The effect of mentoring applications applied on hotel organizational commitment, job satisfaction and intention to stay

The high turnover rate in the tourism sector, which is a labor-intensive sector, the lack of long-term employee loyalty and the inability to retain skilled employees working in key positions cause major problems in enterprises. It is envisaged that mentoring practices can be a good solution to solve all these problems. With this prediction, firstly, literature review was conducted and the concepts of mentoring functions, organizational commitment, intention to stay and job satisfaction were examined and researches related to the subject were revealed. The data were obtained by questionnaire form, and 116 mentors (managers) and 392 mentee's (employees) were applied in the scope of individual, family, partner and national chain hotel businesses in Istanbul, with the permission of the unit managers in the randomly selected hotel enterprises and the employees of the unit managers. T-test, standard deviation, confirmatory factor analysis and structural equation modeling were used. As a result of the research, the existence of mentoring practices was determined and it was determined that mentoring functions had a positive and significant effect on the level of emotional commitment of employees towards their organizations, job satisfaction and intention to stay. Key Words: Mentoring Functions, Hotel Businesses, Organizational Commitment, Job Satisfaction, Intention to Stay.