur SS (2006) Statistical methods for practice and research: a guide to data analysis using SPSS. London: Sage.

Griek OHV, Clauson MG, Eby LT (2018) Organisational career growth and proactivity. A typology for individual career development. Journal of Career Development.

Guan Y, Zhou W, Ye L, Jiang P, Zhou Y (2015) Perceived orga- nisational career management and career adaptability as predictors of success and turnover intention among Chinese employees. Journal of Vocational Behaviour 88: 230-237.

Gupta M, Shaheen M (2017) Impact of work engagement on turnover intention: moderation by psychological capital in India. Business: Theory and Practice 18: 136-143. https://doi. org/10.3846/btp.2017.014

Hair JF, Sarstedt M, Ringle CM, Mena JA (2012) An assessment of the use of partial least squares structural equation mo- delling in marketing research. Journal of the Academy of Marketing Science 40 (3): 414-433. s11747-011-0261-6

Heathfield SM (2017) Want to know the 8 top reasons why employees quit their jobs? do-employees-quit-their-jobs-1918000

Heijden, BIJM, Peeters MCW, Blanc PML, Breukelen JWMV (2018) Job characteristics and experience as predictors of occupational turnover inteion and occupational turnover in the European nursing sector. Journal of Vocational Behavior 108: 108-120.

Hossain, SMK, Roy MK, Das PK (2018). Factors affecting em- ployee’s turnover intention in banking sector of Bangladesh: an empirical analysis. ASA University Review 11 (2): 1-14.

Hsu M, Tsai Y (2014) Career satisfaction and organisational commitment among hotel employees in Taiwan. Journal of Hotel and Business Management 3(1): 1-4. https://doi. org/10.4172/2169-0286.1000107

Huselid MA (1995) The impact of human resource management practices on turnover, productivity and corporate financial performance. Academy of Management Journal 38: 635-672.

Ismail H (2015) Job insecurity, burnout and intention to quit. International Journal of Academic Research in Business and Social Sciences 5 (4): 310-324.

Jaworski C, Ravichandran S, Karpinski AC, Singh S (2018) The effects of training satisfaction, employee benefits, and incen- tives on part-time employees’ commitment. International Journal of Hospitality and Management 74: 1-12.

Karavardar G (2014) Organisational career growth and turnover intention: an application in audit firms in Turkey. Internatio- nal Business Research 7 (9): 67-76. ibr.v7n9p67

Kim N (2014) Employee turnover intention among newcomers in travel industry. International Journal of Tourism Research 16 (1): 56-64.

Klarner P, Sarstedt M, Hoeck M, Ringle CM (2013) Disentangling the effects of team competences, team adaptability, and client communication on the performance of management consul- ting teams. Long Range Planning 46 (3): 258-286.

Li J, Kim WG, Zhao X (2017) Multilevel model of management support and casino employee turnover intention. Tourism Management 59: 193-204. man.2016.08.006

Lips-Wiersma M, Hall DT (2007) Organisational career develo- pment is not dead: a case study on managing the new career during organisational change. Journal of Organisational Behaviour 28 (6): 771-792.

Mapelu IC, Jumah L (2013) Effect of training and development on employee turnover in selected medium sized hotels in Kisumu City, Kenya. Journal of Tourism, Hospitality and Sports 1 (23): 43-48.

Marsh HW, Hocevar D (1988) A new, more powerful approach to multitrait-multimethod analyses: application of second-order confirmatory factor analysis. Journal of Applied Psychology 73 (1): 107-17.

Mobley WH, Griffeth RW, Hand HH, Meglino BM (1979) Review and conceptual analysis of the employee turnover process. Psychological Bulletin 86: 493-522.

Muliawan AD, Green PF, Robb DA (2009) The turnover inten- tion of information system auditors. International Journal of Accounting Information Systems 10 (3): 117-136.

Nawaz MS, Pangil F (2016) The relationship between human resource development factors, career growth and turnover intention: the mediating role of organisational commitment. Management Science Letters 6: 157-176.

