Figure 1.
The framework illustrates the hypothesised relationships between several workplace variables. The usage of robots affects job insecurity as shown by hypothesis H1. Job insecurity influences job satisfaction (H2), turnover intention (H3), and perceived organisational support (H5). Job satisfaction also affects turnover intention (H4). Perceived organisational support connects with training and development opportunities (H5 and H6), and the moderating effects of training and development are indicated through H 7 a, H 7 b, and H 7 c, linking to job satisfaction, organisational support, and turnover intention. Control variables including occupation, tenure, hotel size, and hotel type are also shown as influencing turnover intention.Conceptual model
Note(s): The usage of robots (UOR); job insecurity (JI); job satisfaction (JS); turnover intention (TI); perceived organizational support (POS); training and development opportunities (TDO); UOR → JI (H1); JI → TI (H2); JS → TI (H3); JI → JS → TI (H4); POS → TI (H5); JI → PO → TI (H6); TDO x JS → TI (H7a); TDO x JI → TI (H7b); TDO x POS → TI (H7c)
Source: Authors’ own creation