The Effects of Functional-Emotional Benefits on Organizational Attractiveness Perception and Intention to Quit: Istanbul Hotel Industry Survey

Abstract

The present study relied on a theory that organizational attractiveness itself is an outcome of functional and emotional benefits for actual employees. And both the organizational attractiveness and actual employees intention to quit is effected by these benefits. Previous research on the attractiveness of organizations has mostly focused on prospective applicants and has typically investigated how they are attracted. The aim of this study is to reveal the determinants of organizational attractiveness and intention to quit for hotel industry employees by examining the functional and emotional benefit variables.

To his end, 834 employees from Hospitality Industry were examined with personal information questionnaire,  organizational attractiveness scale (developed by Turban & Keon), intention to quit scale (developed by Singh et al.), functional and emotional benefits scale (established from related literature and research), those reliability and validity have been tested previously, used for data collection. The reliability and validity tests of the scales were repeated.

The results indicate that functional and emotional benefits have determining effects on organizational attractiveness and intention to quit. there is a significant high positive correlation between emotional and functional benefits (r = 0.838; p = 0.000 <0.05), organizational attraction and functional benefits (r = 0.778; p = 0.000 <0.05), organizational attraction and emotional benefits (r = 0.821; p = 0.000 <0.05) and also a significant, medium negative correlation between “intention to quit” and “functional benefits” (r = -0 551; p = 0.000 <0.05), “intention to quit” and “emotional benefits” (r = -0 525; p = 0.000 <0.05).

Keywords: Hotel industry, Organizational Attractiveness, Intent to Quit, Benefits