The Impact of Compensation, Coworker Relationships, and Work Meaningfulness on Voluntary Turnover Intention of Internal Migrants in the Hotel Industry in Koh Samui

Abstract

This study examines the impact of factors on internal migrant employees’ intention to stay or leave their employer within the hotel industry in Koh Samui. Compensation, coworker relationships, and work meaningfulness were the three independent variables used in this study to evaluate their impact on the dependent variable of employee voluntary turnover intention. The sub-variables for compensation were base pay, incentive pay, and fringe benefits. The sub-variables for coworker relationships were information peer, collegial peer, and special peer. The sub-variables for work meaningfulness were skill variety, task identity, and task significance. Quantitative research was conducted to collect data from 204 Thai respondents who had relocated from mainland Thailand for employment and currently work in the hotel industry in Koh Samui. The snowball sampling method was used to collect the survey via Google Forms for this study. The questionnaire was comprised of multiple-choice questions for demographic data and a five-point Likert scale for independent and dependent variables. The statistical software used for analyzing the data included descriptive and inferential analysis. The results of the study showed that all the hypotheses proposed were rejected. While the independent sub-variables of fringe benefits and collegial peer relationships did have a statistically significant effect on the dependent variable of voluntary turnover intention, the results revealed that there was not a significant effect from the independent variables on the dependent variable.