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‘A third perspective with regard to turnover intention is the concept of

organizational support. Eisenberger, Huntington, Hutchison, and Sowa
(1986) define organizational support as the employees’ feeling that th
organization favors them or is committed to them, Research studies have

Perceptions of Job and Hospitality Industry 33

argued that a lack of organizational support may lead to an increase in

turnover intention (Jawahar & Pegah Hemmasi, 2006; Allen, Shore, &
Griffeth, 2003)

The perspectives described above when investigating turnover intention

mostly use a positivistic perspective (Guba & Lincoln, 1994; Kelemen &
Rumens, 2008) and are based on the use of questionnaires for extracting
objective data (e.g., see Rousseau, 1989; Ten Brink, 2004; Jawahar & Pegah
Hemmasi, 2006; Allen et al., 2003; Chen & Spector, 1992; Grandley &

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