The effect of ruminative thought style and workplace ostracism on turnover intention of hotel employees: The mediating effect of organizational identification

Nuray Turkoglu, Ali Dalgic

Abstract


The primary aim of this paper is to reveal the effects of the ruminative
thought style and workplace ostracism on hotel employees’ turnover
intention. In addition, the effect of the ruminative thought style and
workplace ostracism on hotel employees’ turnover intention through
the mediator role of organizational identification was investigated in
this study. The data were collected by convenience sampling between
1 June and 1 October 2018 from the employees of the twelve 5-star
hotel businesses in Bodrum, Turkey, yielding 432 valid survey forms.
The results showed that ruminative thought style and workplace
ostracism increase the turnover intention of hotel employees while
organizational identification decreases it. In addition, organizational
identification plays a mediating role between a ruminative thought
style and turnover intention. Thus, we recommend to the managers
that they should create a good working environment, support and
participate in social activities with their team, make their employees
feel that they are a part of the organization and always state that they
value their team.


Keywords


Ruminative thought style, workplace ostracism, organizational identification, turnover intention

Full Text:

PDF

References


Abrams, D. & Hogg, M. A. (1988). Comments on the motivational status

of self-esteem in social identity and intergroup discrimination.

European Journal of Social Psychology, 18(4), 317-334.

Akgündüz, Y. & Akdag, G. (2014). The effects of personality traits of

employees on core self-evaluation and turnover intention. Çanakkale

Onsekiz Mart Univ. J. Admin. Sci. 12 (24), 295–318.

Ashforth, B. E., & Mael, F. (1989). Social identity theory and the

organization. Academy of Management Review, 14(1), 20-39.

Balliet, D. & Ferris, D. L. (2013). Ostracism and prosocial behavior: A

social dilemma perspective. Organizational Behavior and Human

Decision Processes, 120(2), 298-308.

Bisht, N. S. (2014). Role ambiguity, role conflict and burnout: The

mediating role of rumination in higher education faculty. Research and

Sustainable Business Congress. 422-430. ISBN: 978-93-83842-19-3.

Brammer, S., He, H., & Mellahi, K. (2015). Corporate social

responsibility, employee organizational identification, and creative

effort: The moderating impact of corporate ability. Group &

Organization Management, 40(3), 323-352.

Brinker, J. K. & Dozois, D. J. (2009). Ruminative thought style and

depressed mood. Journal of Clinical Psychology, 65(1), 1-19.

Brislin, R. W. (1970). Back-translationforcross-culturalresearch. Journal

of Cross-Cultural Psychology, 1(3), 185-216.

Choi, K. (2006). A structural relationship analysis of hotel employees'

turnover intention. Asia Pacific Journal of Tourism Research, 11(4), 321-337.

Chung, Y. W. (2018). Workplace ostracism and workplace behaviors: A

moderated mediation model of perceived stress and psychological

empowerment. Anxiety, Stress, & Coping, 31(3), 304-317.

Cole, M. S., & Bruch, H. (2006). Organizational identity strength,

identification, and commitment and their relationships to turnover

intention: Does organizational hierarchy matter?. Journal of

Organizational Behavior, 27(5), 585-605.

Cropanzano, R., Howes, J. C., Grandey, A. A. & Toth, P. (1997). The

relationship of organizational politics and support to work behaviors,

attitudes, and stress. Journal of Organizational Behavior, 18(2), 159-180.

DeConinck, J. B. (2011). The effects of leader–member exchange and

organizational identification on performance and turnover among

salespeople. Journal of Personal Selling & Sales Management, 31(1), 21-34.

Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational

images and member identification. Administrative Science Quarterly,

-263.

Dysvik, A. & Kuvaas, B. (2010). Exploring the relative and combined

influence of mastery-approach goals and work intrinsic motivation on

employee turnover intention. Personnel Review, 39(5), 622-638.

Eisma, M. C. & Stroebe, M. S. (2017). Rumination following

bereavement: An overview. Bereavement Care, 36(2), 58-64.

Ellemers, N., De Gilder, D., & Haslam, S. A. (2004). Motivating

individuals and groups at work: A social identity perspective on

leadership and group performance. Academy of Management Review,

(3), 459-478.

