Hospitality career retention: the role of contextual factors and thriving at work

Abstract

Purpose This study aims to understand employee career retention in the hospitality industry. Building on the socially embedded model of thriving, signaling theory and social cognitive career theory (SCCT), the study examines a structural model of psychological contract fulfillment (PCF), perceived organizational support (POS), thriving, career satisfaction and career turnover intention. Design/methodology/approach The proposed research model was tested using structural equation modeling with responses from 300 US hospitality employees. Data were collected using an online survey available through a panel service at Qualtrics. Findings Empirical results supported all proposed hypotheses and confirmed the critical mediation role of thriving for workplace contextual factors and employee career retention. As predicted, both PCF and POS positively influenced employee thriving, which positively influenced career satisfaction and negatively influenced career turnover intention. Practical implications Findings of this study yielded several recommendations for hospitality managers, including using the concept of thriving as an indicator and a remedy for employee career development and retention. Originality/value Given the increased need for qualified talent and reduced career satisfaction, this study sheds light on the further understanding of sustainable employment in the hospitality industry. Using signaling theory and SCCT as an overarching framework, this study extends the socially embedded model of thriving as well as SCCT and supports combining psychological contract theory and organizational support theory to better understand hospitality career retention.

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Perceived vulnerability of job loss and satisfaction with life in the hospitality sector in times of pandemic: a multi-mediational approach

“…According to Winkelmann and Winkelmann (1998), unemployment or job loss includes both pecuniary and non-pecuniary costs that affect life satisfaction of individuals. Psychological effect of unemployment (non-pecuniary costs) have larger negative effect on well-being and life satisfaction than pecuniary costs (monetary/income loss) (Stavrova et al, 2011;Chang and Busser, 2020). Several hospitality studies considered individuals' experience to pain, anxiety, and emotional suffering as a psychological effect of job loss that reduces life satisfaction drastically (Shani et al, 2014;Darvishmotevali et al, 2017;Lee and Madera, 2019).…”

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Concept Model to Measure the Thriving at Work (TAW): Developing and Applying

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