Annotated Bibliography: Employee Turnover and Work-Life Balance

This annotated bibliography provides a comprehensive overview of key research articles related to hospitality management, focusing on employee retention, work-life balance, and work stress within the hotel industry. The bibliography includes summaries of four key studies. The first study, "Revisiting talent management, work-life balance and retention strategies," explores the effectiveness of work-life balance in retaining employees. The second, "Why do you feel stressed in a “smile factory”? Hospitality job characteristics influence work–family conflict and job stress," examines the impact of job characteristics on work-family conflict and stress. The third article, "Work stress and well-being in the hotel industry," investigates common work stressors and their effects on employee satisfaction and turnover. Finally, "Qualitative examination of employee turnover and retention strategies in international tourist hotels in Taiwan" examines employee turnover and retention practices in Taiwanese hotels, highlighting the importance of career development and training. Each entry includes details about the research methodology, findings, and implications for the hospitality sector.

Annotated
bibliography

Table of Contents
Revisiting talent management, work-life balance and retention strategies......................................1
Why do you feel stressed in a “smile factory”? Hospitality job characteristics influence work–
family conflict and job stress...........................................................................................................1
Work stress and well-being in the hotel industry.............................................................................2
Qualitative examination of employee turnover and retention strategies in international tourist
hotels in Taiwan...............................................................................................................................2

Revisiting talent management, work-life balance and retention strategies
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.
The author, conduct research on Revisiting talent management work-life balance and
retention strategies. In order to conduct research various framework are used such as, industry
attributes, organisational strategies, personal employee dimensions and work life conflict to
effectively examine these with the relation of, employee retention improvement, job satisfaction
and organisational commitment. Further paper that has been used in this are employee turnover
literature and efficiently divides that literature in four different themes such as, personal
employee dimensions, WLB, employee attitudes and organisational strategies. Findings of these
research include, effectiveness of WLB that acts as most important factor with the help of which
addressing of employees issues can be done in order to retain them for longer period of time.
Why do you feel stressed in a “smile factory”? Hospitality job characteristics influence
work–family conflict and job stress
Zhao, X. and Ghiselli, R., 2016. Why do you feel stressed in a “smile factory”?
Hospitality job characteristics influence work–family conflict and job stress. International
Journal of Contemporary Hospitality Management, 28(2), pp.305-326.
The author, Conduct research on the topic of Why do you feel stressed in a “ smile
factory”. Main purpose to conduct this research is to effectively develop role of hospitality job
characterises and identification of relationship of these work on work-family conflict along with
job stress. Methodology that has been used to accomplish this research is 346 hotel employees
data in the country China. In addition with this, structural equation modeling (SEM) is also used.
Surveys conducted to accomplish this research is the form of correlation al and cross-sectional.
Further, findings that has been received are general HJCs role as an job stressor along with HRA
findings and their impact on job stress and work-family conflict. Thus, research study provides a
framework that provide systematic framework in relation to particular job characterises within
the sector of hospitality.
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Work stress and well-being in the hotel industry
O’neill, J. W. and Davis, K., 2011. Work stress and well-being in the hotel
industry. International journal of hospitality management, 30(2), pp.385-390.
The authors, researchers at the Pennsylvania State University, the sample space
comprises of 164 managerial and hourly workers who are present within 65 full services hotels
which are located in US, they are hotel managers as well as hourly employees. The purpose of
this survey was to address and decrease stress for employers and quantify the stress of hospitality
employees. There aim was to identify common work stressors, differences in frequency of these
stressors by identification of job type and last was to investigate different stressors were related
to their health and work results. It was found that tensions associated with work are associated
with reduced job satisfaction as well as high turnover intentions. The reason behind stress was
overloads and interpersonal tensions. Apart from this, it was observed that stress create
deleterious effects on job performance, employee productivity as well as customer services.
Qualitative examination of employee turnover and retention strategies in international
tourist hotels in Taiwan
Yang, J.T., Wan, C.S. and Fu, Y.J., 2012. Qualitative examination of employee
turnover and retention strategies in international tourist hotels in Taiwan. International
Journal of Hospitality Management, 31(3), pp.837-848.
The authors, have examined the turnover of employees as well as retention strategies
within hotels of Taiwan. It is a primary issue for hoteliers and they need to have appropriate
techniques for retention of capable employees. The rationale of study was to investigate
determinants of turnover rate of management employee and identification of existing practices
within human resource retention strategies. Interviews were conducted as per those it was found
that more than 80% of employees resigned from job to have advanced career whereas 70%
employees have experienced recruitment propositions among reality vs. expectations. The results
which were obtained were that managers need to acknowledge requirements of subordinates
while rendering career advice along with training programs are required to provide them
enhancement in their career.
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