An exploratory study in the motivation to stay versus the motivation to go for chefs employed in remote Tasmania

The Tasmanian tourism and hospitality (T&H) industry is the largest in the state’s service sector. Worldwide, the industry is volatile, experiencing extreme levels of employee turnover. T&H organisations report significant difficulty with retention of chefs and this is heightened in regional locations. Chefs are a profession that is in short supply and a transferrable skill set means that they are a profession known for frequent job hopping, in an industry that is already fitted with a revolving door. This study used semi-structured interviews to understand the factors that contribute to the turnover of chefs employed in regional Tasmania from the perspective of the employee. The research analysed the factors that influence a chef’s turnover intention. Turnover intentions were attributed to the perceived lack of career advancement and promotion opportunities, a willingness and ability to travel and a desire to develop new skills and further their training. The findings of this study will assist T&H organisations operating in remote locations to improve recruitment and selection processes and employee retention strategies, thereby minimising the costs and production losses caused by turnover.