Impact of Work Life Balance on Staff Turnover in Marriott Hotels

This research focuses on the impact of work-life balance on the rate of staff turnover in Marriott hotels. It analyses the factors behind staff turnover, evaluates the relationship between work-life balance and staff turnover in Marriott Hotel, and recommends plausible measures to create work-life balance in the workplace in Marriott Hotel.

Running Head: RESEARCH DISSERTATION
RESEARCH DISSERTATION
Name of the Student:
Name of University:
Author Note:

1RESEARCH DISSERTATION
Table of Contents
Chapter 1: Introduction....................................................................................................................2
1.1 Enquiry overview..............................................................................................................2
1.2 Research aims...................................................................................................................2
1.3 Research objectives...........................................................................................................3
1.4 Research questions............................................................................................................3
1.5 Research hypothesis..........................................................................................................3
1.6 Background of the study...................................................................................................3
1.7 Research rationale.............................................................................................................4
1.8 Scope of the study.............................................................................................................4
1.9 Summary................................................................................................................................5
Chapter 2: Literature review............................................................................................................6
2.1 Conceptual clarifications.......................................................................................................6
2.2 Prevalence of work-life balance in organisation...................................................................6
2.3 Benefits of work-life balance in hotel industries...................................................................8
2.3.1 Increase in productivity..................................................................................................8
2.3.2 Less stressed at work......................................................................................................8
2.3.3 Improvement in employee health and wellbeing............................................................8
2.3.4 Positive workplace culture..............................................................................................9
2.3.5 Enhancing employee commitment.................................................................................9
2.3.6 Better time management...............................................................................................10
2.3.7 Personal growth of employees......................................................................................10
2.3.8 Reduction of employee turnover..................................................................................11
2.4 Impact of work-life balance of staff turnover in hotel industries........................................11
2.5 Staff turnover in Marriott Hotel...........................................................................................13
2.6 Summary..............................................................................................................................13
Chapter 3: Methodology................................................................................................................15
3.1 Introduction..........................................................................................................................15
3.2 Research philosophy............................................................................................................15
3.3 Research approach...............................................................................................................16
3.4 Research design...................................................................................................................16
3.5 Data collection and Analysis...............................................................................................16
3.6 Sampling..............................................................................................................................17
3.7 Reliability and Validity........................................................................................................18

2RESEARCH DISSERTATION
3.8 Ethical consideration...........................................................................................................18
Chapter 4: Findings and analysis...................................................................................................19
4.1 Introduction..........................................................................................................................19
4.2 Reliability and Validity........................................................................................................19
4.3 Quantitative Analysis...........................................................................................................22
4.3.1 Frequency Table...............................................................................................................22
4.3.2 Correlation Matrix............................................................................................................31
4.3.3 Regression Analysis..........................................................................................................33
4.4 Summary..............................................................................................................................35
Chapter 5: Conclusion and recommendation.................................................................................36
5.1 Conclusion...........................................................................................................................36
5.2 Recommendation.................................................................................................................37
5.3 Limitation............................................................................................................................38
References......................................................................................................................................39
Appendix........................................................................................................................................44

3RESEARCH DISSERTATION
Topic: Impact of work life balance on Staff turnover in Marriott hotels
Chapter 1: Introduction
1.1 Enquiry overview
Work-life balance is considered to be an important aspect in the professional field where
the immense pressure and competiveness in the market leads to expand the business
orientation to a great extent. It is important for the business organisation to check the
satisfaction level of the employees by providing them adequate time to spend time with
family and friends. Monotony in professional field can be burn out by getting adequate time
for family and friends and it can generate high satisfaction level for the employees as well
(Deery and Jago 2015). Based on this understanding, this research puts a great deal of
emphasis on the hospitality industry where high pressure on the employees are delivered due
to immense customer orientation in business. Moreover, the research also tries to identify
lack of work-life balance that will create an extensive impact on the satisfaction level of the
hotel staffs and leads the way to develop an extensive rate of employee turnover (Zheng et al.
2016). Therefore, the research is also intends to emphasize on the impact of the work-life
balance on the rate of employee turnover in hotel. For a more deep insights into the
relationship between the work-life balance and the staff turnover, the research is going to
take the Marriott Hotel UK as the case study organisation.
1.2 Research aims
This research aims to focus on the impact of work-life balance on the rate of staff turnover in
Marriott hotels.

4RESEARCH DISSERTATION
1.3 Research objectives
i. To analyse the factors behind staff turnover in business.
ii. To evaluate the relationship between work life balance and staff turnover in Marriott
Hotel.
iii. To recommend plausible measures to create work-life balance in workplace in Marriot
Hotel.
1.4 Research questions
i. What is the significance of work-life balance in workplace?
ii. What are the factors that escalate the rate of staff turnover?
iii. How work-life balance will affect the rate of staff turnover?
1.5 Research hypothesis
a) H1: Work-life balance has a positive impact on the rate of employee turnover
b) H0: Work-life balance has no impact on the rate of employee turnover.
1.6 Background of the study
Work-life balance is a concept that pushes the employees to split his entire time and
energy between profession and personal life. From the research of Mas-Machuca, Berbegal-
Mirabent and Alegre (2016) it can be stated that work-life balance separates the occupational
activity of a person from the personal life in such a manner that not any of the element can
hamper other. Therefore, it is essential for the employees and the staffs to carry out a balance
between the personal and professional life and shapes the daily schedule in such a manner
that will ensure a healthy development of both the work life and personal life of an
individual. While finding out the origin of the concept of work-life balance is more of a

5RESEARCH DISSERTATION
product of globalisation. It can be stated that the advent of globalisation is not only increase
the activities of the organisation rather bring more transparency in the organisational practice
where the companies are willing to take care of the interests of the employees. In association
with this, concepts like sustainability and competitive advantage have become pertinent
aspect for the business organisations in order to bring more efficacy and effectiveness into
the organisational practice (Sommerlad 2016). As a result of that it becomes relevant aspect
for the business companies to put intense focus on the employees and their abilities so that
the employee satisfaction can influence the performance and profitability of the organisation.
Therefore, the company management tries to incorporate the employee engagement within
the organisational practice so that it will generate strategic advantage for the companies to
maximise their operation effectively.
1.7 Research rationale
The hospitality industry especially the hotel companies are always tried to develop their
quality of service to the customers. It is the most important aspect that intrigues the
employees to facilitate a strategic advantage in the high competitive business practice.
However, in course of establishing an effective measure the interests of the employees are
overlooked or skipped by the hotels. As a result of that it becomes impossible for the hotel
staffs to make a balance between their personal and professional life. It leaves a negative
impact on the performance of the employees and affecting the high profitable opportunity for
the hotels.
1.8 Scope of the study
This research will care to develop a great deal of focus on impact of work-life balance on the
turnover of the employees. In this regard, it can be stated that one of the important scope for

