Exploring Employee Retention Strategies in the U.S. Hotel Industry

Exploring Employee Retention Strategies in the U.S. Hotel Industry by Nathaniel Nwabuzor MS, Strayer University Washington DC, 2009 BS, University of Calabar-Nigeria, 1995 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University May 2018 Abstract Organizational managers and business leaders struggle to retain hotel employees. The purpose of this qualitative, multiple case study was to explore the strategies that hotel managers use to improve employee retention and reduce turnover. The conceptual framework for this study was Herzberg’s motivation-hygiene theory. The 4 cases were 4 different hotels in the midAtlantic region of the United States. Data were collected through semistructured interviews with 4 purposefully selected hotel managers (1 from each hotel) and document review. Data analysis consisted of compiling the data, coding for emergent and apriori codes, disassembling the data into common codes, reassembling the data into themes, interpreting the meaning, and reporting the themes. Five themes emerged from the data: driving forces for motivating employees, management strategies for retaining employees, strategies for improving workers’ job performance, strategies for promoting employment commitment to the organization, and strategies for reducing turnover costs and encouraging job satisfaction in the hotel industry. Implications for positive social change include improving employee retention strategies that can lead to improved working relationships between the organization and its employees. Improved employee retention can lead to an improved organizational image among employees and other stakeholders within the community, which can contribute to the growth of local community.Organizational managers and business leaders struggle to retain hotel employees. The purpose of this qualitative, multiple case study was to explore the strategies that hotel managers use to improve employee retention and reduce turnover. The conceptual framework for this study was Herzberg’s motivation-hygiene theory. The 4 cases were 4 different hotels in the midAtlantic region of the United States. Data were collected through semistructured interviews with 4 purposefully selected hotel managers (1 from each hotel) and document review. Data analysis consisted of compiling the data, coding for emergent and apriori codes, disassembling the data into common codes, reassembling the data into themes, interpreting the meaning, and reporting the themes. Five themes emerged from the data: driving forces for motivating employees, management strategies for retaining employees, strategies for improving workers’ job performance, strategies for promoting employment commitment to the organization, and strategies for reducing turnover costs and encouraging job satisfaction in the hotel industry. Implications for positive social change include improving employee retention strategies that can lead to improved working relationships between the organization and its employees. Improved employee retention can lead to an improved organizational image among employees and other stakeholders within the community, which can contribute to the growth of local community. Exploring Employee Retention Strategies in the U.S. Hotel Industry by Nathaniel Nwabuzor MS, Strayer University Washington DC, 2009 BS, University of Calabar-Nigeria, 1995 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University May 2018 Dedication First, I dedicate this doctoral study to Almighty God for his mercies over my life. Second, I dedicate this doctoral study to my wife, Atinuke Nwabuzor, for all her support. Third, I dedicate this doctoral study to my children, Stephanie, Racheal, and Deborah for their encouragement and support throughout my doctoral journey. To my mother, Monica Nwabuzor for her prayers. Acknowledgments I thank my chair, Dr. Sarah Matthey, for her exceptional guidance and instructions throughout my doctoral study. I will forever be grateful to my chair, Dr. Sarah Matthey, for her impeccable teaching and guidance throughout my doctoral study. I am grateful to Dr. Brenda Jack, as a doctoral committee member. I thank Dr. Charlotte Carlstrom, as my URR during the final stage of the proposal review process. I thank Dr. Freda Turner, as former Program Director. Thank you for providing a positive learning environment and inspiring me to become a better scholar.