Abstract:
Due to the nature of work in the Hotel Industry, there is a tendency that turnover
intentions on employees will be experienced. The study examined time-based conflict,
strain-based conflict, and the behavior-based conflict that influence the turnover
intentions of employees in the hotel industry. Relevant literature was reviewed on the
various work-family conflicts that lead to turnover intentions. This study contributed
to our understanding of the relationship of work - family conflict and organizationally
meaningful consequences as turnover intentions. Adams' Equity Theory was used to
show that subtle and variable factors affect an employee's assessment and perception
of their relationship with their work and their employer. The study was conducted on
‘O’ rated Hotels in Nairobi, Kenya. The research design used was explanatory
survey. The population for the study consisted of employees totaling 208. The
sampling techniques used were probability, stratified sampling and simple random
sampling. The research used questionnaires as instruments for data collection. The
questionnaire was developed on a series of measures based on standardized attitude
scales. Regression Analysis and Pearson Correlation, with the help of Statistical
Package for Social Sciences (SPSS) were used to analyze data. The findings showed
that the work family conflicts, the time-based, strain-based and behavior-based
conflicts had a positive relation to turnover intentions of employees. The study found
that 60.5% (n=104) of the respondents often wished to leave the hotel industry
profession. The results showed that time-based conflict was positively correlated to
turnover intentions (coefficient estimate (β1 = 0.27, p value =0.000), while strainbased
conflict was also positively correlated to turnover intentions (coefficient
estimate (β2 = 0.323, p value =0.000). Lastly the behavior based conflict also showed
a positive correlation to turnover intentions (coefficient estimate (β3 = 0.27, p value
=0.000). In conclusion, the study findings showed that there was enough prove that
time-based conflict, and strain based conflict, particularly long and irregular hours of
working, and combining work and family roles was a contributory factor to turnover
intentions among the employees. Therefore, when an employee is stressed due to
work overload, conflict resulted as less attention would be paid to the family thus
leading to job dissatisfaction and turnover intention. Thus, inter-role conflict is
experienced when pressure arising at work are incompatible with pressure arising in
family role. It was recommended that the employees in the hotel industry should have
workplace flexibility in terms of work-hour scheduling and how to cope with family
concerns, and should have family-friendly policies. Finally, the organization should
keep a corporate culture that invites creativity and fun while the employees are at
work.