Impact of Employee Retention - Case Study of Hilton Hotel

RESEARCH PROJECT

TABLE OF CONTENTS
TOPIC:.............................................................................................................................................1
CHAPTER 1: INTRODUCTION....................................................................................................1
1.1 Research project outline and specification............................................................................1
1.2 Factors that contribute to the process of research project and Justification..........................3
1.4 Research Methodology..........................................................................................................3
1.5. Gantt Chart with Timeline...................................................................................................3
CHAPTER 2: LITERATURE REVIEW.........................................................................................4
1.3. Critical review......................................................................................................................4
Theme 1: Importance of employee retention in the company. ..................................................4
Theme 2: Motivating factors in boosting the retention of employees at Hilton Hotel...............4
Theme 3: Challenges faced by Hilton Hotel by high employees turnover.................................5
Theme 4: Strategies for raising the employee retention in the hospitality industry...................5
CHAPTER 3: RESEARCH METHODOLOGIES..........................................................................6
2.1 Match the Resources efficient to research question..............................................................6
2.2 Undertaken the proposed research investigation...................................................................8
CHAPTER 4: Data Findings, Analysis and Discussion..................................................................9
2.3 Record and Collate the relevant data....................................................................................9
3.2 Interpretation.......................................................................................................................15
CHAPTER 5: CONCLUSION AND RECOMMENDATION & LIMITATIONS......................18
3.3 Recommendation and Justification and Limitations...........................................................18
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................19

TOPIC:
“To identify the impact of employee retention in raising the performance of the
organisation in hospitality industry. A case study on Hilton Hotel”.
CHAPTER 1: INTRODUCTION
1.1 Research project outline and specification.
Introduction
Employees are the key to success of all the organisation. Employee retentions is referred
to the techniques employed by the management in order top help the employees to stay with the
organisation for longer period of time. Employees retention strategies go a very long way in
motivating the employees so that they stick to the company for maximum time as well as
contribute effectively. It is very essential for the company to put efforts very sincerely in order to
ensure the learning and growth for the employees (Younge and Marx, 2016). If employees are
not satisfied with the company, than it is not possible to achieve the desire goals and objectives
of the organisation. For retention of employees, organisations used to put many efforts like
rewards and incentives system, training and development programmes so that they feel valued
for the organisation which in turn motivate them.
In this present research, researcher use systematic techniques and methods for identifying
the impact of employee retention in raising the performance of the organisation. Hilton hotel is
being chosen for assessment. It is one of the global brand of full service hotels and resorts.
Background of the Research
The present research is based on the importance of employee retention as well as its
impact on the performance of Hilton Hotel. It is fact that employee are the backbone of the
company, if employees are not satisfied and motivated it is not possible to gain competitive
advantages in the market. The impact of employee retention on the performance of the company
is critical because it directly affects the goodwill and reputation of the organisation. Further, high
labour turnover also raises the cost of operation which in turn decreases the profitability of the
company (Noe and et.al., 2017). Thus, this present research paper will identify the impact of
employee retention in raising the performance of Hilton hotel as well as provide further
improvement in controlling the high labour turnover rate.
1

Statement of Research Problem
The present research is focusing on employee retention, its benefits, its impact as well as
it challenges. Further researcher will also provide some solution to the company for boosting
employee retention (Aguenza and Som, 2018). However, the problem or gap is that researcher
will not able to focus on other things of employee retention such as standards, frameworks and
other things which is also very essential but because of lack of time, issues and resources, scholar
will not able to focus on these things.
Aim and Objectives and Research Questions
Aim:
“To identify the impact of employee retention in raising the performance of the
organisation in hospitality industry. A case study on Hilton Hotel”.
Objectives:
 To identify the importance of employee retention in the company.
 To determine the motivating factors in boosting the retention of employees at Hilton
Hotel.
 To identify the challenges faced by high employees turnover.
 To provide strategies for raising the employee retention in the hospitality industry.
Research Question:
1. What are the importance of employee retention in the company?
2. What are the motivating factors in boosting the retention of employees at Hilton Hotel?
3. What are the challenges faced by Hilton Hotel in overcoming the issues of employees
turnover?
4. What are the strategies required for raising the employee retention in the hospitality
industry?
Purpose and Scope of the Study
The main purpose of the study is to identify the impact of employee retention on raising
the performance of the company. Another purpose is to identify the benefits and challenges faced
by organisation in employees retention.
The scope of this study is very broad as it is used in both academic and corporate sector.
Students who are persuading the studies related to management of human resources will find
2

