The last dimension under Soft HRM Orientation that is Communication Flow has shown mean scores of six (6) ranging from 2.64 to 3.29. Four (4) of the items scored moderately high mean, while, the remaining scored moderately low mean. The item „Employees appreciate management giving accurate information‟ scored the highest mean with M=3.24 while the lowest was „Open communication with supervisors‟ (M=2.64). This low score shows that respondents somewhat disagree that there is open communication among employees and supervisors at their hotels.Table 3 represent the relationship between Hard-Soft HRM orientations with turnover rates of twenty-one (21) hotel organizations were understudy.
As shown in Table 3, a Good Fit between Hard HRM and Soft HRM orientations was found in only 1 hotel or 5%, an Average Fit was found in 3 hotels or 14%, whilst there was a Poor Fit in 17 hotels or 81%. Therefore, the proposition that there was alignment between the Hard HRM and the Soft HRM orientations cannot be accepted since a Good and an Average Fit was found only in 4 hotels or 19% of hotels only.Proposition 2: There is relationship between Hard or Soft HRM orientation and turnover rate of employee in the Malaysia’s Hotel Organizations.The findings revealed in table 3 shown that the Turnover rate was considered Good in 9 hotels or 43%, an Average rate was found in 8 hotels or 38%, and a Poor rate was found in 4 hotels or 19%. In comparing the extent of relationship between the Hard HRM and Soft HRM orientations with the Turnover rates as illustrated in table 3, the study found that there was relationship in 5 of the 21 hotels or 24%. Of the 5 hotels, 1 hotel was considered in the Good category (Good Fit on Hard and Soft HRM and the Turnover rate was also low). Another 1 hotel, an Average category was found where there was an Average Fit between Hard and Soft HRM and the Turnover rate was also average. In another 3 hotels, a Poor Fit was found between Hard and Soft HRM relationship and the Turnover rate was also high. Thus, the proposition of the study which contended that there would be a fit between the Hard HRM and Soft HRM could only be partially accepted since fit was found in only 5 of the 21 hotel examined.