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Effects of Personality Traits on Turnover Intention of Star-rated Hotel and Hostel Employees -Mediating Effect of Work Values and Moderating Effect of Human Resource Management Practices

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  • Jen Shou Kao
  • Chun Chu Liu

Abstract

This study selected employees of hotels or hostels registered as members of hotel associations in Taiwan’s six special municipalities as the study subjects through purposive sampling. An online questionnaire was distributed to the waiters, captains, supervisors, assistant managers, and part-timers, and 201 valid questionnaires were returned. Regression analysis revealed that work values (affective values) mediated the relationship between personality traits (agreeableness, conscientiousness, and openness to experience) and turnover intention (dependent variable). Human resource management practices (decision-making and feedback) moderated the relationship between work values (instrumental and cognitive values) and turnover intention. Hence, business organizations must consider their philosophy, goals, market positioning, and available resources. If resources are limited, they should first focus on enhancing employees’ psychological wellbeing by increasing the additional values associated with the jobs, improving the working environment, creating a friendly workplace, and improving supervisors’ leadership styles and then increase salary and benefits, which have instrumental values. Â

Suggested Citation

  • Jen Shou Kao & Chun Chu Liu, 2025. "Effects of Personality Traits on Turnover Intention of Star-rated Hotel and Hostel Employees -Mediating Effect of Work Values and Moderating Effect of Human Resource Management Practices," Advances in Management and Applied Economics, SCIENPRESS Ltd, vol. 15(2), pages 1-7.
    • Handle: RePEc:spt:admaec:v:15:y:2025:i:2:f:15_2_7
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