A Bayesian Approach to Employee Turnover Dynamics in Different Food & Beverage Segments
4th International Congress of New Generations and New Trends in Tourism, Sakarya, Turkey, 5 - 07 November 2025, pp.62, (Summary Text)
- Publication Type: Conference Paper / Summary Text
- City: Sakarya
- Country: Turkey
- Page Numbers: pp.62
- Akdeniz University Affiliated: Yes
Abstract
This study examines the high staff turnover rate in luxury hotel Food and Beverage (F&B) departments. The study's main aim is to compare the demographic and occupational profiles of employees leaving utilitarian “Classic F&B” (CFB) and hedonic, experience-focused “Special Area F&B” (SFB) departments within the same hotel group. A quantitative methodology was employed to analyse human resource data from 261 F&B employees who left a luxury hotel group, using descriptive statistics and Bayesian Network (BN) modelling. Key findings revealed significant differences in the profiles of the two groups: those leaving SFB tended to be younger (21–30 years old), have less seniority (one to three years), and be female, while those leaving CFB tended to be older (31–40 years old) and have more seniority. The BN model revealed that structural factors, such as employment type (permanent/seasonal), have a greater influence on turnover profiles than demographic variables. Consequently, it was concluded that these two F&B models generate distinct career cycles, prompting the recommendation that hotel management abandon “one-size-fits-all” HR policies for F&B departments, instead developing recruitment, retention, and career management strategies tailored to each area.