Evans, D. R. & Segerstrom, S. C. (2011). Why do mindful people worry

less?. Cognitive Therapy and Research, 35(6), 505-510.

Fatima, A. (2016). Impact of workplace ostracism on counter productive

work behaviors: Mediating role of job satisfaction. Abasyn University

Journal of Social Sciences, 9(2).

Ferris, D. L., Brown, D. J., Berry, J. W. & Lian, H. (2008). The development

and validation of the Workplace Ostracism Scale. Journal of Applied

Psychology, 93(6), 1348.

Fornell, C. & Larcker, D. F. (1981). Evaluating structural equation models

with unobservable variables and measurement error. Journal of

Marketing Research, 39-50.

Gefen, D. & Ridings, C. M. (2002). Implementation team responsiveness

and user evaluation of customer relationship management: A quasiexperimental

design study of social exchange theory. Journal of

Management Information Systems, 19(1), 47-69.

Hair, J. F. Jr., Black, W. C., Babin, B. J. & Anderson, R. E. (2010).

Multivariate data analysis (7th ed.). Upper Saddle River, NJ:

PrenticeHall

Hair, J. F., Black, W. O., Babin, B. J., Anderson, R. E. & Tatham, R. L.

(2006). Multivariate data analysis a global perspective. New Jersey:

Pearson.

Harris, G. E., & Cameron, J. E. (2005). Multiple dimensions of

organizational identification and commitment as predictors of turnover

intentions and psychological well-being. Canadian Journal of

Behavioural Science, 37(3), 159.

Heaphy, E. D. & Dutton, J. E. (2008). Positive social interactions and the

human body at work: Linking organizations and physiology. Academy of

Management Review, 33(1), 137-162.

Hobfoll, S. E. (2001). The influence of culture, community, and the

nested-self in the stress process: advancing conservation of resources

theory. Applied Psychology An International Review, 50(3), 337–421.

Huang, H. I. (2007). Understanding culinary arts workers: Locus of

control, job satisfaction, work stress and turnover intention. Journal of

Foodservice Business Research, 9(2-3), 151-168.

Kultur (2016). yigm.kulturturizm.gov.tr/.../53370,isletme-ve-yatirimbelgeli-

tesis-istatistikleri-2016xl. Access date: 15 September 2017.

Leung, A. S., Wu, L. Z., Chen, Y. Y. & Young, M. N. (2011). The impact of

workplace ostracism in service organizations. International Journal of

Hospitality Management, 30(4), 836-844.

Liverant, G. I., Kamholz, B. W., Sloan, D. M. & Brown, T. A. (2011).

Rumination in clinical depression: A type of emotional suppression?.

Cognitive Therapy and Research, 35(3), 253-265.

Lu, V. N., Capezio, A., Restubog, S. L. D., Garcia, P. R., & Wang, L. (2016).

In pursuit of service excellence: Investigating the role of psychological

contracts and organizational identification of frontline hotel

employees. Tourism Management, 56, 8-19.

Mael, F., & Ashforth, B. E. (1992). Alumni and their alma mater: A partial

test of the reformulated model of organizational identification. Journal

of Organizational Behavior, 13(2), 103-123.

Michael, T., Halligan, S. L., Clark, D. M. & Ehlers, A. (2007). Rumination in

posttraumatic stress disorder. Depression and Anxiety, 24(5), 307-317.

Mobley, W. H. (1977). Intermediate linkages in the relationship

between job satisfaction and employee turnover. Journal of Applied

Psychology, 62(2), 237.

Nolen-Hoeksema, S. (1987). Sex differences in unipolar depression:

evidence and theory. Psychological Bulletin, 101(2), 259.

Nolen-Hoeksema, S. (1991). Responses to depression and their effects

on the duration of depressive episodes. Journal of Abnormal

Psychology, 100(4), 569.

Peng, A. C. & Zeng, W. (2017). Workplace ostracism and deviant and

helping behaviors: The moderating role of 360 degree feedback. Journal

of Organizational Behavior, 38(6), 833-855.

Qi, Y. & Ming-Xia, L. (2014). Ethical leadership, organizational

identification and employee voice: examining moderated mediation

process in the Chinese insurance industry. Asia Pacific Business Review,

(2), 231-248.

