Employer Brand and Employee Engagement as Predictors of Turnover Intention in the Hospitality Industry
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Abstract
The purpose of this study was to analyze: (1) the effect of employer brand on turnover intention in hotel industry; (2) the effect of employer brand on turnover intention in hotel industry; (3) the effect of employee engagement on turnover intention in hotel industry; (4) the effect of employer brand on turnover intention through employee engagement in hotel industry. The populations in this study were employees of five-star hotels in Jakarta, with a sample of 330 people. The sample technique used was simple random sampling. Data collection was done by distributing questionnaires to respondents. This study uses Structural Equation Modeling (SEM) procedures in processing data and testing the research model. The results showed that employer brand and employee engagement had a significant negative effect on turnover intention. Another result is that employee engagement significantly mediates the effect of employer brand on turnover intention. This study found that the greatest factor affecting the turnover intention of five-star hotel employees was employer brand through employee engagement. Therefore, in order to reduce turnover intention, hotels need to increase employee engagement by strengthening hotel brand employers.
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Wowor, W., Purwana, D. . . and Suyatno, T. . . (2022) “Employer Brand and Employee Engagement as Predictors of Turnover Intention in the Hospitality Industry”, Jurnal Mantik, 6(3), pp. 2740-2747. Available at: https://iocscience.org/ejournal/index.php/mantik/article/view/2957 (Accessed: 19April2026).
References
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[4] Anitha (2014). Determinants of Employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management, 63(3), 308–323. https://doi.org/10.1108/IJPPM-01-2013-0008
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[6] Backhaus, K., & Tikoo, S. (2004). Conceptualizing and researching employer branding. Career Development International, 9(5), 501–517.
[7] Belete, A. (2018). Turnover intention influencing factors of employees: An empirical work review. Journal of Entrepreneurship & Organization Management, 7(253), 2.
[8] Biswas, M. K., & Suar, D. (2016). Antecedents and consequences of employer branding. Journal of Business Ethics, 136(1), 57-72.
[9] Branham, L., 2009: 7 skrytých d?vod?, pro? zam?stnanci odcházejí z fi rem. Praha: Grada Publishing, a. s. 256 s. ISBN 978-80-247-2903-9.
[10] Davies, G., Mete, M., & Whelan, S. (2018) "When employer brand image aids employee satisfaction and engagement", Journal of Organizational Effectiveness: People and Performance, Vol. 5 Issue: 1, pp.64-80, https://doi.org/10.1108/JOEPP-03-2017-0028
[11] DeConinck, J.B. and Stilwell, C.D. (2004), “Incorporating organizational justice, role states, pay satisfaction and supervisor satisfaction in a model of turnover intentions”, Journal of Business Research, Vol. 57 No. 3, pp. 225-231.
[12] Gieter SD, Cooman RD, Hofman J, et al. (2012) Pay satisfaction and psychological reward satisfaction as mediators of the organizational justice-turnover intention relationship. Int Stud Manage Organ 42(1): 50–67.
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[16] Karnadi, M., & Baskoro, T. (2019). The Effect of Employer Branding on Employee Expectation and Turnover Intention in Online Streaming Industry (A Case Study of The Permanent Employees at Vidio. com). South East Asia Journal of Contemporary Business, Economics and Law, 19(2), 56-63.
[17] Kashyap, V., & Verma, N. (2018). Linking dimensions of employer branding and turnover intentions. International Journal of Organizational Analysis, 26(2), 282–295. https://doi.org/10.1108/IJOA-03-2017-1134
[18] Knox, S., & Freeman, C. (2006). Measuring and Managing Employer brand Image in the Service Industry. Journal of Marketing Management, 22(7–8), 695–716. https://doi.org/10.1362/026725706778612103
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[20] Lelono, A., & Martdianty, F. (2013). The Effect of Employer brand on Voluntary Turnover intention with Mediating Effect of Organizational Commitment and Job Satisfaction. Ssrn, (13). https://doi.org/10.2139/ssrn.2328459
[21] Maslach, C., Schaufelli, W.B. and Leiter, M.P. (2001), “Job burnout”, Annual Review ofPsychology, Vol. 52 No. 1, pp. 397-422.
[22] McDonald, G. (2000). Cross-cultural methodological issues in ethical research. In Business challenging business ethics: New instruments for coping with diversity in international business (pp. 89-104). Springer, Dordrecht.
[23] Nazir S, Shafi A, Qun W, et al. (2016) Influence of organizational rewards on organizational commitment and turnover intentions. Employee Relations 38(4): 596–619.
[24] Priyadarshi, P. (2011). Employer brand Image as Predictor of Employee Satisfaction, Affective Commitment & Turnover. The Indian Journal of Industiral Relations, 46(3), 510–522.