6RESEARCH DISSERTATION
this research is to deliver an effective investigation into the practice of establishing work-life
balance as one of the core components of employee turnover. Moreover, highlighting on the
Marriott hotel also provides a unique research opportunity to identify the importance of
work-life balance as a satisfaction quotient for the employees in hospitality industries.
1.9 Summary
The introduction part tries to highlight the aims and objectives of the research in order to set
an outline for the research. Moreover, the objectives and the research questions try to set a
background of the research topic so that the research can go towards the right direction and
bring more efficacy into the organisational practice.

7RESEARCH DISSERTATION
Chapter 2: Literature review
2.1 Conceptual clarifications
This research is comprised of two variables in terms of the dependent and independent
variables. Therefore, the independent variable is the work-life balance in organisation and the
dependent variable is the high rate of employee turnover. Based on this perception, it can be
stated that the role of this literature review is to conceptualise the idea of work-life balance in
business organisations. Moreover, the benefits of the Work-life balance are also discussed in
the literature review so that an importance of the Work-life balance on organisation can be
evaluated along with the role of Work-life balance on employee turnover in general
conception. Furthermore, the literature review also tries to elucidate on the trend of
employees turnover in Marriott Hotel so that it will be effective for the development of
findings and analysis of the research.
2.2 Prevalence of work-life balance in organisation
Work-life balance is considered to be an important aspect for the business organisations
to maintain. As per the research of Holtgrewe (2018) it can be stated that Work-life balance is an
idea that the organisations are generally practiced in order to set a balance between the
professional life of the employees and the personal life. As a matter of fact, Lee, Dai and
McCreary (2015) opined that the purpose of the Work-life balance was to make a division
between the professional and personal life because often the employees brought back their
personal issues in professional activities. It can hamper the quality of the performance that an
employees can generate. Furthermore, a high professional characteristics of the Work-life
balance can be identified through the research of Köffer et al. (2015) The research pointed out

8RESEARCH DISSERTATION
that the business entrepreneurs did not want to divert the high professional orientation of the
employees by the intervention of the personal issues of the staffs. It can be argued that the impact
of globalisation transforms the modern business orientation in a rapid scale with adding dynamic
and complex attributes to the business orientation (Chan et al. 2016). High professionalism and
performance are identified are highly required for the business organisations in order to achieve
strategic advantage in the organisational context.
Moreover, the work-life balance is also associated with the practice of healthy workplace
practice. In this regard, the focus of the organisation is also fixed on the practice of establishing
rational and pragmatic organisational activity that can cope with the interests of both the
employees and the organisation. In fact, Zheng et al. (2015) articulated that the practice of Work-
life balance valued the interests of the employees so that they would be highly satisfied and
engage with the organisational objectives. It is very important for the companies to align the
interests of the employees with the organisational performance so that it will facilitate high
performance for the business organisations. Apart from that the prevalence of Work-life balance
in organisation is also associated with the gratification of the employees. Ali et al. (2017)
mentioned that it is desired from the business organisation to set a practice that will suitable for
the employees. Satisfaction of the employees are the key concern for corporate farms so that they
will stay focused and committed to the organisational practice. The research of Ghislieri et al.
(2017) pointed out that engagement of the employees with the organisational objectives in terms
of meeting their needs and interests that are coupled with the organisational objectives.

9RESEARCH DISSERTATION
2.3 Benefits of work-life balance in hotel industries
2.3.1 Increase in productivity
The Work-life balance is highly associated with the productivity of the organisation.
From the research of Fernandez-Crehuet, Gimenez-Nadal and Recio (2016) it can be argued that
the work life balance makes the employees ample time to get connected with the family and
friends so that they will never feel any kind of monotony in job. As a matter of fact, the company
will provide them enough time to relax and get afresh that are important for any employees. As a
result of that they feel more relaxed and committed to the organisation and put rapt attention to
the organisational performance. It will help the organisation to increase the productivity at a
rapid pace.
2.3.2 Less stressed at work
Ren and Caudle (2016) articulated that stress in work can damage the steady growth of
both the organisation and the employees. It is essential to gain strategic advantage in the
competitive market. The advent of globalisation creates high value for the employees and the
companies are forced to put great deal of emphasis on the benefits of the employees. It is
associated with the practice of establishing an effective measure that can bring a good workplace
practice where the employees does not feel overstressed due to the complex dynamics of the
organisation. Less stressed in workplace can usher a good environment that fosters benefit for
both the employees and the employers.
2.3.3 Improvement in employee health and wellbeing
The Work-life balance is further associated with the practice of the corporate farms to
establish better health and wellbeing. In fact, Pradhan, Pattnaik and Jena (2016) argued that it is

10RESEARCH DISSERTATION
a pertinent aspect for the companies to take extra care for the benefits and health condition of the
employees. The coming of globalisation not only creates havoc transformation in the business
orientation of the companies but emphasises on the external factors such as the government
policies that are entitled to influence the internal policies of the organisation (Richert-
Kaźmierska and Stankiewicz 2016). Therefore, wellbeing of employees is considered to be an
important aspect for the business organisations to shape effective business practice. In this
context, the Work-life balance will facilitate a better health and wellbeing for the staffs.
2.3.4 Positive workplace culture
For the success of an organisation, it is highly important to put emphasis on the positive
workplace culture. One of the important prospect of shaping good organisational culture can be
identified in terms of establishing better understanding between the employees and the
employers. In this regard, Wepfer et al. (2015) pointed out that the focal point of positive
workplace culture is relied on the good relation between the employees and employers. In this
regard, showing respect to the employee interests and render measure to meet the demand of the
employees will provide an effective measure for the business organisations to harness the
interests of employees and employers (Timms et al. 2015). Therefore, it will foster good and
healthy organisational practice by implementing Work-life balance.
2.3.5 Enhancing employee commitment
Using the Work-life balance as a better organisational practice to establish effective
commitment for the employees. In this regard, Sutton et al. (2016) stated that the Work-life
balance highly satisfies the employees due to provide them the relaxation to choose the time of
their working. As a result of that the employees are very happy to perform in the organisation
and committed to perform as per the organisation expects. Moreover, a better understanding will

