ORGANISATIONAL STRESS AND EMPLOYEE’S INTENTION TO QUIT AMONGST SME’S: A CASE STUDY OF NIGERIA
ABSTRACT
In order to keep their best workers, many corporations have studied the elements that influence employee decision-making on whether or not to quit their jobs. However, nothing is known about the scope of the problem.
why are so many skilled employees staying with tiny businesses?
Research suggests an increase in B&Bs and other small establishments, such as restaurants, as a result.
Employee turnover is a problem. Attempts to extrapolate this knowledge have been made before.
There is a gap in the B&B market, which has only focused on the owner-managers’ factors,
in terms of looking into other elements that could influence a person’s decision to quit smoking. This is meant to accomplish
in order to determine the effects on selected individuals and organizations, the purpose of this
elements influencing B&B employees’ intentions to leave their jobs. Using the Organizational Model
In order to better understand the reasons why people decide to quit, Commitment Theory can be used.
Using a positivist perspective and a quantitative research approach, the study surveyed employees.
approach. One hundred and forty-four personnel were selected for cross-sectional research in this study
random sampling was used in the selection process. Data was acquired via structured
Structural Equation Modelling techniques were used to analyze the questionnaires.
The results showed that elements related to the organization had a beneficial impact on the participants’ inclination to
that the likelihood of quitting is not significantly influenced by any one element in particular. It
It was found that, among B&B owners, individual circumstances have little influence on their intention to quit.
because of this, the recommendations concentrated on how to deal with
organizational elements for retaining workers in the industry.
Individual and organizational aspects as well as B&B personnel are some of the most important factors to consider when it comes to B&Bs.
a desire to leave the hospitality sector the study’s beginning, the first chapter
1.1 OVERVIEW AND INTRODUCTION
This is a critical issue in human resources management since it has an impact on the costs associated with human resources in the organization, such as recruitment (Rizwan, Arshad, Munir, Iqbal & Hussain, 2014).
This means that HR managers must deal with the decision of employees to leave an organization on a daily basis. It is impossible to overstate the importance of identifying techniques to keep employees from leaving for organizations and human resources practitioners.
Intention to resign is defined as “an individual’s own estimated probability (subjective) that they are permanently quitting the organization at some time in the near future” by Van Schalkwyk, du Toit, Bothma, and Rothmann (2010:3). An employee’s plan to leave their current job and hunt for a new one in the near future is described as a “intention to resign” by Purani and Sahadev, (2007).
In both large and small organizations, it can be difficult for employees to decide to leave an organization on their own, and this can be a challenge.
Small, medium, and micro enterprises (SMMEs) account for about 40 percent of South Africa’s gross domestic profit and employ more than half of the private sector workers, according to a report by SouthAfrica.info in 2016.
As a result, small enterprises are critical to a country’s development and should be strengthened and supported. Small businesses, such as Bed and Breakfasts (B&Bs), play an important role in South Africa’s economy and gross domestic product (GDP).
B&Bs in South Africa encounter a number of difficulties. When opposed to peak season, B&B operations, for example, often earn lower income levels than other types of businesses during off-seasons (2010). If employees aren’t paid enough, they’re more likely to go for a better-paying job elsewhere.
This is an issue for many B&B owners, who must pay expenditures and reward their employees regardless of peak or off-peak seasons. Therefore, small firms must develop a sustainable working environment where employees are properly compensated in order to remain competitive and maintain their workforce.
In addition to competition from larger lodging places like hotels and lodges, B&Bs confront another challenge: Hotel growth in Africa has achieved a new level of maturity with less reliance on international guests but rather an increase in demand from local enterprises according to an African Hotel Valuation Index research released in 2015.
B&Bs face a growing challenge from larger lodging companies as their customer bases expand.
Employees’ decisions on whether or not to stay with a company can be influenced by a variety of variables. Individual or organizational factors can influence an employee’s decision to leave an organization in the context of human resources.
Among the most significant individual antecedents to high employee intention to resign in organizations, Nienaber and Masibigiri (2012) identified job satisfaction, organizational commitment, and job stress as the most important factors.
Additional factors that influence employees’ desire to leave their jobs include the structure of the organization, the quality of the work environment, and human resources policies. There are a number of things that can assist B&B owners keep their establishments in business, if they are well handled and understood.
Those claims are backed up by the work of Wright, Gardner, and Moynihan (2003) who argue that small lodging enterprises can benefit from good human resource management techniques, high levels of job satisfaction, and a suitable organizational structure (one that is generally flat).
Most studies on these characteristics and how they affect intentions to leave have been conducted on major organizations inside South Africa and the globe over; however, little is known about the impact of these factors on the small enterprises, especially B&Bs in South Africa.
Knowing about these characteristics in South Africa’s B&B sector could help them develop and thrive in the face of competition from established hotels and guest houses, as well as offering chances for more entrepreneurs in the small business sector.
It has been shown that the demand for self-catering holiday homes such as B&Bs (South African Venues, 2015) is expanding. In order to keep B&Bs growing and create more job possibilities in the country, business owners need to know why their staff want to leave and what they can do about it.
The purpose of this study is to establish the elements that influence the B&B workforce’s intention to quit in Thabo Mofutsanyana District, Free State, South Africa, given the aforementioned narration. B&B owners who are aware of these variables may be able to design and implement methods for employee retention so that they may remain competitive.
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ORGANISATIONAL STRESS AND EMPLOYEE’S INTENTION TO QUIT AMONGST SME’S: A CASE STUDY OF NIGERIA
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