Employee retention is
a growing concern in the MICE (Meetings, Incentives, Conferences, and
Exhibitions) sector, where high service demands intensify the risks of
turnover. Existing research highlights job satisfaction as a crucial factor,
but limited studies have modeled how specific workplace conditions influence
turnover intentions through satisfaction-related constructs. This paper
examines the mediating roles of career stability perception (CSP) and emotional
job experience (EJE) in the relationship between workplace conditions and
turnover intentions among employees in the MICE sector in Saudi Arabia. A
quantitative, cross-sectional survey was conducted with 372 respondents.
Exploratory and confirmatory factor analyses were used to validate measurement
constructs. Partial Least Squares Structural Equation Modeling (PLS-SEM) was
employed to examine direct and mediated relationships between variables,
including work hours, salary, self-development, leadership, and work
environment. Findings reveal that CSP significantly reduces turnover
intentions, acting as a key mediator. Self-development and aspects of the work
environment exhibited the most substantial positive implications for the
elements of satisfaction, whereas work hours and leadership had minimal or no
repercussions. EJE, as represented by workplace conditions, did not directly
predict turnover. The research provides a nuanced understanding of how specific
employee conditions in the workplace impact employee retention and
satisfaction. These revelations can inform HR practices in the MICE industry,
enhancing stability and reducing turnover.