11RESEARCH DISSERTATION
also be made between the organisation and the employees and the staffs realises the efforts of the
organisation to ensure their interests. Therefore, it is also obvious for them to meet the
expectation of the organisation through enough commitment and quality performance.
2.3.6 Better time management
For maximising the performance of the employees it becomes an important aspect for the
organisation to facilitate an extensive measure that will help them to concentrate effectively on
the process of increasing the profitability of the employees. As per the research of Dahlgren et al.
(2016) it can be stated that the purpose of establishing an effective employee productivity is
resembled with better time management. Adequate time for family and friends really help the
employees to facilitate effective measure of delivering proper measure to divide the personal
time and professional time. In result the personal problems will never intervene into the
professional time of the staffs.
2.3.7 Personal growth of employees
One of the major benefit of Work-life balance is to create high growth of employees in order to
deal with the rapid change in the market. The employees will feel more responsible to finish the
task within the given time otherwise time will be curtailed from their personal space. Moreover,
a sense of management will also be developed within the employees because they can understand
the utilisation of time positively (Drummond et al. 2017). A positive balance between the
professional and personal times will lead the staffs to concentrate on both part of life and manage
their time as per the need develop an effective measure for the betterment of the employees.

12RESEARCH DISSERTATION
2.3.8 Reduction of employee turnover
The most important part of the Work-life balance is that the process reduces employee turnover
that is a very significant part for the development and progress of the business organisations. In
this regard, Qiu et al. (2015) showed that the Work-life balance offers more satisfaction to the
employees so that they can get a relaxation to work with the organisation. In this regard, it is
essential for the business organisation to establish a better practice by introducing the Work-life
balance as a strategic tool to reduce the turnover of the employees and retains talented employees
that the organisation requires.
2.4 Impact of work-life balance of staff turnover in hotel industries
As far as the hospitality industry is concerned, it can be stated that one of the major facets
of the hospitality industries is to procure great deal of emphasis on the service rather than
production. The service orientation of the business leads the hospitality enterprises to facilitate
an encounter between the employees and the guests and concerned about the quality of services.
According to the research of Buang, Hemdi and Hanafiah (2016) the quality of service is
identified as a strategic measure for the hospitality sector because a great deal of focus in
imposed on the service quality rather than other factors. As a result of that it is obvious for the
companies to train and develop the skills of the staffs so that it will generate effective
organisational practice. Moreover, Li, Kim and Zhao (2017) identified that knowledge
management is referred as one of the important aspect in the hospitality industry in terms of
delivering high quality in service. It means the organisations are tried to retain its best people in
the profession so that the quality of performance can be continued effectively. Based on this
understanding, it can be stated that the employees play a crucial role in the hospitality industry
for continuing the sustainable business practice in the organisation (Kim, Im and Hwang 2015).

13RESEARCH DISSERTATION
Managing manpower is the most critical task in hospitality industry as the hospitality workforces
are generally based on complex organisational practice. It also depends on the high level of
attrition rate and training practice.
Based on this scenario, in the hospitality industry, Work-life balance plays a significant
role by putting emphasis on the aspects of job satisfaction. Job stress and the employee turnover.
All these factors are related to each other and entitled to create a better practice of developing
effective business practice. For instance, Arasli et al. (2017) opined that turnover is mainly
associated with the concept of job satisfaction. The employees are looking for better workplace
culture and remuneration practice that drive them to engage with the organisation (Li, Duverger
and Yu, 2018). Moreover, there are other factors that are equally contributed to the measure of
better attrition rate of the employees in the hotels. Such as, decision making, control over work
practice, supportive nature of the management, organisational relationship and the open
communication can contributed effectively in the practice of establishing good organisational
practice. In course of identifying the satisfaction level of the staffs Kalidass and Bahron (2015)
pointed out the Work-life balance is also considered to be an effective measure for the
organisation in order to facilitate better and optimistic effect on the organisational satisfaction
level. In this regard, the Work-life balance in the hotels are way different from the rest of the
organisations because in the hotel industry a continuous service facility is required for the
visitors even at night (Dusek et al. 2016). The organisational image is also interlinked with the
good service practice and the feasibility of service differentiation will render competitive
advantage to the organisational practice. As a result of that procuring in-depth focus on the
employee interests and satisfaction is considered to be one of the major aspect for the hotel
industries.

14RESEARCH DISSERTATION
In this regard, Brien, Thomas and Brown (2017) advocated that the flexible and shift time
for the employees generates effective measure to formulate a good service for the hotels.
Moreover, the flexible timing will formulate a Work-life balance where the staffs can choose
their work timing as they want. As a result of that it becomes a pertinent aspect for the business
organisation to succeed in satisfying the employees in one hands and foster balance in workforce
management effectively. Therefore, the practice supports the interests of the employees and at
the same time strategically meet the organisational objectives (Haldorai et al. 2019). The balance
within the workplace can be settled down by emphasising on the Work-life balance and the high
satisfaction of the employees will cater a reduction in the rate of employee turnover which is also
an important objective of the hotels.
2.5 Staff turnover in Marriott Hotel
In case of Marriott the hotel chain giant has seen less staff turnover practice in its entire
career due to the focus on the effective measure on the interests of the employees. It is important
for the business organisation is to deal with the employees in such a manner that the employees
can feel more like a family rather than posing a professional attitude. The employee management
strategy of the organisation is highly effective for not only practicing engaging the employees
with the organisational decision making but it is also important to know that interests of the
employees are also being addressed in a process of satisfying the staffs. As a result of that an
average employee retention of the organisation is 25 years which is promising and effective
enough for the success of Marriott Hotel.
2.6 Summary
The above discussion is trying to develop the importance of work life balance as a
significant process in order to facilitate effective measure for the development of the hotels. In

15RESEARCH DISSERTATION
this regard, the research cares to develop an integrated relationship between the work life balance
and the employee turnover in hotel industries. In this context, the benefit of the work life balance
in employee satisfaction can be understood from different conceptual elements. Moreover, the
literature review also tries to project an in-depth analysis in to the use of work life balance in
hotel industries.