very beneficial from this research study. On the other hand, this research is could also be used by
the organisation for understanding the importance of employees retention.
1.2 Factors that contribute to the process of research project and Justification.
There are various factors that allows researcher to choose the topic employee retention.
These are easy availability of data as the information of employee retention, its benefits,
challenges and impact are easily available. Another factors which allows researcher to choose the
topic is the interest behind the topic as scholar is very interested in knowing the feelings and
emotions of employees working in the company.
1.4 Research Methodology
Research Methodology Applied in the Research
Research Methods/Type Qualitative
Research Approach Inductive
Research Design Descriptive
Sampling
Probabilistic in which Random Sampling
technique will be used. 20 HR managers of
Hilton Hotel
Data Collection Both Primary (Questionnaire) and Secondary
Data Analysis Qualitative in which Thematic Analysis
1.5. Gantt Chart with Timeline
Chapters
Week
1
Week
2
Week
3
Week
4
Week
5
Week
6
Week
7
Week
8
Week
9
Introduction
Literature review
Research
methodology
Data collection,
Analysis &
Interpretation
3

Conclusion
CHAPTER 2: LITERATURE REVIEW
1.3. Critical review
Theme 1: Importance of employee retention in the company.
According to MANDHANYA, (2015) employees are the key to success for all types of
organisation irrespective to there size, scale and objectives. If employees are not there it is not
possible to reach desire goals and objectives of the company. Employee retentions is referred to
the techniques employed by the management in order top help the employees to stay with the
organisation for longer period of time. If employees are not motivated and satisfied, it will
directly influenced the quality of goods and services organisation is providing to customers that
automatically results in fever satisfaction of customers. However, Porter and Kramer, (2019) said
that, employee retention is important because hiring is not an easy process as HR managers have
to shortlists some individual from large pool of talents, conduct preliminary interviews and many
other task are required.
Rabbi and et.al., (2015) articulated that, when an employee resigns from the
organisation, it might be happen that they would join the competitors and this is not at all good
for the organisation. It is because employees tends to take all the current organisation policies,
strategies to other organisation. So, employee retention is also very important for the
organisation to remain competitive in the market place. In addition to this, employee retention is
also very as it positively affects the goodwill of the company. It is fact that goodwill and
reputation is more important than profit margins. However, Aruna and Anitha, (2015) said that,
employee retentions is also very essential for the company to retain the valuable and worth
employees. It is because each and every company required the talented and hard-working
workforce.
Theme 2: Motivating factors in boosting the retention of employees at Hilton Hotel
As per the findings of Ganesh, (2016) motivation is very important for the success of the
organisation as well as for retention of employees for long term. Motivation is the essence of the
organisation as it is very essential for gaining competitive advantage in the market. Respect,
dignity, salary, rewards, position, social culture and many others are the factors which boost the
motivation of employees. It is very essential because if organisation do not focus on employees
4

motivation, it will increase the employee turnover along with the quality of work done by
workers. If quality is affects it will decrease the customers satisfaction which will automatically
influence the performance of the company in negative way. Kreeger and Smith, (2017) said that,
in service industries like hospitality, healthcare etc. motivation plays a critical role because if
employees are not motivated they do not provide optimum and desire services to customers and
services sector in totally depends on services quality rather than products.
Konar, Ali and Hussain, (2018) stressed on Abraham Maslow's motivational theory as it
is one of the best theory of motivation that includes all those factors which are very necessary for
motivating employees. In this theory there are five needs of employees which are physiological,
safety, social, Esteem and self-actualization needs and it is key to motivate employees as well as
to retain them for longer period. In physiological needs, organisation should ensure that
employee have shelter, food and clothes as these are basic needs. The salary should be like it can
fulfils the basic needs. Further, safety needs included, security, freedom, safety as they could
motivate employees by fulfilling the safety needs (Abraham Maslow's Hierarchy Theory of
Motivation, 2018). Social needs included love and belongingness so that employees feel
comfortable and share there emotions with subordinates. Esteem need includes dignity, respect
working in the company as if respect is not given to them, there moral is affected. On the other
hand, the most important needs and motivating factors is the desire for growth and development.
These are the motivating factors that organisation needs to fulfils for motivating employees.
Theme 3: Challenges faced by Hilton Hotel by high employees turnover.
According to the Dzhandzhugazova and et.al., (2016) employee turnover rate refers to the
number of workers leave the company and are replaced by new one. Employee turnover is one of
the biggest challenges that organisation faced as it influenced the reputation, performance of the
company. Cost of production is very first challenge that company faced as recruitment, selection,
training and development raise the cost of production which in turn decreases the profit margin
of the company. Jaworski and et.al., (2018) argued that, time is very big challenge that
organisation faced. HR managers takes time for filling the empty post which in turn decreases
the quantity of the work. On the other hand, providing training to employees is takes too much
time which is also a challenging for the company.
Theme 4: Strategies for raising the employee retention in the hospitality industry
5

