The mediating role of affective commitment in the relationship between perceived employability and intention to quit in the hospitality industry

Abstract

This study explores the mediating role of affective commitment in the relationship between perceived employability and the intention to quit, focusing on the tourism sector-a field often marked by high employee turnover. Data were collected from 615 employees working in 4- and 5star hotels in Antalya and Mu & gbreve;la, T & uuml;rkiye. The relationships among perceived employability, affective commitment, and intention to quit were analysed using SPSS and AMOS. The results revealed that affective commitment significantly mediates the link between perceived employability and turnover intentions. While high perceived employability generally increases employees' intentions to leave their jobs, strong affective commitment was shown to offset this effect, thereby reducing the likelihood of turnover. Thesefindings highlight the need for HR strategies that prioritise building and maintaining affective commitment among employees, particularly in high-mobility industries like hospitality, to retain highly employable staff. By offering a deeper understanding of how affective commitment can buffer the turnover risks associated with high employability, this study provides practical insights for HR practitioners in industries facing labour retention challenges.