16RESEARCH DISSERTATION
Chapter 3: Methodology
3.1 Introduction
Research methodology is the organised way of gathering and evaluating raw data to
develop significant results. Research methodology comprises of method, frameworks and
instruments necessary for knowledge development in the research. This research has used the
Saunders research onion to select the methods and instruments required to fulfil the objective in
the research (Mackey and Gass 2015). The six layers in the research onion has been discussed to
identify the method suitable for performing the study. This research has chosen a single research
based on the objective in the research. The main objective of the study is explanation of the
causal relationship between work-life balance and staff turnover within the industry.
3.2 Research philosophy
Research philosophy includes sets of beliefs, values and assumptions required for
gathering knowledge. A well thought out research philosophy consists of assumptions that helps
in shaping the research question. Assumptions are made in every stage of the research and the
research philosophy also makes definite assumptions (Hughes and Sharrock 2016). In this
research, positivism has been chosen as the research philosophy as it facilitates in conducting a
scientific study based on facts and observations. Positivism also facilitates in quantifying
observations in the research and it is key to quantify result to measure the relationship between
work-life balance and staff turnover. Positivism uses naturalistic view where the overall process
aims to logically establish the relationship between the given variables. In this research,
positivism is suitable for quantifying the relationship between work life balance and staff
turnover.

17RESEARCH DISSERTATION
3.3 Research approach
Research approach is linked to the philosophy chosen in the previous part of the research
methodology. The philosophical stance in a research determine the approach of collecting and
analysing. In this research, a logical stance has been taken by selecting positivism philosophy
which results in choosing a deductive approach (Jackson 2015). A deductive approach is based
on logical reasoning where the study aims to test the theories discussed in the literature review.
Deductive approach is used to generate hypothesis from the existing theories and they are
statistically analysed. This also includes use of predictive modelling tow show the linear
relationship between the variables.
3.4 Research design
Research is the plan of executing the overall research processes and it can also be defined
as the method of choosing between the qualitative research design and the quantitative research
design (Brannen 2017). In this research, the major aim of the research is examining the casual
relationship between work-life balance and staff turnover. Explanatory research design has been
chosen in the research as it aims to examine the cause and effect relationship between two
variables. The explanatory research design is used for description of behaviour, prediction from
one variable to another variables and causal relationship. This facilitated in developing a high
structured research design that facilitates in developing significant generalisations.
3.5 Data collection and Analysis
In this research, primary data has been collected by conducting survey questionnaire. The
survey questionnaire has been developed to collect quantitative questionnaire. The survey
questionnaire consists of close ended developed on nominal scale and ratio scale (Palinkas et al.
2015). The survey questionnaire consists of demographic questions on the staffs and questions

18RESEARCH DISSERTATION
on five point Likert scale to examine the relationship between the elements. The close ended
questionnaire is highly structured to obtain the data as per the goal in the research.
The data collected has been analysed using statistical tool such as Ms Excel and SPSS.
These tools have been used to perform inferential statistics. The data collected has been
represented in tables and charts to highlight the frequency of responses to each question. The
research has performed Pearson’s correlation to examine the direction, degree and nature of
relationship among the elements. Regression analysis has been used to develop a predictive
model for trend analysis and develop a linear relationship between the variables. The study has
performed an ANOVA test to develop the F statistics and test the mentioned hypothesis in the
research. The data analysed has been interpreted in respect to the practical scenario and industry
partner to provide valid results.
3.6 Sampling
Sampling is the process of choosing sample population from the overall population. It
helps in reducing the sample size when the target population is relatively large (Csikszentmihalyi
and Larson 2014). The target population in the research are the employees working in hotel
industry in United Kingdom. The sampling frame consists of the employees working in Marriott
and the sample size consists of 50 employees. The research has used stratified random sampling
to choose respondents. This has helped in dividing each department into different strata and
choosing respondents from each department. Randomization provided equal opportunity to all
the participants of being chosen and has reduced the sampling bias in the research. However, as
the sample size in the study is small, the margin of error is high.

19RESEARCH DISSERTATION
3.7 Reliability and Validity
This study has used a cross sectional method so data has been collected only once and
this is the reason that the reliability of the data instrument was not checked. The reliability of the
data set has been checked using Cronbach’s Alpha which measures the scale reliability and
internal consistency of the collected data (Peters 2014). Validity of the collected data has been
measured using Bartlett test of Sphericity and Kaiser Mayer Olkin Test of Sampling Adequacy
which measures the degree of relatedness and proportion of variance for the data set.
3.8 Ethical consideration
The research has followed all the ethical guidelines mentioned by the university.
Informed consent has been developed to provide the respondents with the information on the
purpose of carrying out the survey. Voluntary participation is most significant factor in the
consent form and the respondents had the option leave the survey at point (Neuman and Robson
2014). The confidentiality of the respondents’ data has been maintained and the research has
protected the privacy of the respondents by keeping their anonymity. The research has avoided
plagiarism, fabrication and falsification which are three cardinal sins of research. The
questionnaire has avoided any discriminatory languages which may offend any participant.

20RESEARCH DISSERTATION
Chapter 4: Findings and analysis
4.1 Introduction
This chapter has evaluated the data collected through conducting a survey in Marriot,
United Kingdom. The research has used a single research design where only quantitative data
analysis has been performed to analyse the relationship between the variables in the research.
The reliability, validity, correlation and regression has been analysed to achieve the objective in
the research.
4.2 Reliability and Validity
The cronbach’s alpha test is used to measure the internal constancy and the scale
reliability of the collected data. The value is acceptable at .7 and in this the value is .985 which
implies high internal consistency for all the items. The item total statistic measures the value of
alpha when one of the items are deleted from the research. The results show that value of alpha
decreases when one of the item is deleted. This means all the elements contribute effectively to
the reliability in the research.
KMO measures whether the sampling of the data is adequate or not and a value within
0.8 to 1 is acceptable value. The value of KMO is .950 so the sampling is adequate in the
research. This means that the proportion of variance among the data elements is low. On the
other hand, Bartlett test measures whether the variables are related or not and the value is
significant .000. This means that all the elements are highly related to each other.
Cronbach's Alpha N of Items
.985 8

