Investigating the Effect of Error Treatment Atmosphere on Willingness to Quit Jobs in Female Staff: A Case Study of Four and Five-Star Hotels in Mashhad
Subject Areas :Ismail Malekakhlagh 1 , Farshad Ghaderi 2 *
1 - Associate Professor, Department of Management, Faculty of Literature and Humanities, University of Guilan,Rasht, Iran
2 - PhD Student in Business Policy, Department of Management, Faculty of Literature and Humanities, University of Guilan, Rasht, Iran
Keywords: Perceived Forgiveness Atmosphere, Error Management Atmosphere, Learning Behavior, Job Quitting Willingness,
Abstract :
Constituting half of society, women play a significant role in advancing the goals of different countries in this new social age. On the other hand, as organizations, especially the service-providing ones, are potentially subject to errors, they need to provide an appropriate environment for treating possible errors. Therefore, this applied survey study sought to investigate the effect of an error treatment atmosphere on the willingness to quit one’s job, considering learning behavior as the mediating factor. The statistical population of the study comprised female staff of four and five-star hotels in Mashhad, out of whom 390 people were selected as participants. Moreover, the required data were collected through a questionnaire, whose form and content validity were evaluated and verified by management experts and its construct validity was measured and confirmed using the confirmatory factor analysis in Amos software. Also, the reliability of different constructs of the questionnaire was confirmed, as the reported Cronbach's alpha coefficient was over 0.7. The findings of the study indicated the positive influence of error management and perceived forgiveness atmosphere on the staff’s learning behavior, with their effect rate being 0.48 and 0.57, respectively. On the other hand, error management atmosphere, perceived forgiveness atmosphere, and learning behavior had a significant influence on reducing the willingness of the staff to quit their jobs, with their effect rates being -0.34, -0.20, and -0.28, respectively. Moreover, the mediating role of the learning behavior in the causal relationships between the error management atmosphere and the willingness to quit one’s job, and between the perceived forgiveness atmosphere and such a willingness was confirmed, with the former and latter’s effect rate being -0.13 and -0.16, respectively.
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