[25] Robinson, D., Perryman, S., & Hayday, S. (2004). The drivers of employee engagement. Report-Institute for Employment Studies.
[26] Sagita M, A. R., Al Musadieq, M., & Sulistyo, M. (2018). Pengaruh Employer Branding Terhadap Turnover Intention Dengan Employee Engagement sebagai Variabel Mediasi (Studi Pada Karyawan Tetap Bank X BUMN Cabang Brawijaya Malang). Jurnal Administrasi Bisnis,60(2), 74-83.
[27] Sahu, S., Pathardikar, A., & Kumar, A. (2018). Transformational leadership and turnover: Mediating effects of Employee engagement, employer branding, and psychological attachment. Leadership and Organization Development Journal, 39(1), 82–99. https://doi.org/10.1108/LODJ-12-2014-0243
[28] Saks, A. M. (2006). Antecedents and consequences of Employee engagement. Journal of Managerial Psychology, 21(7), 600–619. https://doi.org/10.1108/02683940610690169
[29] Shankar, T. & Bhatnagar, J. (2010). Work Life Balance, Employee engagement, Emotional Consonance/Dissonance & Turnover intention. Indian Journal of Industrial Relations Vol. 46, No. 1 (July 2010), pp. 74-87
[30] Shuck, B., & Wollard, K. (2010). Employee engagement and HRD: A seminal review of the foundations. Human resource development review, 9(1), 89-110.
[31] Takase M, Teraoka S and Kousuke Y (2014) Investigating the adequacy of the competence-turnover intention model: How does nursing competence affect nurses’ turnover intention? Journal of Clinical Nursing 24: 805–816.
[32] Wang, C., Xu, J., Zhang, T. C., & Li, Q. M. (2020). Effects of professional identity on turnover intention in China's hotel employees: The mediating role of employee engagement and job satisfaction. Journal of Hospitality and Tourism Management, 45, 10-22.
[33] Weng Q and McElroy JC (2012) Organizational career growth, affective occupational commitment and turnover intentions. Journal of Vocational Behavior 80: 256–265.
[34] Yousaf A, Sanders A and Abbas Q (2015) Organizational/occupational commitment and organizational/ occupational turnover intentions A happy marriage? Personnel Review 44(4): 470–491.
[2] Ahmad, N. A., & Daud, S. (2016). Engaging people with employer branding. Procedia Economics and Finance, 35, 690-698.
[3] Andriani, R. (2020). Model Conditional Process Pada Pengaruh Polychronicity Terhadap Turnover Intention Karyawan Industri Perhotelan (Doctoral dissertation, Universitas Pendidikan Indonesia).
[4] Anitha (2014). Determinants of Employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management, 63(3), 308–323. https://doi.org/10.1108/IJPPM-01-2013-0008
[5] Anuradha, M. V., RS, L., & Ghuman, S. (2017). An assessment of the influence of the psychological consequences of task significance on Employee engagement and turnover intentions. South Asian Journal of Management, 24(3).
[6] Backhaus, K., & Tikoo, S. (2004). Conceptualizing and researching employer branding. Career Development International, 9(5), 501–517.
[7] Belete, A. (2018). Turnover intention influencing factors of employees: An empirical work review. Journal of Entrepreneurship & Organization Management, 7(253), 2.
[8] Biswas, M. K., & Suar, D. (2016). Antecedents and consequences of employer branding. Journal of Business Ethics, 136(1), 57-72.
[9] Branham, L., 2009: 7 skrytých d?vod?, pro? zam?stnanci odcházejí z fi rem. Praha: Grada Publishing, a. s. 256 s. ISBN 978-80-247-2903-9.
[10] Davies, G., Mete, M., & Whelan, S. (2018) "When employer brand image aids employee satisfaction and engagement", Journal of Organizational Effectiveness: People and Performance, Vol. 5 Issue: 1, pp.64-80, https://doi.org/10.1108/JOEPP-03-2017-0028
[11] DeConinck, J.B. and Stilwell, C.D. (2004), “Incorporating organizational justice, role states, pay satisfaction and supervisor satisfaction in a model of turnover intentions”, Journal of Business Research, Vol. 57 No. 3, pp. 225-231.
[12] Gieter SD, Cooman RD, Hofman J, et al. (2012) Pay satisfaction and psychological reward satisfaction as mediators of the organizational justice-turnover intention relationship. Int Stud Manage Organ 42(1): 50–67.
[13] Hashim, R. A., & Nor, M. A. M. (2018). Employer branding and Employee engagement of furniture retailer in Klang Valley. InSHS Web of Conferences (Vol. 56, p. 02003). EDP Sciences.