21RESEARCH DISSERTATION
Item Statistics
Mean Std. Deviation N
high staff turnover 2.38 1.244 50
Work adversely affected 2.38 1.338 50
high turnover intentions 2.26 1.322 50
Increase in workload 2.36 1.306 50
increase in stress 2.40 1.278 50
work over-time 2.28 1.310 50
long working hours 2.52 1.233 50
disrupts team work 2.46 1.182 50
Item-Total Statistics
Scale Mean if
Item Deleted
Scale Variance if
Item Deleted
Corrected Item-
Total Correlation
Cronbach's
Alpha if Item
Deleted
high staff turnover 16.66 73.045 .940 .983
Work adversely affected 16.66 71.494 .940 .983
high turnover intentions 16.78 71.726 .942 .983
Increase in workload 16.68 72.059 .939 .983
increase in stress 16.64 72.725 .927 .983
work over-time 16.76 71.737 .952 .982
long working hours 16.52 73.479 .926 .984
disrupts team work 16.58 74.208 .932 .983
KMO and Bartlett's Test
Kaiser-Meyer-Olkin Measure of Sampling Adequacy. .950
Bartlett's Test of Sphericity Approx. Chi-Square 644.644
df 28
Sig. .000
Communalities
Initial Extraction
high staff turnover 1.000 .911

22RESEARCH DISSERTATION
Work adversely affected 1.000 .911
high turnover intentions 1.000 .914
Increase in workload 1.000 .909
increase in stress 1.000 .892
work over-time 1.000 .928
long working hours 1.000 .889
disrupts team work 1.000 .898
Extraction Method: Principal Component Analysis.
Total Variance Explained
Component Initial Eigenvalues Extraction Sums of Squared Loadings
Total % of
Variance
Cumulative % Total % of
Variance
Cumulative %
1 7.253 90.664 90.664 7.253 90.664 90.664
2 .168 2.095 92.759
3 .141 1.767 94.526
4 .123 1.535 96.061
5 .114 1.425 97.487
6 .078 .977 98.463
7 .068 .847 99.311
8 .055 .689 100.000
Extraction Method: Principal Component Analysis.
Component Matrixa
Component
1
high staff turnover .954
Work adversely affected .954
high turnover intentions .956
Increase in workload .953

23RESEARCH DISSERTATION
increase in stress .945
work over-time .964
long working hours .943
disrupts team work .948
Extraction Method: Principal Component
Analysis.a
a. 1 components extracted.
4.3 Quantitative Analysis
4.3.1 Frequency Table
Demographic Data
gender
Frequency Percent Valid Percent Cumulative Percent
Valid 1 23 46.0 46.0 46.0
2 27 54.0 54.0 100.0
Total 50 100.0 100.0
age

24RESEARCH DISSERTATION
Frequency Percent Valid Percent Cumulative Percent
Valid 1 9 18.0 18.0 18.0
2 8 16.0 16.0 34.0
3 16 32.0 32.0 66.0
4 8 16.0 16.0 82.0
5 9 18.0 18.0 100.0
Total 50 100.0 100.0
highest level of education
Frequency Percent Valid Percent Cumulative Percent
Valid 1 14 28.0 28.0 28.0
2 12 24.0 24.0 52.0
3 14 28.0 28.0 80.0
4 3 6.0 6.0 86.0
5 7 14.0 14.0 100.0
Total 50 100.0 100.0

25RESEARCH DISSERTATION
tenure
Frequency Percent Valid Percent Cumulative Percent
Valid 1 11 22.0 22.0 22.0
2 11 22.0 22.0 44.0
3 14 28.0 28.0 72.0
4 4 8.0 8.0 80.0
5 10 20.0 20.0 100.0
Total 50 100.0 100.0
Rate of Staff turnover

26RESEARCH DISSERTATION
high staff turnover
Frequency Percent Valid Percent Cumulative Percent
Valid 1 14 28.0 28.0 28.0
2 17 34.0 34.0 62.0
3 9 18.0 18.0 80.0
4 6 12.0 12.0 92.0
5 4 8.0 8.0 100.0
Total 50 100.0 100.0

27RESEARCH DISSERTATION
Work adversely affected
Frequency Percent Valid Percent Cumulative Percent
Valid 1 16 32.0 32.0 32.0
2 15 30.0 30.0 62.0
3 9 18.0 18.0 80.0
4 4 8.0 8.0 88.0
5 6 12.0 12.0 100.0
Total 50 100.0 100.0
high turnover intentions
Frequency Percent Valid Percent Cumulative Percent
Valid 1 20 40.0 40.0 40.0
2 11 22.0 22.0 62.0
3 9 18.0 18.0 80.0
4 6 12.0 12.0 92.0
5 4 8.0 8.0 100.0
Total 50 100.0 100.0

28RESEARCH DISSERTATION
Work-life balance
Increase in workload
Frequency Percent Valid Percent Cumulative Percent
Valid 1 16 32.0 32.0 32.0
2 15 30.0 30.0 62.0
3 9 18.0 18.0 80.0
4 5 10.0 10.0 90.0
5 5 10.0 10.0 100.0
Total 50 100.0 100.0

29RESEARCH DISSERTATION
increase in stress
Frequency Percent Valid Percent Cumulative Percent
Valid 1 14 28.0 28.0 28.0
2 17 34.0 34.0 62.0
3 9 18.0 18.0 80.0
4 5 10.0 10.0 90.0
5 5 10.0 10.0 100.0
Total 50 100.0 100.0

30RESEARCH DISSERTATION
work over-time
Frequency Percent Valid Percent Cumulative Percent
Valid 1 19 38.0 38.0 38.0
2 12 24.0 24.0 62.0
3 9 18.0 18.0 80.0
4 6 12.0 12.0 92.0
5 4 8.0 8.0 100.0
Total 50 100.0 100.0
long working hours
Frequency Percent Valid Percent Cumulative Percent
Valid 1 9 18.0 18.0 18.0
2 22 44.0 44.0 62.0
3 9 18.0 18.0 80.0
4 4 8.0 8.0 88.0
5 6 12.0 12.0 100.0
Total 50 100.0 100.0

31RESEARCH DISSERTATION
disrupts team work
Frequency Percent Valid Percent Cumulative Percent
Valid 1 10 20.0 20.0 20.0
2 21 42.0 42.0 62.0
3 9 18.0 18.0 80.0
4 6 12.0 12.0 92.0
5 4 8.0 8.0 100.0
Total 50 100.0 100.0

