Abstract:
The hospitality industry in Sri Lanka plays a crucial role in generating foreign
revenue. This research aims to explore the impact of Human Resource
Management (HRM) practices on the turnover intentions of housekeeping
employees in hotels located in the Dambulla region. In line with existing
literature, five HRM practices, namely training and development, working
conditions, supervisory support, job security, and compensation, have been
selected for investigation. The central research question revolves around the
potential influence of these HRM practices on the turnover intentions of
housekeeping staff working in hotels. The study was conducted in Sri Lanka,
focusing on housekeeping employees in hotels. Using a convenience sampling
method, an online survey was administered, and 48 employees from various
hotels in Dambulla responded to a Google form. The collected data was analyzed
using a 5-point Likert scale, involving descriptive assessment, correlation
analysis, and regression analysis. The research formulated five hypotheses to
determine the relationship between HRM practices and employee turnover
intentions. The results of the study confirmed two hypotheses while rejecting the
remaining three. Specifically, a significant negative correlation was identified
between turnover intention and both training and development, as well as
supervisory support. Consequently, it is recommended to extend the duration
and scope of training programs and enhance supervisory support to reduce
turnover intentions. These recommendations carry significant implications for
addressing the research findings. Furthermore, the study suggests exploring
additional strategies for improving HRM practices to mitigate turnover
intentions. Future researchers interested in investigating employee turnover
intentions are encouraged to replicate similar studies in broader regions of Sri
Lanka and consider larger sample sizes for more generalized findings and
comprehensive recommendations.
