The effect of fatalism on organizational silence and turnover intention: A study on accommodation enterprises

This study aims to investigate the impact of fatalistic beliefs on organizational silence and the intention to leave. Focusing on employees working in the hotel industry, a key segment of the service sector, the research examines how fatalistic tendencies are reflected in workplace attitudes and behaviors. Fatalism is defined as an individual's tendency to attribute life events to external forces and their limited belief in their ability to change these outcomes. In the literature, such beliefs are suggested to influence employee behaviors within organizational contexts. The sample consists of 409 employees working in hotel businesses in Alanya. Data was collected through a structured questionnaire using quantitative methods. The analysis included exploratory factor analysis, correlation, and regression techniques. The findings revealed a statistically significant and moderately strong relationship between fatalism and one of the sub-dimensions of organizational silence, namely, acquiescent silence. A significant relationship was also found between fatalism and defensive silence. Additionally, a positive but weak correlation was identified between fatalism and intention to leave. In conclusion, fatalism was found to be significantly associated with both organizational silence and intention to leave. The results are expected to provide useful insights into human resource management practices and contribute to the development of strategies aimed at enhancing employee engagement and organizational communication in the hospitality industry.