Nouri H, Parker RJ (2013) Career growth opportunities and employee turnover intentions in public accounting firms. The British Accounting Review, 1-11. bar.2013.03.002

Ohunakin F (2018) Talent retention strategies and employe- es’ behavioural outcomes in Nigeria’s hospitality industry (Unpublished Doctoral Thesis). Department of Business Studies, School of Business, College of Development Studies, Covenant University, Ota, Ogun State, Nigeria.

Ohunakin F, Adeniji AA, Oludayo OA, Osibanjo AO (2018) Survey dataset on leadership styles and job satisfaction: the perspective of employees of hospitality providers. Data in Brief 19: 2178-2188.

Ohunakin F, Adeniji AA, Akintayo DI (2016) Transactional leadership style and employee job satisfaction among univer- sities’ guest houses in South-West Nigeria. 3rd International Conference on African Development Issues, 368-371.

Omonijo DO, Oludayo OA, Eche GO, Uche OC, Ohunakin F (2015) Intentional turnover of the administrative staff in a private faith-based higher institution, Southwest Nigeria. Mediterranean Journal of Social Sciences 6 (2): 424-434.

Perryer C, Jordan C, Firns I, Travaglione A (2010) Predicting turnover intentions: the interactive effects of organisatio- nal commitment and perceived organisational support. Management Research Review 33 (9): 911-923.

Samad S (2012) The role of organisational commitment in the relationship between job satisfaction and turnover intention. European Journal of Social Sciences 30 (1): 125-135.

Sahin I, Akyurek CE, Yavuz S (2014) Assessment of effect of leadership behaviour perceptions and organisational commi- tment of hospital employees on job satisfaction with structural equation modelling. Journal of Health Management 16 (2): 161-182.

Simon M, Müller BH, Hasselhorn HM (2010) Leaving the orga- nisation or the profession – a multilevel analysis of nurses’ intentions. Journal of Advanced Nursing 66 (3): 616-626.

Spector PE (2003) Industrial and organizational psychology: rese- arch and practice (3rd ed). New York: John Wiley & Sons, Inc.

Takawira N, Coetzee M, Schreuder D (2014) Job embeddedness, work engagement and turnover intention of staff in a higher education institution: an exploratory study. SA Journal of Human Resource Management 12 (1): 1-10.

Tang G, Cai Z, Liu Z, Zhu H, Yang X, Li J (2015) The importance of ethical leadership in employees’ value congruence and tur- nover. Cornell Hospitality Quarterly 56 (4): 397-410.

Wang CJ, Tsai HT, Tsai MT (2014) Linking transformational le- adership and employee creativity in the hospitality industry: the influences of creative role identity, creative self-efficacy, and job complexity. Tourism Management 40: 79-89.

Weng QB, Hu B (2009) The structure of career growth and its impact on employees’ turnover intention. Industrial Engi- neering and Management 14: 14-21.

Weng Q, Xi Y (2011) Career growth study: scale development and validity test. Management Review 22 (10): 22-31.

Weng Q, McElroy JC, Morrow PC, Liu R (2010) The relationship between career growth and organisational commitment. Journal of Vocational Behaviour 77: 391-400. https://doi. org/10.1016/j.jvb.2010.05.003

Weng Q, McElroy J (2012) Organisational career growth, affective occupational commitment and turnover intentions. Journal of Vocational Behaviour 80: 256-265. jvb.2012.01.014

Woods S, De Menezes L (1998) High commitment manage- ment in the UK: evidence from the workplace industrial relations survey and employers’ manpower and skills practices survey. Human Relation 51: 485-515. https://doi. org/10.1023/A:1016941914876

Yang Y, Liu Y, Liu J, Zhang H (2015) The impact of works support and organisation career growth on nurse turnover intention in China. International Journal of Nursing Sciences (2): 134-139.

Zhang YC, Li SL, Liu P, Deng JX (2005) Interaction effects of pro- motional chances on marketing employee turnover intention. Chinese Journal of Management 5: 576-581.