Competencies, individual workplace performance, and turnover intention of hoteliers: A mediation analysis

The study was designed to investigate the mediating effect of turnover intention on the relationship between hotel competency and individual workplace performance within the hotel industry. Modified adapted survey questionnaires were distributed to hotel professionals in Region XII, resulting in high validity and reliability (Cronbach's Alpha of .921). A total of 300 hoteliers participated in the survey, with data analyzed using mean, Pearson r, and Sobel Z tests. The study utilized descriptive-correlational and mediation analysis to reveal that communication skills (m = 4.77) and leadership skills (m = 4.63) had the highest and lowest mean levels of hotel competencies, respectively. In terms of workplace performance, the work environment (m = 4.78) and employee compensation (m = 4.59) represented the highest and lowest mean levels, reflecting their impact on motivating hotel employees and enhancing satisfaction. Hoteliers seeking jobs better suited to their needs scored highest (m = 2.10), while those who felt it wouldn’t take much to leave their jobs reported lower scores (m = 1.76), indicating reduced turnover intentions. The study found a significant relationship between hotel competencies and workplace performance, with higher competencies being associated to lower turnover intentions. It also noted a strong correlation between turnover intentions and workplace performance. Finally, turnover intention did not significantly mediate the relationship between hotel competencies and individual workplace performance. The findings highlight the importance of competency development and a positive work environment for reducing turnover and enhancing service quality, ultimately supporting sustainable growth.