Unpicking the mechanism underlying hospitality workers’ intention to join a union and intention to quit a job. Evidence from the UK
This study, which is based on a questionnaire survey conducted among UK hospitality workers, aims to unpick the mechanism underlying intention to join a union and intention to quit a job. Drawing on the Hirschman’s exit-voice-loyalty framework, it aims to ascertain how stress, psychological capital,...
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| Published in | International journal of hospitality management Vol. 108; p. 103355 |
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| Main Authors | , , |
| Format | Journal Article |
| Language | English |
| Published |
Elsevier Ltd
01.01.2023
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| Abstract | This study, which is based on a questionnaire survey conducted among UK hospitality workers, aims to unpick the mechanism underlying intention to join a union and intention to quit a job. Drawing on the Hirschman’s exit-voice-loyalty framework, it aims to ascertain how stress, psychological capital, social capital, job dissatisfaction and beliefs about unions affect both dependent variables. The results indicate, inter alia, that psychological capital was negatively related to intention to join unions. Although the effect of social capital on intention to join a union was statistically significant, it was not – as we assumed – positive, but negative. Likewise, contrary to our assumptions, there was no significant positive relationship between job dissatisfaction and intention to join a union. However, beliefs about unions were positively associated with intention to join, while job dissatisfaction with intention to quit. The paper concludes by discussing theoretical and practical implications of the findings.
•Some findings lend credence to the view that hospitality might indeed be “a special case” when it comes to unionisation.•Stress and dissatisfaction are strong predictors of turnover intention – a problem that covid-19 seems to have aggravated..•Stress and job dissatisfaction had a positive effect on intention to quit, but not on intention to join a union.•There was a negative relationship between psychological capital and intention to join a union.•Unexpectedly, social capital was negatively related to intention to join a union, while beliefs positively. |
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| AbstractList | This study, which is based on a questionnaire survey conducted among UK hospitality workers, aims to unpick the mechanism underlying intention to join a union and intention to quit a job. Drawing on the Hirschman’s exit-voice-loyalty framework, it aims to ascertain how stress, psychological capital, social capital, job dissatisfaction and beliefs about unions affect both dependent variables. The results indicate, inter alia, that psychological capital was negatively related to intention to join unions. Although the effect of social capital on intention to join a union was statistically significant, it was not – as we assumed – positive, but negative. Likewise, contrary to our assumptions, there was no significant positive relationship between job dissatisfaction and intention to join a union. However, beliefs about unions were positively associated with intention to join, while job dissatisfaction with intention to quit. The paper concludes by discussing theoretical and practical implications of the findings.
•Some findings lend credence to the view that hospitality might indeed be “a special case” when it comes to unionisation.•Stress and dissatisfaction are strong predictors of turnover intention – a problem that covid-19 seems to have aggravated..•Stress and job dissatisfaction had a positive effect on intention to quit, but not on intention to join a union.•There was a negative relationship between psychological capital and intention to join a union.•Unexpectedly, social capital was negatively related to intention to join a union, while beliefs positively. |
| ArticleNumber | 103355 |
| Author | Adamska-Mieruszewska, Joanna Zientara, Piotr Bąk, Monika |
| Author_xml | – sequence: 1 givenname: Piotr surname: Zientara fullname: Zientara, Piotr email: piotr.zientara@ug.edu.pl – sequence: 2 givenname: Joanna surname: Adamska-Mieruszewska fullname: Adamska-Mieruszewska, Joanna email: joanna.adamska-mieruszewska@ug.edu.pl – sequence: 3 givenname: Monika surname: Bąk fullname: Bąk, Monika email: monika.bak@ug.edu.pl |
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| Keywords | Psychological capital Job satisfaction Hirschman's exitvoice-loyalty framework Hospitality workers UK Unions |
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| Title | Unpicking the mechanism underlying hospitality workers’ intention to join a union and intention to quit a job. Evidence from the UK |
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