32RESEARCH DISSERTATION
4.3.2 Correlation Matrix
In this correlation matrix, the relationship between turnover intentions and other variables
of workload shows that there is significant positive relationship between the two. The correlation
between increase in workload and high turnover intention is .879. This shows strong positive
relationship at two tail and 995 confidence interval. Similarly, the other values such as increase
in stress, working over time, long working hours and disruption in team work all strong positive
impact on turnover intention.
Correlations
high staff
turnover
Work adversely
affected
high turnover
intentions
high staff turnover Pearson Correlation 1 .880** .907**
Sig. (2-tailed) .000 .000
N 50 50 50
Work adversely affected Pearson Correlation .880** 1 .912**
Sig. (2-tailed) .000 .000
N 50 50 50
high turnover intentions Pearson Correlation .907** .912** 1
Sig. (2-tailed) .000 .000
N 50 50 50
Increase in workload Pearson Correlation .894** .913** .879**
Sig. (2-tailed) .000 .000 .000
N 50 50 50
increase in stress Pearson Correlation .878** .888** .880**
Sig. (2-tailed) .000 .000 .000
N 50 50 50
work over-time Pearson Correlation .923** .904** .912**
Sig. (2-tailed) .000 .000 .000
N 50 50 50
long working hours Pearson Correlation .893** .892** .880**
Sig. (2-tailed) .000 .000 .000
N 50 50 50
disrupts team work Pearson Correlation .892** .881** .915**

33RESEARCH DISSERTATION
Sig. (2-tailed) .000 .000 .000
N 50 50 50
Correlations
Increase in
workload
increase in
stress
work over-time
high staff turnover Pearson Correlation .894** .878** .923**
Sig. (2-tailed) .000 .000 .000
N 50 50 50
Work adversely affected Pearson Correlation .913** .888** .904**
Sig. (2-tailed) .000 .000 .000
N 50 50 50
high turnover intentions Pearson Correlation .879** .880** .912**
Sig. (2-tailed) .000 .000 .000
N 50 50 50
Increase in workload Pearson Correlation 1 .891** .906**
Sig. (2-tailed) .000 .000
N 50 50 50
increase in stress Pearson Correlation .891** 1 .883**
Sig. (2-tailed) .000 .000
N 50 50 50
work over-time Pearson Correlation .906** .883** 1
Sig. (2-tailed) .000 .000
N 50 50 50
long working hours Pearson Correlation .883** .889** .906**
Sig. (2-tailed) .000 .000 .000
N 50 50 50
disrupts team work Pearson Correlation .896** .889** .904**
Sig. (2-tailed) .000 .000 .000
N 50 50 50
Correlations
long working hours disrupts team work
high staff turnover Pearson Correlation .893** .892**
Sig. (2-tailed) .000 .000

34RESEARCH DISSERTATION
N 50 50
Work adversely affected Pearson Correlation .892** .881**
Sig. (2-tailed) .000 .000
N 50 50
high turnover intentions Pearson Correlation .880** .915**
Sig. (2-tailed) .000 .000
N 50 50
Increase in workload Pearson Correlation .883** .896**
Sig. (2-tailed) .000 .000
N 50 50
increase in stress Pearson Correlation .889** .889**
Sig. (2-tailed) .000 .000
N 50 50
work over-time Pearson Correlation .906** .904**
Sig. (2-tailed) .000 .000
N 50 50
long working hours Pearson Correlation 1 .841**
Sig. (2-tailed) .000
N 50 50
disrupts team work Pearson Correlation .841** 1
Sig. (2-tailed) .000
N 50 50
**. Correlation is significant at the 0.01 level (2-tailed).
4.3.3 Regression Analysis
Regression analysis is used to develop a predictive model and linear relationship between
the dependent and the independent variable. This research has used a multiple linear regression
model to predict the relationship between work-life balance and staff turnover rate. The value of
multiple R is .942 which shows that correlation between predictors and the dependent variable is
high. Moreover, it also signifies that the predictive capability of the model is relatively high. R
square is the coefficient of determination which measures the goodness of fit of the regression
line and the explaining capability of the independent variable of the dependent variable. The

35RESEARCH DISSERTATION
value of R square in the research is .887 which signifies that the goodness of fit of the line is
high and majority of the data points lie within the regression line. Similarly, the value of R
square shows that the explaining capability of the predictors are 88.7% which signifies that the
predictors can explain 89% characteristics of staff turnover. Durbin Watson test is used to
determine whether first degree autocorrelation exist within the data set. The value of Durbin
Watson is 1.326 which is not within the range of 1.7 to 2.5. This means that there is first degree
autocorrelation within the variables. This may affect the overall result in the analysis which is
due to the small sample size. This is one of the major limitation of the research.
The ANOVA is used to test the hypothesis developed in the first chapter of the research.
The F value in the research is .000 which is less than the p value of 0.05 and thus, the null
hypothesis in the research can be rejected. The alternative hypothesis has been accepted which
means that there is significant relationship between high staff turnover and work life balance.
Model Summaryb
Model R R Square Adjusted R Square Std. Error of the
Estimate
Durbin-Watson
1 .942a .887 .874 .468 1.326
a. Predictors: (Constant), disrupts team work, long working hours , increase in stress,
Increase in workload , work over-time
b. Dependent Variable: high turnover intentions
ANOVAa
Model Sum of Squares df Mean Square F Sig.
1 Regression 75.970 5 15.194 69.281 .000b
Residual 9.650 44 .219
Total 85.620 49

36RESEARCH DISSERTATION
a. Dependent Variable: high turnover intentions
b. Predictors: (Constant), disrupts team work, long working hours , increase in stress, Increase in
workload , work over-time
Coefficientsa
Model Unstandardized Coefficients Standardized
Coefficients
t Sig.
B Std. Error Beta
1 (Constant) -.291 .170 -1.711 .094
Increase in workload -.003 .145 -.003 -.019 .985
increase in stress .079 .143 .077 .554 .582
work over-time .268 .159 .266 1.684 .099
long working hours .223 .148 .208 1.510 .138
disrupts team work .485 .157 .434 3.100 .003
a. Dependent Variable: high turnover intentions
Residuals Statisticsa
Minimum Maximum Mean Std. Deviation N
Predicted Value .98 4.97 2.26 1.245 50
Residual -.818 .776 .000 .444 50
Std. Predicted Value -1.026 2.180 .000 1.000 50
Std. Residual -1.746 1.658 .000 .948 50
a. Dependent Variable: high turnover intentions
4.4 Summary
This chapter has examined the data collected and analysed to develop relevant findings.
The findings of the study shows that there is strong positive relationship between work life
balance and staff turnover intentions. The employees facing too much stress and work load are
expected to have more staff turnover intentions. The regression model has clearly complied to
this concept and has rejected the null hypothesis in the research.