Qian, J., Yang, F., Wang, B., Huang, C. & Song, B. (2017). When

workplace ostracism leads to burnout: The roles of job selfdetermination

and future time orientation. The International Journal of

Human Resource Management, 1-17.

Raley, A. B. (2010). Can't get it out of my head: The role of gender in the

relations between ruminative styles, negative affect, and stress

behaviors (Doctoral dissertation, Rice University).

Robinson, S. L., O’Reilly, J. & Wang, W. (2013). Invisible at work: An

integrated model of workplace ostracism. Journal of Management,

(1), 203-231.

Rosen, C. C. & Hochwarter, W. A. (2014). Looking back and falling

further behind: The moderating role of rumination on the relationship

between organizational politics and employee attitudes, well-being,

and performance. Organizational Behavior and Human Decision

Processes, 124(2), 177-189.

Schumacker, R. E. ve Lomax, R. G. (2004). A beginner's guide to

structural equation modeling. Psychology Press.

Scott, K. L. & Duffy, M. K. (2015). Antecedents of workplace ostracism:

New directions in research and intervention. In Mistreatment in

Organizations (pp. 137-165). Emerald Group Publishing Limited.

Siu, O. L., Cheung, F. & Lui, S. (2015). Linking positive emotions to work

well-being and turnover intention among Hong Kong police officers:

The role of psychological capital. Journal of Happiness Studies, 16(2),

-380.

Smidts, A., Pruyn, A. T. H., & Van Riel, C. B. (2001). The impact of

employee communication and perceived external prestige on

organizational identification. Academy of Management Journal, 44(5),

-1062.

Tett, R. P. & Meyer, J. P. (1993). Job satisfaction, organizational

commitment, turnover intention and turnover: Path analyses based on

meta-analytic findings. Personnel Psychology, 46(2), 259–293.

Turizmaktuel (2016). http://www.turizmaktuel.com/haber/turkiye-dekac-

tane-5-yildizli-otel-var. Access date: 15 October 2018.

Tracey, J. B. & Hinkin, T. R. (2008). Contextual factors and cost profiles

associated with employee turnover. Cornell Hospitality Quarterly, 49(1),

-27.

Vallerand, R. J., Houlfort, N., & Fores, J. (2003). Passion at work.

Emerging perspectives on values in organizations, 175-204.

Van Knippenberg, D., & Hogg, M. A. (2001). Social identity processes in

organizations. Group Processes & Intergroup Relations, 4(3), 185-189.

Williams, K. D. (2007). Ostracism. Annual Review of Psychology, 58.

Wu, C. H., Liu, J., Kwan, H. K. & Lee, C. (2016). Why and when workplace

ostracism inhibits organizational citizenship behaviors: An

organizational identification perspective. Journal of Applied Psychology,

(3), 362.

Yang, J. T. (2008). Effect of new comersocialisation on organisational

commitment, job satisfaction, and turnover intention in the hotel

industry. The Service Industries Journal, 28(4), 429-443.

Yang, J. T., Wan, C. S., & Fu, Y. J. (2012). Qualitative examination of

employee turnover and retention strategies in international tourist

hotels in Taiwan. International Journal of Hospitality Management,

(3), 837-848.

Yin, K. & Liu, Y. R. (2013). Workplace ostracism and turnover intention:

The roles of organizational identification and career resilience. Soft

Science, 27(4), 121-124.

Zeidner, M., Ben-Zur, H. & Reshef-Weil, S. (2011). Vicarious life threat:

An experimental test of Conservation of Resources (COR) theory.

Personality and Individual Differences, 50, 641–645.

Zhao, H., Peng, Z. & Sheard, G. (2013). Workplace ostracism and

hospitality employees’ counterproductive work behaviors: The joint

moderating effects of proactive personality and political skill.

International Journal of Hospitality Management, 33, 219-227.

Zheng, X., Yang, J., Ngo, H. Y., Liu, X. Y. & Jiao, W. (2016). Workplace

ostracism and its negative outcomes. Journal of Personnel Psychology,

(4), 143–151.

Zhu, H., Lyu, Y., Deng, X. & Ye, Y. (2017). Workplace ostracism and proactive

customer service performance: A conservation of resources perspective.

International Journal of Hospitality Management, 64, 62-72.






Copyright (c) 2019 Tourism & Management Studies

Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.