Effects of job attitudes on withdrawal behaviorEvidence from the Croatian hotel industry

Abstract

The hotel industry, like other service sectors, faces significant challenge in managing withdrawal behaviors, due to their substantial impact on performance and profitability. This paper investigates the relationship between two job attitudes – organizational commitment and job involvement – and two withdrawal behaviors – absenteeism and intention to leave. The study utilized a random sample of 734 hotel employees in Croatia. Logistic regression analysis was used to predict absenteeism and turnover intentions. Statistically significant negative relationships were found between affective and normative commitment and absenteeism, as well as affective, normative and continuance commitment and turnover intentions. However, no significant effect was found between job involvement and absenteeism, although a strong and negative relationship exists between job involvement and turnover intentions. Additionally, a positive relationship was identified between job involvement and all components of organizational commitment. These findings can provide a foundation for human resource management and decision-making processes in the hotel industry, offering insights into employee attitudes, and can be a pushover in the creation of strategies to manage undesirable employee behaviors.