| Summary: | Employee turnover is a problem for organizations and is one of the challenges facing human resource managers. This study seeks to determine the factors that influence labour turnover in the hospitality industry. A descriptive, cross-sectional survey was conducted among 80 purposely selected employees in the hospitality industry in Ho, Ghana. Logistic regression analysis was
used to identify the factors that influence employee labour turnover in the hospitality industry. Results show that six (6) factors; V3 (Job Insecurity), V4 (Job Dissatisfaction), V5 (Lack of
Organizational Commitment), V6 (Poor Working Condition), V7 (Better Job Option), and V14 (Job Stress and Unfair Treatments) were statistically significant in the prediction of employee turnover
in the Hospitality Industry with a predicted turnover rate of 70.31%. It is suggested that management should be committed to establishing sound and effective retention strategies
through the provision of effective remuneration policies, better working conditions, establishing good communication lines between management and employees and providing opportunities for training and development. Also, they should establish feedback system for finding out what employees think about their jobs, their attitudes towards their jobs, what motivates in giving of
their best and what kinds of organizational practices demoralize and eventually push them out of the industry.
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