INFLUENCE HR PRACTICES ON MINIMIZING TURNOVER INTENTIONS AMONG MIGRANT WORKERS IN THE HOSPITALITY INDUSTRY: AN OBJECTIVE EXAMINATION THROUGH THE LENS OF SELF-DETERMINATION THEORY (SDT)

Abstract

Indian hospitality industry migrant workers consistently encounter obstacles such as cultural integration, linguistic barriers, and limited career progression opportunities, resulting in increased turnover. While migrant worker is paramount in this industry, Human Resource Management (HRM) procedures used within the sector are usually careless in addressing these special needs, resulting in discontent and labour instability. This research examines the effect of HR regulations on migrant workers' inclinations to leave and job satisfaction within the hotel industry, according to Self-Determination Theory (SDT). Using a quantitative approach, 280 migrant Workers who worked at upscale hotels across Bangalore and Chennai provided the data. SEM was employed to analyze the data. The outcomes of this investigation demonstrate the paramount importance of autonomy-supportive, competence-enhancing, and factors-improving HR practices in fostering job satisfaction of migrant hospitality workers. These HR practices substantially enhance job satisfaction, which, in turn, serves a salient mediating role in lessening turnover intentions. By creating a work culture that promotes autonomy, skill development, and social relationships, HR practices can tackle the most significant factors contributing to employee turnover, hence mitigating turnover in a high-turnover sector such as hospitality. This study offers valuable suggestions for managers of human resources.  Within the tourist sector, emphasis is placed on the importance of adopting made-to-measure HR practices for promoting a hospitable work culture, enhancing levels of work satisfaction, as well as lowering employee turnover of migrant workers.