Work–Family Conflict, Shift Design and Pay Justice as Predictors of Turnover Intention in the Ethiopian Hospitality Sector: Evidence from Golden plate restaurants and catering
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Date
2026-11-03
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Addis Ababa University
Abstract
High workloads, unpredictable work schedules and perceived wage gaps all contribute to motivational issues and frequently result in employee turnover, according to several studies conducted. This is why it is essential to assess if work family conflict, Shift design, and Pay justice directly affect employees' intentions to leave their jobs. Hence, this study aimed to assess the effects of work family conflict, Shift design, and Pay justice on turnover intentions in the case of Golden Plate Restaurant and Catering P.L.C. To do this, the study used an explanatory research design in conjunction with a mixed-method research approach that included both quantitative and qualitative methodologies. Additionally, 139 questionnaires were given to study participants who were chosen by simple random sampling in order to gather primary and secondary data. 131 of these were given back. Additionally, ten important members of the organization were interviewed. Inferential statistics like multiple linear regression analysis and correlation, as well as descriptive statistics like means and standard deviations, were used to analyze and show the quantitative data. The results showed that from work family conflict dimensions, time based conflict and strain based conflict were seen to have statistically significant effects on turnover intention, while family to work conflict and behavior based conflict variables had statistically insignificant results. From Shift design dimensions, quick returns, rotation type, shift length/ consecutive shifts and schedule predictability respectively were seen to have statistically significant effects on turnover intention, while night shift per month was seen to have insignificant results. From Pay justice dimensions, distributive justice, procedural justice, pay satisfaction and transparency respectively were seen to have statistically significant effects on turnover intention, while interactional justice was seen to be statistically insignificant. Based on these results and results from interviews with key respondents, the study recommended that the organization must fix the process by which it comes up with the work schedules, that it should alleviate quick return problems, and that the organization should be more open with how each compensation package is calculated.
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Work Family Conflict, Shift design, Pay justice Turnover Intention