The Effect of Quality of Worklife on Intention to Leave the Sector in Hotel Businesses

Abstract

Purpose – This study aims to investigate the effect of the quality of work life perceived by employees in hotel businesses on the intention to leave the sector—extending beyond the intention to leave the job—from the perspective of the spillover model. Specifically, the study examines the impact of the sub-dimensions of quality of work life (skill development, wages, occupational health and safety, job motivation, social security, leave rights, industrial relations, equal treatment, and job security), handled within a broad conceptual framework, on sectoral turnover intention.
Design/methodology/approach – This study was designed within the quantitative paradigm using the correlational survey design. Data were collected through questionnaires from a sample of 390 participants—comprising current employees or those with at least one year of experience in the Alanya hotel sector—between April and June 2025 using the convenience sampling method. Jamovi software was utilized to determine the reliability and validity of the measurement model, while multiple regression analysis was employed to test the research hypothesis.
Results – The overall mean score for quality of work life was found to be 2.46/5.00, while the mean score for intention to leave the sector was 3.36/5.00. Regression analysis revealed that the quality of work life explains 60% of the variance (R²=0.60) in the intention to leave the sector. In particular, the dimensions of wages (β: -0.46), occupational health and safety (β: -0.13), and equal treatment (β: -0.13) were determined to have a significant and negative effect on the intention to leave the sector. The lack of significance in other dimensions (e.g., skill development) indicates that employees prioritize basic needs.
Discussion – The findings demonstrate that hygiene factors (material and safety conditions) rather than motivational factors are the determinants of the decision to remain in the tourism sector. Accordingly, improving wage policies with fringe benefits, enhancing occupational health and safety measures, and strengthening the climate of justice/equal treatment in the workplace are suggested as fundamental strategies to reduce the exodus of the qualified workforce from the sector.