The impact of perceived supervisor support and hotel employee wellbeing on turnover intention

Turnover rates in the hospitality industry tend to be significantly higher than the national average and therefore, are a constant focus for management. Negative aspects of employee wellbeing, such as stress and burnout, and poor management have been related to turnover. However, management support has been linked to job satisfaction and by extension lower turnover. The purpose of this study is to explore the impact of perceived supervsisor support and employee wellbeing on turnover intention within the select-service hotel setting. The study investigated the mediating effect of employee wellbeing on the relationship between perceived supervisor support and turnover intention. Line-level employees in select-service hotels in the Midwest were surveyed regarding their perception of their own wellbeing, supervisor support, and their intention to turnover. Empirical analyses were conducted using regression, t-tests, and analysis of variance. Findings indicated that employee subjective wellbeing mediates the relationship between perceived supervsisor support and turnover intention. Results showed that employees who perceived higher levels of supervsior support also had higher levels of wellbeing and lower turnover intention. Results also indicated that perceived supervisor support is a multidimensional construct. The study is the first in the hotel context to test the mediation of wellbeing on percieved supervisor support and turnover and consequently shows that these constructs should be considered together in future research. Implications, limitations, and recommendations for future studies are also discussed