37RESEARCH DISSERTATION
Chapter 5: Conclusion and recommendation
5.1 Conclusion
The conclusion chapter has linked the objective of the research to the findings by
comparing with the literature review. Work-life balance is one of the major aspect in the hotel
industry because of the fact that the hotel industry has been criticized for having unpredictable
working shifts and excessive level of stress in comparison to the monetary benefit. The findings
from the survey conducted has provided some shocking facts:
 The majority of the respondents stated that the employee turnover within the organisation
is relatively high.
 The majority of the respondents agreed that they have high turnover intentions
 The majority of the respondents agreed that their work is being hampered due to high
turnover within the organisation
 There is lack of work – life balance which has led to stress and high work overload and
this is one of the major reason of turnover intention at different hotels.
 The regression analysis showed that there is positive relationship between staff turnover
and work-life balance. This research has used a multiple linear regression model to
predict the relationship between work-life balance and staff turnover rate. The value of
multiple R is .942 which shows that correlation between predictors and the dependent
variable is high. Moreover, it also signifies that the predictive capability of the model is
relatively high. R square is the coefficient of determination which measures the goodness
of fit of the regression line and the explaining capability of the independent variable of
the dependent variable. The value of R square in the research is .887 which signifies that
the goodness of fit of the line is high and majority of the data points lie within the

38RESEARCH DISSERTATION
regression line. Similarly, the value of R square shows that the explaining capability of
the predictors are 88.7% which signifies that the predictors can explain 89%
characteristics of staff turnover.
 In this correlation matrix, the relationship between turnover intentions and other variables
of workload shows that there is significant positive relationship between the two. The
correlation between increase in workload and high turnover intention is .879. This shows
strong positive relationship at two tail and 995 confidence interval. Similarly, the other
values such as increase in stress, working overtime, long working hours and disruption in
team work all strong positive impact on turnover intention.
5.2 Recommendation
The research has provided following recommendation based on the findings in the
research:
 The organisation need to change their human resource policies and focusing on looking
into the work environment of the company.
 The organisation needs to flex hours including during the seasonal hours and this
provides the employees with the option of choosing their shift hours.
 The organisation needs to make their lunch schedule less rigid by enabling them to take
reasonable amount of break.
 The organisation needs to develop effective team building exercise to develop team
bonding and the make the work environment more conducive in nature

39RESEARCH DISSERTATION
5.3 Limitation
This research is based on a single research design and only uses a quantitative data
analysis to collect and analyse data. However, a mixed method analysis is expected to provide
better results in the future as it can access other dimensions to the research topic. The sample size
in the research is small which has resulted in high margin of error and first degree
autocorrelation in the study. In future, the research should use longitudinal study instead of cross
study with larger sample size to increase in the reliability and validity of the collected data.
Moreover, the time consumed in the research is less and more time is required to conduct further
in depth analysis of the topic.

40RESEARCH DISSERTATION
References
Ali, F., Malik, A., Pereira, V. and Al Ariss, A., 2017. A relational understanding of work-life
balance of Muslim migrant women in the west: future research agenda. The International
Journal of Human Resource Management, 28(8), pp.1163-1181.
Arasli, H., Bahman Teimouri, R., Kiliç, H. and Aghaei, I., 2017. Effects of service orientation on
job embeddedness in hotel industry. The Service Industries Journal, 37(9-10), pp.607-627.
Brannen, J., (2017). Mixing methods: Qualitative and quantitative research. Routledge.
Brien, A., Thomas, N.J. and Brown, E.A., 2017. How hotel employee job-identity impacts the
hotel industry: The uncomfortable truth. Journal of Hospitality and Tourism Management, 31,
pp.235-243.
Buang, F.H., Hemdi, M.A. and Hanafiah, M.H., 2016. Job hopping attitude and turnover
intention of Gen Y hotel employees: A review and research agenda. In Social Sciences
Postgraduate International Seminar (SSPIS) (pp. 108-114).
Chan, X.W., Kalliath, T., Brough, P., Siu, O.L., O’Driscoll, M.P. and Timms, C., 2016. Work–
family enrichment and satisfaction: The mediating role of self-efficacy and work–life
balance. The International Journal of Human Resource Management, 27(15), pp.1755-1776.
Csikszentmihalyi, M. and Larson, R., (2014). Validity and reliability of the experience-sampling
method. In Flow and the foundations of positive psychology (pp. 35-54). Springer, Dordrecht.

41RESEARCH DISSERTATION
Dahlgren, A., Tucker, P., Gustavsson, P. and Rudman, A., 2016. Quick returns and night work as
predictors of sleep quality, fatigue, work–family balance and satisfaction with work
hours. Chronobiology international, 33(6), pp.759-767.
Drummond, S., O’Driscoll, M.P., Brough, P., Kalliath, T., Siu, O.L., Timms, C., Riley, D., Sit,
C. and Lo, D., 2017. The relationship of social support with well-being outcomes via work–
family conflict: Moderating effects of gender, dependants and nationality. Human
Relations, 70(5), pp.544-565.
Dusek Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and
retention strategies. International Journal of Contemporary Hospitality Management, 27(3),
pp.453-472.
Dusek, G.A., Clarke, R., Yurova, Y. and Ruppel, C.P., 2016. Employee turnover in international
brand hotels in Russia: A comparison of nationals and foreign nationals. Journal of East-West
Business, 22(1), pp.51-75.
Fernandez-Crehuet, J.M., Gimenez-Nadal, J.I. and Recio, L.E.R., 2016. The National Work–Life
Balance Index©: The European Case. Social Indicators Research, 128(1), pp.341-359.
Ghislieri, C., Gatti, P., Molino, M. and Cortese, C.G., 2017. Work–family conflict and
enrichment in nurses: between job demands, perceived organisational support and work–family
backlash. Journal of nursing management, 25(1), pp.65-75.
Haldorai, K., Kim, W.G., Pillai, S.G., Park, T.E. and Balasubramanian, K., 2019. Factors
affecting hotel employees’ attrition and turnover: Application of pull-push-mooring
framework. International Journal of Hospitality Management, 83, pp.46-55.