As per the findings of Noe and et.al., (2017) reward system is one of the best strategy for
raising the employee retentions in the hospitality industry. Effective rewards system retain
employees for long term, especially monetary benefits. Rewards must be separate from salary.
Organisations should focus on organise effective reward system within organisation. However
Yoon, Jang and Lee, (2016) said that organisation could build an attractive hospitality culture in
the organisation so that employee feel happy and enjoy working in the work. It is true that,
employee retention is increase if employees are engaged with the organisation. Lu and et.al.,
(2016) said that, employee recognition is another strategy that organisation could follow for
increasing the employee retention. As it is the desire of every individual to go beyond and above.
So company should provide development opportunities to employees.
CHAPTER 3: RESEARCH METHODOLOGIES
2.1 Match the Resources efficient to research question.
Research methodology
Research methodology is applied in research process which is used to collect
information on the research problem and then developing a hypothesis on the problem. After
developing hypothesis it finds out the main variable of the research problem that changes
because of different factors (O’Hagan and Sasamoto, 2016). After choosing the variable the plan
is implemented by choosing and implementing correct research method and then the execution of
research was right or not is find out by different test that includes T test etc. and finally the
conclusions are drawn by the researchers.
Research type
Research types are basically of two types . Every research either based on qualitative type
or quantitative type. The research which is quantitative in nature takes figures and facts into
consideration for research findings. Quantitative research includes comparative charts and
involves experiments and mostly based on statistics of attitudes, opinions and take large sample
of data for better results. This can be done through interviews, longitudinal studies, opinion polls
etc.
On the other hand qualitative research type is based on motivation and opinions and
increase understanding of the researcher. It is used to dig deep in the problem with the help of
finding trends in opinions (Grenier and Collins, 2016). To analyse the opinions qualitative
6

approach is based on small data and includes interviews of small section of employees or
customers.
This research has used quantitative research type as it includes interviews of 20 employees of
Hilton hotel which helped researcher to understand the traits, personality and attitude of people
and enhances the understanding of researcher.
Research approaches
Research approach deals with data collection and their critical analysis considering their
pro and con and finally interpreting the data. Research approach deals with solving the problem
or addressing the problem. Research approaches are of two types which is implemented to solve
the problem. The inductive approach that deals with creating new data out of the given data or
information and includes logical and detailed explanation. It considers old researches with new
perspective by giving different and new perspective. It takes qualitative data as as the base of its
study.
On the contrary the the deductive approach deals with creating new hypothesis based on
that moment itself (Johnson, Gibbs Grey and Baker-Bell, 2017). It deals with current scenario
and takes quantitative data as a base of its study.
The researcher has used inductive approach as employees of Hilton has been given
questionnaires to fill on current issues and new hypothesis was formed by the researcher to find
out the impact of issues in the company.
Research design:
It is a proper framework used by researcher to combine various methods in research in
logical manner to efficiently deal with the problem. A good research design must be reliable,
valid and free form biases. The different types of research design that are used are Descriptive
research design which refers to detailed description of particular situation and based on that the
data are collected and implemented. The other is experimental design that defines cause and
effect relationship of research which define variables both dependent and independent. The other
design is co relational where researcher link two variables that are connected.
The research has used Descriptive design as it considered detailed description of case and
based on that problems are formulated ans solved.
Sampling -
7

