The analysis of the relationship among emotional intelligence, organizational deviance, quality of work life and intention to leave in accommodation enterprises

The organizational success of hospitality enterprises depends on the quality and ability of human resources as well as on management skills. The purpose of this dissertation on the characteristics of management skills and human resources was to determine the relationship between emotional intelligence, organizational deviance, quality of work life and the intention to leave. A conceptual framework in connection with emotional intelligence was established in chapter one. Organizational deviance is examined in chapter two. Studies on this subject, applied models and results are analysed. The elements affecting the quality of work life such as development programs, their importance and results are the subject of chapter three. A survey on the subject takes place in chapter four of this dissertation.Based on the conceptual framework, information and different models, a survey consisting of a five part questionnaire was prepared. The following models were applied: MSCEIT, EQ-I, and ECI for the emotional intelligence section, the model described by Hollinger and Clark (1982), Robinson and Bennett (1995) and Lawrence and Robinson (2007) regarding organizational deviance and preparation of questions; questions concerning the quality of work life on studies by Walton (1975), B.Gilbert (1989) and Sirgy et all. (2001). The questionnaire to measure the intention to leave on studies by Arnold and Davey (1999), Bedeian, Kemery and Pizzolatto (1991) and Tütüncü and Demir (2002). The survey was carried out in five star hotels in the Muğla Region, 563 employees participated. First, the descriptive statistic was analysed on SPSS 17.0 and then structural equation modelling was used to analysis the confirmative factor analysis on LISREL 8.8.By evaluating the relationship between the different factors statistically results and suggestions were presented in the last chapter. As result it was stated that the intention to leave is significantly affected by emotional intelligence, organizational deviance and quality of work life.