42RESEARCH DISSERTATION
Holtgrewe, U., 2018. Company Strategies and Work Organisation in Europe. In Factsheet for the
UNI Europa workshop of the project „Shaping industrial relations in a digitising service
economy “on Service Employment, Stockholm, February (Vol. 27, p. 2018).
Hughes, J.A. and Sharrock, W.W., (2016). The philosophy of social research. Routledge.
Jackson, S.L., (2015). Research methods and statistics: A critical thinking approach. Cengage
Learning.
Kalidass, A. and Bahron, A., 2015. The relationship between perceived supervisor support,
perceived organizational support, organizational commitment and employee turnover
intention. International Journal of Business Administration, 6(5), p.82.
Kim, S.S., Im, J. and Hwang, J., 2015. The effects of mentoring on role stress, job attitude, and
turnover intention in the hotel industry. International Journal of Hospitality Management, 48,
pp.68-82.
Köffer, S., Anlauf, L., Ortbach, K. and Niehaves, B., 2015, May. The Intensified Blurring of
Boundaries Between Work and Private Life through IT Consumerisation. In ECIS.
Lee, Y.W., Dai, Y.T. and McCreary, L.L., 2015. Quality of work life as a predictor of nurses'
intention to leave units, organisations and the profession. Journal of nursing management, 23(4),
pp.521-531.
Li, J.J., Kim, W.G. and Zhao, X.R., 2017. Multilevel model of management support and casino
employee turnover intention. Tourism Management, 59, pp.193-204.

43RESEARCH DISSERTATION
Li, Z., Duverger, P. and Yu, L., 2018. Employee creativity trumps supervisor-subordinate
guanxi: Predicting prequitting behaviors in China's hotel industry. Tourism Management, 69,
pp.23-37.
Mackey, A. and Gass, S.M., (2015). Second language research: Methodology and design.
Routledge.
Mas-Machuca, M., Berbegal-Mirabent, J. and Alegre, I., 2016. Work-life balance and its
relationship with organizational pride and job satisfaction. Journal of Managerial
Psychology, 31(2), pp.586-602.
Neuman, W.L. and Robson, K., (2014). Basics of social research. Toronto: Pearson Canada.
Palinkas, L.A., Horwitz, S.M., Green, C.A., Wisdom, J.P., Duan, N. and Hoagwood, K., (2015).
Purposeful sampling for qualitative data collection and analysis in mixed method implementation
research. Administration and Policy in Mental Health and Mental Health Services
Research, 42(5), pp.533-544.
Peters, G.J.Y., (2014). The alpha and the omega of scale reliability and validity: why and how to
abandon Cronbach’s alpha and the route towards more comprehensive assessment of scale
quality. European Health Psychologist, 16(2), pp.56-69.
Pradhan, R.K., Pattnaik, R. and Jena, L.K., 2016. Does emotional intelligence contribute to
contentment? Exploring the association between work-life balance and job
satisfaction. International Journal of Work Organisation and Emotion, 7(3), pp.180-197.

44RESEARCH DISSERTATION
Qiu, H., Haobin Ye, B., Hung, K. and York, Q.Y., 2015. Exploring antecedents of employee
turnover Intention–evidence of China’s hotel industry. Journal of China Tourism
Research, 11(1), pp.53-66.
Ren, X. and Caudle, D., 2016. Walking the tightrope between work and non-work life: strategies
employed by British and Chinese academics and their implications. Studies in Higher
Education, 41(4), pp.599-618.
Richert-Kaźmierska, A. and Stankiewicz, K., 2016. Work–life balance: Does age
matter?. Work, 55(3), pp.679-688.
Sommerlad, H., 2016. “A pit to put women in”: professionalism, work intensification,
sexualisation and work–life balance in the legal profession in England and Wales. International
Journal of the Legal Profession, 23(1), pp.61-82.
Sutton, A., Evans, M., Davies, C. and Lawson, C., 2016. The development and longitudinal
evaluation of a wellbeing programme: An organisation case study. International Journal of
Wellbeing, 6(1).
Timms, C., Brough, P., O'Driscoll, M., Kalliath, T., Siu, O.L., Sit, C. and Lo, D., 2015. Flexible
work arrangements, work engagement, turnover intentions and psychological health. Asia Pacific
Journal of Human Resources, 53(1), pp.83-103.
Wepfer, A.G., Brauchli, R., Jenny, G.J., Hämmig, O. and Bauer, G.F., 2015. The experience of
work-life balance across family-life stages in Switzerland: a cross-sectional questionnaire-based
study. BMC public health, 15(1), p.1290.

45RESEARCH DISSERTATION
Zheng, C., Molineux, J., Mirshekary, S. and Scarparo, S., 2015. Developing individual and
organisational work-life balance strategies to improve employee health and wellbeing. Employee
Relations, 37(3), pp.354-379.

46RESEARCH DISSERTATION
Appendix
1. What is your gender?
a) Male
b) Female
2. What is your age?
a) 18-25
b) 26-33
c) 34-41
d) 42- 49
e) 49 and above
3. What is your highest verifiable level of education?
a) High school
b) Diploma
c) Bachelor’s degree
d) Master’s degree
e) PhD

47RESEARCH DISSERTATION
4. For how long have you been working at Marriot?
a) Below 1 year
b) 1 – 5 years
c) 6 – 10 years
d) 11 – 5 years
e) Over 15 years
Rate of staff turnover
5. How far do you agree that rate of staff turnover in your organisation is high?
a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree
6. How far do you agree that your work has been adversely affected by the level of staff
turnover in this organisation?
a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree
7. How far do you agree that you have high turnover intentions based on the nature of
work in this organisation?
a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree
Work Life Balance
8. How far do you agree that staff turnover increases the workload of every employee in
your department?

48RESEARCH DISSERTATION
a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree
9. How far do you agree that high staff turnover increases stress at work of every employee
in your department?
a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree
10. How far do you agree that you are usually asked to work over-time whenever some
employees leave the organisation?
a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree
11. How far do you agree that you are exposed to long working hours every time some
employees leave the organisation?
a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree
12. How far do you agree that high staff turnover disrupts teamwork in this organisation?
a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree