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Effects of Favoritism on Turnover Intention Via Customer, Coworker and Supervisor Incivilities: an Empirical Study on Bangladesh Hotels

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Effects of Favoritism on Turnover Intention Via Customer, Coworker and Supervisor Incivilities: an Empirical Study on Bangladesh Hotels Effects of Favoritism on Turnover Intention via Customer, Coworker and Supervisor Incivilities: An Empirical Study on Bangladesh Hotels. Muhammad Omar Parvez Submitted to the Institute of Graduate Studies and Research in partial fulfillment of the requirements for the degree of Master of Science in Tourism Management Eastern Mediterranean University September 2017 Gazimağusa, North Cyprus Approval of the Institute of Graduate Studies and Research Assoc. Prof. Dr. Ali Hakan Ulusoy Acting Director I certify that this thesis satisfies the requirements as a thesis for the degree of Master of Science in Tourism Management. Prof. Dr. Hasan Kılıc Dean, Faculty of Tourism We certify that we have read this thesis and that in our opinion it is fully adequate in scope and quality as a thesis for the degree of Master of Science in Tourism Management. Prof. Dr. Hüseyin Araslı Supervisor Examining Committee 1. Prof. Dr. Hüseyin Araslı 2. Assoc. Prof. Dr. Ali Özturen 3. Asst. Prof. Dr. M. Güven Ardahan ABSTRACT The growing competition in the service industry insists the management be attentive to managing human resources, training and appoint innovative talent to help the organization to be the successful hospitality industry. And the frontline employees are maintaining the essential role to provide the top level of service to the customers in the competitive service atmosphere. But unfortunately, frontline employees faced favoritism and incivilities from customer, coworker, and supervisor because of the organizational unfair environment, inequality treatment. Therefore this research focuses on effects of favoritism on turnover intention of frontline employees in Dhaka hotel industry. The deductive approach (quantitative method) was used to measure the result. The results of this study demonstrate that to do proper use of frontline employees, HRM needs to develop the situation through awareness, punishment and proper training of organizational behavior, as well as government should apply rules and regulation to prevent uncivil behaviors in organizational and control favoritism. In addition, management implications are provided based on the results of the study, and information regarding the limitations of the study as well as implications for future researchers are presented in the thesis. Keywords: Favoritism, customer incivilities, coworker incivilities, supervisor incivilities, turnover intention, human resource management, Dhaka, Bangladesh iii ÖZ Hizmet endüstrisindeki artan rekabet, yönetimin insan kaynaklarını yönetmeye dikkat etmesine ve yenilikçi yetenekler belirleyerek organizasyonun başarılı konukseverlik endüstrisi olmasına yardımcı olmaktadır. Sınır birimi çalışanları, rekabetçi hizmet ortamında müşterilere üst düzey hizmet sunmak için önemli bir rol oynamaktadırlar. Fakat, ne yazık ki Sınır birimi çalışanları, örgütsel haksız ortam ve eşitsizlik muamelesi yüzünden müşteriler, iş arkadaşları ve yöneticileri tarafından taraf tutma ve kaba davranışlara maruz kalmaktadırlar. Bu nedenle, bu araştırma ihtimasın, Dhaka otel endüstrisindeki sınır birimi çalışanlarının işten ayrılma niyeti üzerindeki etkilerine odaklanmaktadır. Araştırmanın sonucunu ölçmek için tümdengelim yaklaşımı (niceliksel yöntem) kullanılmıştır. Bu çalışmanın sonuçları göstermektedir ki, sınır birimi çalışanların doğru bir şekilde kullanılması için insan kaynakları yönetiminin bilinçlendirme, cezalandırma ve örgütsel davranışın doğru bir şekilde eğitimi yoluyla durumu geliştirmesi gerektiğini, ayrıca devlet, örgütlerde kurallar ve düzenlemeler uygulayarak nezaket dışı davranışları önlemeli ve iltiması denetim altına almalıdır. Buna ek olarak, yönetimsel içerikler çalışmanın sonuçlarına dayanarak sağlanmıştır ve, çalışmanın kısıtlılıklarına ilişkin bilgiler ile gelecek araştırmalar için içerikler tezde sunulmaktadır. Anahtar kelimeler: İltimas, müşteri kaba davranışı, iş arkadaşı kaba davranışı, yönetici kaba davranışı, işten ayrılma eğilimi, insan kaynakları yönetimi, Dhaka, Bangladeş iv DEDICATION To my Parents v ACKNOWLEDGMENT First of all, I want to express my deepest thanks to Allah, for granting me the patience and ability to complete this dissertation. My sincere gratitude and appreciation go to my supervisor Prof. Dr. Huseyin ARASLI, for his restless support, advice, guidance and the knowledge I gained from him all the way through writing this dissertation. Special thanks to All Professors in the Tourism faculty, who taught, guide, direct and encourage us to go forward and build our career. And thanks to all friends in the Tourism Faculty for their friendship, discussions, group