Sampling refers to the process of selecting sample fro a group of people that help in
drawing conclusion about large population. For effective sampling the population chosen needs
to be unbiased and free from external pressure (Barnham, 2015). This research has used
Probabilistic sampling in which Random Sampling technique will be used by taking 20 HR
managers of Hilton Hotel.
Data collection
Data collection is the process used to collect the information by using systematic
methods. Primary and Secondary are two methods used for data collection. The data are
collected either are primary which are fresh and never used before or secondary which are
already being used and find out by other researchers. Researcher will collect information from
both the sources. In primary, scholar prepare questionnaire and in secondary scholar use books,
journals and articles in literature review.
Data analysis
The process of collecting data, transforming it and then turn it into a model that can solve
the issue with available information. This researcher used thematic analysis as the data were
divided according to the themes and then the hypothesis were formed and results were obtained
(Greenfield and Greener, 2016).
2.2 Undertaken the proposed research investigation
There are some factors that help researcher to adhere to the scope of the research which
are as follows-
Scope: The scope of this study is very broad as it is used in both academic and corporate
sector. Students who are persuading the studies related to management of human resources will
find very beneficial from this research study. On the other hand, this research is could also be
used by the organisation for understanding the importance of employees retention.
Resources: This is another factors that help researcher in investigation is availability of
resources. The researcher has plan all the resources before starting the research like man-force,
fund, secondary sources, stationery items, storage device etc.
8

Time: This present research has been completed in 9 weeks. Researcher has completed
all the activities in given time.
CHAPTER 4: Data Findings, Analysis and Discussion
2.3 Record and Collate the relevant data.
QUESTIONNAIRE
Name of Organisation:Hilton Hotel
Designation of Respondents: HR Managers
Age:
Gender:
1. Do you think employee retention is very important for the future growth and development of
the hotel?
 Yes
 No
 May be
2. Do you think your hotel have good control over employee retention rate?
 Yes
 No
 Not Sure
3. According to you, what are the benefits your hotel in enjoying by employee retention?
 Attracts talented people
 Raise the moral of employees
 Gain competitive benefits
 Others
4. Do you think reputation of the hotel in the market influenced by high retention rate?
 Highly Agree
 Agree
 Highly Disagree
 Disagree
 Neutral
5. As per your opinion, customer satisfaction is greatly influenced in hospitality industry
9

through dissatisfied employees?
 Yes
 No
 May Be
6. What are the challenges your hotel faced by employee turnover?
Increase cost of production
Consume time and resources
 Affect the goodwill
 All the above
7. What strategies your hotel use for boosting the employees motivation?
 Rewards and Incentives
 Effective Working Culture
 Employee recognition
8. Recommendation if any...
Theme 1: Employee retention is very important for the future growth and development of the
hotel.
Particulars Respondents
Yes 12
No 6
May Be 2
10

Theme 2: Hilton Hotel have good control over employee retention rate.
Particulars Respondents
Yes 13
No 5
May Be 2
Theme 3: Employee retention Attracts talented people.
11
Yes
No
May Be
Yes No May Be
0
2
4
6
8
10
12
14
Respondents

Particulars Respondents
Attracts talented people 8
Raise the moral of employees 6
Gain competitive benefits 5
Others 1
Theme 4: Reputation of the Hilton in the market influenced by high retention rate.
Particulars Respondents
Highly Agree 7
Agree 4
Highly Disagree 5
Disagree 3
Neutral 1
12
Attracts talented people
Raise the moral of employees
Gain competitive benefits
Others
0 1 2 3 4 5 6 7 8
Respondents

Theme 5: Customer satisfaction is greatly influenced in hospitality industry through
dissatisfied employees.
Particulars Respondents
Yes 11
No 7
May be 2
Theme 6: Goodwill of the hotel is largely affected by employee turnover and it is biggest
challenge.
Particulars Respondents
Increase cost of production 7
Consume time and resources 5
13
Highly Agree
Agree
Highly Disagree
Disagree
Neutral

Affect the goodwill 8
All the above 0
Theme 7: Rewards and Incentives is used by Hilton for boosting employee motivation.
Particulars Respondents
Rewards and Incentives 9
Effective Working Culture 4
Employee recognition 6
All the above 2
14
Yes No May be
0
2
4
6
8
10
12
Respondents

