H2: Turnover intentions and employee age are related.
The result of a Pearson correlation coefficient showed that r = -.126 and p = .129. This result indicates that there is a non significant relationship between age and an employee intention to leave. Therefore, hypothesis 2 is rejected. This result is non supportive of the contentions of Robbins and Judge (2007), who argued younger employees are more likely than older employees to sever their organisational linkage. These two social scientists claimed a likely reason for lesser turnover with older employees is the unlikelihood of being able to acquire another job.
H3: Turnover intentions and hotels ownership are related
The relationship between turnover intentions and hotel ownership was examined. The result of a T-test showed that t = -2.615 and p = .010. This result indicates a significant difference in employees’ intentions to leave between those who are working for local hotels compared to those who are working in international hotels, where the former was higher. Therefore, hypothesis 3 is accepted, which means that employees who work in local hotels are more likely to leave these hotels for other jobs.
H4: HRM practices and hotel ownership are related
Table 5 presents the results of Chi-square for HRM practices and hotel ownership. The results of Table 5 show only two HRM practices 1) pre employment test, and 2) job appraisal were significant. Therefore, hypothesis 4 is marginally supported. More obvious is the fact that both foreign and local hotels appear to employ similar types of HRM practices for all assessed categories.