[14] Jackson, S. E., Schuller, R. S. & Werner, S. (2010). Managing Human Resource.USA: Cengage-Learning.
[15] Kang, H. J. (Annette), & Busser, J. A. (2018). Impact of Service Climate and psychological capital on Employee engagement: The role of organizational hierarchy. International Journal of Hospitality Management, 75(March), 1–9. https://doi.org/10.1016/j.ijhm.2018.03.003
[16] Karnadi, M., & Baskoro, T. (2019). The Effect of Employer Branding on Employee Expectation and Turnover Intention in Online Streaming Industry (A Case Study of The Permanent Employees at Vidio. com). South East Asia Journal of Contemporary Business, Economics and Law, 19(2), 56-63.
[17] Kashyap, V., & Verma, N. (2018). Linking dimensions of employer branding and turnover intentions. International Journal of Organizational Analysis, 26(2), 282–295. https://doi.org/10.1108/IJOA-03-2017-1134
[18] Knox, S., & Freeman, C. (2006). Measuring and Managing Employer brand Image in the Service Industry. Journal of Marketing Management, 22(7–8), 695–716. https://doi.org/10.1362/026725706778612103
[19] Latan, H. (2012). Structural equation modeling: Konsep dan aplikasi menggunakan program LISREL 8.80. Bandung: Alfabeta.
[20] Lelono, A., & Martdianty, F. (2013). The Effect of Employer brand on Voluntary Turnover intention with Mediating Effect of Organizational Commitment and Job Satisfaction. Ssrn, (13). https://doi.org/10.2139/ssrn.2328459
[21] Maslach, C., Schaufelli, W.B. and Leiter, M.P. (2001), “Job burnout”, Annual Review ofPsychology, Vol. 52 No. 1, pp. 397-422.
[22] McDonald, G. (2000). Cross-cultural methodological issues in ethical research. In Business challenging business ethics: New instruments for coping with diversity in international business (pp. 89-104). Springer, Dordrecht.
[23] Nazir S, Shafi A, Qun W, et al. (2016) Influence of organizational rewards on organizational commitment and turnover intentions. Employee Relations 38(4): 596–619.
[24] Priyadarshi, P. (2011). Employer brand Image as Predictor of Employee Satisfaction, Affective Commitment & Turnover. The Indian Journal of Industiral Relations, 46(3), 510–522.
[25] Robinson, D., Perryman, S., & Hayday, S. (2004). The drivers of employee engagement. Report-Institute for Employment Studies.
[26] Sagita M, A. R., Al Musadieq, M., & Sulistyo, M. (2018). Pengaruh Employer Branding Terhadap Turnover Intention Dengan Employee Engagement sebagai Variabel Mediasi (Studi Pada Karyawan Tetap Bank X BUMN Cabang Brawijaya Malang). Jurnal Administrasi Bisnis,60(2), 74-83.
[27] Sahu, S., Pathardikar, A., & Kumar, A. (2018). Transformational leadership and turnover: Mediating effects of Employee engagement, employer branding, and psychological attachment. Leadership and Organization Development Journal, 39(1), 82–99. https://doi.org/10.1108/LODJ-12-2014-0243
[28] Saks, A. M. (2006). Antecedents and consequences of Employee engagement. Journal of Managerial Psychology, 21(7), 600–619. https://doi.org/10.1108/02683940610690169
[29] Shankar, T. & Bhatnagar, J. (2010). Work Life Balance, Employee engagement, Emotional Consonance/Dissonance & Turnover intention. Indian Journal of Industrial Relations Vol. 46, No. 1 (July 2010), pp. 74-87
[30] Shuck, B., & Wollard, K. (2010). Employee engagement and HRD: A seminal review of the foundations. Human resource development review, 9(1), 89-110.
[31] Takase M, Teraoka S and Kousuke Y (2014) Investigating the adequacy of the competence-turnover intention model: How does nursing competence affect nurses’ turnover intention? Journal of Clinical Nursing 24: 805–816.
[32] Wang, C., Xu, J., Zhang, T. C., & Li, Q. M. (2020). Effects of professional identity on turnover intention in China's hotel employees: The mediating role of employee engagement and job satisfaction. Journal of Hospitality and Tourism Management, 45, 10-22.
[33] Weng Q and McElroy JC (2012) Organizational career growth, affective occupational commitment and turnover intentions. Journal of Vocational Behavior 80: 256–265.
[34] Yousaf A, Sanders A and Abbas Q (2015) Organizational/occupational commitment and organizational/ occupational turnover intentions A happy marriage? Personnel Review 44(4): 470–491.
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