Revisiting talent management, work-life balance and retention strategies

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The effects of work social support and career adaptability on career satisfaction and turnover intentions (2016, result): “The importance of career satisfaction as an organizationally valued job outcome is also consistent with Deery and Jago’s (2015) observation that management of hotels has to offer decent career advancement opportunities.”
Effects of High-Performance Work Systems (HPWS) on Hospitality Employees’ Outcomes through Their Organizational Commitment, Motivation, and Job Satisfaction (2021, background): “Concretely, employees’ low organizational commitment positively correlates with high turnover, which increases costs and reduces the quality of provided service, thus negatively impacting client satisfaction and financial performance [43,49,69].”
Factors affecting hotel employees’ attrition and turnover: Application of pull-push-mooring framework (2019, background): “Goh and Lee (2018) identified emotional labor as one of the key challenges in the hospitality industry among Gen Z.”
Test of a mediation model of psychological capital among hotel salespeople (2017, background): “To be capable of retaining current and new employees high on PsyCap, management needs to offer a resourceful environment where employees can take advantage of a number of human resource practices (e.g. work–life balance) (Deery and Jago, 2015).”