Employee Mobility And Organizational Competitive Advantage In Luxury Hotels

The purpose of this study is to examine the influence of global mobility on job security,employee retention and organizational competitive advantage in luxury hotels located in The Bahamas.Then we want to explore the boundary conditions which are the level of openness to strengthen or weaken the process.This research serves as a first attempt to introduce stability in the hospitality industry and combine this initiative with a source to retain employees.Previous studies has focused on perceived organizational support and internal mobility,and external global mobility within the teaching and business industries none of them has shown examples of hotels that have taken an extraordinary innovative approaches to retaining their employees,or extensive research on perceived global learning opportunities and its relationship to the intention to voluntarily leave the organization,or global mobility within the same organization for line staff in general.This research can aid in the contribution to global mobility literature and help practitioners to understand the how retain employees,increase job security and expand the research of mobility.Three studies was conducted for this research.In study one,the use of comparison test design is first provided using 148 respondents.The research examines the effectiveness of Employee Global Mobility and(1)Openness to experience(2)Retention(3)Job security which was best fitted for this research because it examines the relationship within the mean difference when the values are normally distributed with continuous outcomes.In study two,an exploratory qualitative investigation was completed with 18 manager respondents.This method was selected because it provides a better understanding about the indirect inter-relationship between employee mobility and the overall effect to organizational competitive advantage but makes no final statistical conclusion.Study three used a survey method with regression analysis to replicate and extend the research inclusive of 341 respondents.In this process the entire model was tested and added the mediating effect of JS and Retention and the moderating effect of openness.Therefore connecting study one and study two.In this research it is concluded that global mobility can be utilized as a HRM strategy because we see an increase within the mean differences in the retention level.Specifically,the training and development dimension had an average increase within the mean difference of.46 from a Neutral position to an agreeable position;and perceived career advancement dimension had an average increase within the mean difference of.42 from a Neutral position.Next,the influence of the openness within this data set show a non-significant relationship between employee global mobility,job security and employee retention.Then,it can be concluded that there is a positive effect that employee global mobility has on job security and employee retention.Employee global mobility can be seen to have positive correlations with organizational competitive positioning.There is a cumulative impact between the variables within the advancement in the understanding,theories and application.Study three concluded that the total effects in the linkage between global mobility and organizational competitive advantage are significant and both indirect effects are significant.The consistency in study results show that the scenario would be a suitable talent management strategy with an increase in job security and employee retention.The model analysis also shows the contribution to financial costs,brand consistency,retention and lessened recruitment and monopolized international exposure is both superior for individual employees and the organizational at large in a performative nature.Introducing a new space of an industry to support global mobility to uncover performance and benchmark talent resource management.This research has filled the gap in an area that combines job security in the cyclical hospitality industry and retention strategies.Finally,this study shows significant implications providing soft exclusive platforms that provide flexibility,highly interactive relationships,and working structures that enables work-life balance for high performance organizations.