work, and suggestion. I also would like to mention those hotels managers, employees and my friends who helped me during my data collection and informed me about the circumstance of Bangladesh hotel industry. Many thanks to Erol Emin and Özgür Gezmiş for their support and inspiration as well as thanks to all of you my colleagues in coffee mania, it was a great chance to meet, talk, learn and have fun with every one of you, you enriched my experience and knowledge. I am really proud to know all of you. Finally, I keep my final acknowledgment to my parents, without their love, support, the inspiration I cannot do anything. Always my Mother inspires me and does not let me give up my dream, without her it would have been impossible to me. vi TABLE OF CONTENTS ABSTRACT...…………………………………………………………………….... iii ÖZ...……………………………………………………………………………….... iv ACKNOWLEDGMENT ......………………………………………………….…… vi LIST OF TABLES.….………….………………………………………………….. xi LIST OF FIGURES ...…………………………………………………………....... xi 1 INTRODUCTION…………………….…………………………………………... 1 1.1 Research Viewpoint…………………………………………………………... 2 1.2 Rationale for the Research …………………………………………………… 4 1.3 Aims and Objectives ……………………………………………………….… 5 1.4 Proposed Methodology ………………………………………………………. 7 1.5 Contributions of the Dissertation …………………………………………….. 8 1.6 Delimitations …………………………………………………………………. 9 1.7 Outline of the Thesis ……………………………………….…………………. 9 2 LITERATURE REVIEW (Favoritism in Hospitality Industry)…………………. 12 2.1 Introduction ………………………...………………………………………... 12 2.2 Favoritism ……………………………...………………………………….… 13 2.2.1 What Favoritism is? ……………………………………………………. 14 2.2.2 Background of Favoritism …………………………………………….. 15 2.2.3 Group Favoritism ……………………………………………………… 15 2.2.4 Practice of Favoritism ………………………………………………… 16 2.2.5 Nepotism ……………………………………………………………… 17 2.2.5.1 Background of Nepotism …...………………………………….. 18 2.2.5.2 Practice of Nepotism ……………………………………………. 18 vii 2.2.5.3 Advantages of Nepotism ………………………………………... 19 2.2.5.4 Disadvantages of Nepotism …………………………………...... 20 2.3 Favoritism and HRM ………………………………………………...……... 21 2.4 Legal Basis on Favoritism ………...…….………………………………….. 23 2.5 Favoritism in Hospitality Industry ………………………………………….. 24 2.5.1 Favoritism in World Hospitality ……….……………………………….. 24 2.5.2 Favoritism in Bangladesh Hospitality …….………………………….…. 25 2.5.2.1 Effect on Service …………………………..……………………... 27 2.6 Favoritism and Customer Incivility ……………………………………….... 28 2.6.1 Effect on Customer and Employees Relationship ……..………………... 29 2.6.2 Effect on Employees Performance ………………………..…………….. 30 2.7 Favoritism and Co-worker Incivility ………………………….……………. 31 2.7.1 Workplace Conflict ………………………………………….…………. 32 2.7.2 Co-worker Incivility and Turnover Intention ………………….……….. 33 2.8 Favoritism and Supervisor Incivility ……………………………….………. 34 2.8.1 Supervisor Incivility and Organizational behavior ……………….…….. 35 2.8.2 Supervisor Incivility and Turnover Intention ……………………….….. 36 2.9 Research Model and Suggested Hypothesis …………………………….….. 38 3 TOURISM AND HOTEL INDUSTRY IN BANGLADESH .……………….… 40 3.1 Introduction …………………………………………………………….…… 40 3.2 Tourism and Hospitality ………..…………………………………………… 41 3.3 World Tourism and Hospitality …………………………………………..…. 42 3.3.1 America ………………………………………………………………….. 44 3.3.2 Europe …………………………………………………………………… 47 3.3.3 Australia …………………………………………………………..……... 49 viii 3.3.4 Africa …………………………………………………………………..... 51 3.3.5 Middle East ………………………………………………………..….…. 53 3.3.6 Asia …………………………………………………………………...…. 56 3.3.7 South Asia ……………………………………………………………...... 58 3.4 Bangladesh Tourism and Hospitality ……………………………………...… 60 3.4.1 Historical Background of Tourism …………………………………..….. 61 3.4.1.1 British Colonial Era (1757-1947) …………………………..…………. 61 3.4.1.2 East Pakistan Period (1947-1971) …………………………..………… 63 3.4.1.3 Modern Tourism (1973- ……) ……………………………..……….… 63 3.4.2 Economic Impact …………………………………………………..….… 67 3.4.3 Political Effect ………………………………………………………...… 69 3.4.4 Categories of Tourism …………………………………………..…….… 70 3.4.4.1 Business Tourism in Bangladesh ……………………………….…. 72 3.3.5 Hotels Performance in Dhaka ………………………………………...…. 73 4 METHODOLOGY…………………………………………………………….… 79 4.1 Introduction ………………………………………………………………….. 79 4.2 Research Approach ………………………………………………………...... 80 4.3 Research Design ………………………………………………………..…… 80 4.4 Nature and Purpose of Research ………………………………………...…... 81 4.5 Sampling Method …………………………………………………………..... 82 4.6 Sample Size and Sampling Design …………………………………...……... 84 4.7 Data Collection ………………………………………………………...……. 85 4.8 Data Analysis …………………………………………………………...…… 86 5 RESULTS……………………………………………………………………...… 88 5.1 Introductions ……………………………………………………………….....88 ix 5.2 Demographic Breakdown of the Sample ………………………………….… 88 5.3 Measurement Results ……………………………………………………...… 96 5.4 Model Test Results ………………………………………………………...... 97 6 DISCUSSIONS………………………………………………………………..… 98 6.1 Introduction ………………………………………………………………….. 98 6.2
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