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High turnover rate is one of the striking features of the hotel industry and one of the most significant challenges. High turnover rate causes substantial costs for recruitment, selection and training in hotels, on the other hand, it also leads to negative consequences such as the decline of organizational performance and service quality. Thus, it is necessary to search for the root causes of turnover and put forward solutions. This study was designed to examine the impact of psychological capital (PsyCap), organizational commitment (OC), and job satisfaction (JS) on turnover intention among hotel employees. Additionally, it aimed to test the mediating roles of job satisfaction (JS) and organizational commitment (OC). The data were obtained from 228 hotel customer-contact employees with a time lag of two weeks in three waves in Kuala Lumpur based on convenience sampling. A series of structural equation modeling analyses were utilized to investigate hypothesized relationships. The results reveal that there exists a significant and negative impact of PsyCap on employees' turnover intention and this correlation is partially mediated through two job attitudes. That is to say, to retain hotel talents, five-star hotel management should take proper measures to help employees obtain and maintain positive psychological resources such as PsyCap, on the other hand, how to cultivate positive job attitudes and strengthen their sense of identification and belonging for their organizations is supposed to be more focused on. [ABSTRACT FROM AUTHOR]

The migrant workers play vital roles in fulfilling the gaps of labor shortages particularly in the hotel industry. The increasing number of migrant workers in the hotels has led to such study on factors motivating them to work in the industry. This study highlights the significance of pull factors motivating the international migrant workers in Kuala Lumpur's hotels. Two major factors were investigated namely bet ter employment and high wages. 1550 questionnaires were distributed to the respondents within 31 hotels in Kuala Lumpur. However, only 400 quest ionnaires were returned and the findings of the study indicated that both better employment and high wages are considered as significant pull factors motivating the migrant workers to work in the Kuala Lumpur's hotels. Majority agreed that the hotels in Kuala Lumpur provide better employment aspect for them such as better job opportunities, enhance employability, opportunity for career development and better life. The findings eventually contribute to the hotels' management in preparing quality amenities and providing more benefits to recruit more migrant workers in the industry. [ABSTRACT FROM AUTHOR]