3.2 Interpretation
Theme 1: Employee retention is very important for the future growth and development of the
hotel.
INTERPRETATION: From the above questionnaire conducted through survey from 20
HR managers of Hilton Hotel that employee retention is very important for the future growth and
development of hotel as supported by 12 respondents. They said that with the skilled and
experienced workers, hotel can grow more as compare to new joiners. As per the literature
review, employees are the key to success for all types of organisation irrespective to there size,
scale and objectives. If employees are not there it is not possible to reach desire goals and
objectives of the company. On the other had, 6 managers are not supporting as they said
employee retention is not only important, interior, furniture, infrastructure, services quality is
important for the growth of hotel. Only 2 members are confused.
Theme 2: Hilton Hotel have good control over employee retention rate.
INTERPRETATION: From the above questionnaire conducted through survey from 20
HR managers of Hilton Hotel that hotel have good control over employee retention as supported
by 13 respondents. They said that organisation used to include all those factors which keep
employee motivated like rewards, incentives, health and safety benefits etc. On the other hand,
rest of 5 HR managers are not supporting as from there perceptiveness, hotel have no control
15
Rewards and Incentives
Effective Working Culture
Employee recognition
All the above
0
1
2
3
4
5
6
7
8
9
Respondents

over employee retention, they do emphasize on any other things like infrastructure, furniture and
others. Only two managers are confused.
Theme 3: Employee retention Attracts talented people.
INTERPRETATION: From the above questionnaire conducted through survey from 20
HR managers of Hilton Hotel that firm enjoy some benefits of employee retention. 8 managers
are supporting that it attracts talented people which is very important for hotel to gain
competitive advantage in the market place. They said that with the high retention rate, skilled
candidate are attracted towards the company. 6 people said that moral of employee is raised by
the employee retention rate as they feel safe and secure working with the firm. As per the
secondary research conducted employee retentions is very essential for the organisation to retain
the valuable and worth employees. On the other hand, 5 people said that hotel could gain
competitive benefits in the market.
Theme 4: Reputation of the Hilton in the market influenced by high retention rat
INTERPRETATION: From the above questionnaire conducted through survey from 20
HR managers of Hilton Hotel that reputation of company in the market is influenced by high
retention rate as 7 managers are highly agreed. They said that skilled and experience workers are
very essential for gaining the competitive benefits in the market. 4 respondents are also
supporting with the same reason as said by 7 manager before. As per the secondary research,
employee retention is also very as it positively affects the goodwill of the firm as goodwill and
reputation is more important than profit margins. On the other hand, 5 people are highly disagree
as they are not supporting because as per there perspectives the services of Hilton are enough for
building its reputation in the market. Only single person have no perfect answer.
Theme 5: Customer satisfaction is greatly influenced in hospitality industry through
dissatisfied employees.
INTERPRETATION: From the above questionnaire conducted through survey from 20
HR managers of Hilton Hotel that customer satisfaction is greatly influenced in hospitality
industry through dissatisfied employees as said by 11 respondents. They said that in hotel sector,
everything is depends on the quality of services and services are depend on employees. So, if
employees are satisfied, it is sure that customer satisfaction will definitely raised. On the other
hand, 7 respondents are not supporting with as they said customer satisfaction is influenced by
16

tangible services like accommodation facilities, quality of food, infrastructure etc. employees
also plays a role but not entirely. Only two managers are confused.
Theme 6: Goodwill of the hotel is largely affected by employee turnover and it is biggest
challenge.
INTERPRETATION: From the above questionnaire conducted through survey from 20
HR managers of Hilton Hotel that goodwill of the hotel is largely influenced by employee
turnover as supported by 8 respondents. As per the secondary research, high employee turnover
negatively affects the reputation of the hotel and it is one of the biggest challenged faced by firm.
7 respondents said that cost of production is increases by high labour turnover. As per the
perceptive of 5 managers high employee turnover consumes the time and resources of the hotel
as in recruitment, section and training time and resources are required.
Theme 7: Rewards and Incentives is used by Hilton for boosting employee motivation.
INTERPRETATION: From the above questionnaire conducted through survey from 20
HR managers of Hilton Hotel that rewards and incentives is mainly used by hotel for boosting
employee motivation. They said that reward system is one of the best strategy for raising the
employee retentions in the hospitality industry. As per the secondary research, Effective rewards
system retain employees for long term, especially monetary benefits. 4 people are supporting that
providing effective working culture is best strategy for boosting employees motivation. As per
the view of 6 managers, employee recognition helps to raise the level of motivation of
employees. As per the secondary research, it is the desire of every individual to go beyond and
above. So company should provide development opportunities to employees.
CHAPTER 5: CONCLUSION AND RECOMMENDATION &
LIMITATIONS
3.3 Recommendation and Justification and Limitations
From the above primary analysis, researcher have identified some recommendation
which are as follows-
Hilton hotel should focus on reward system is one of the best strategy for raising the
employee retentions in the hospitality industry. Effective rewards system retain employees for
long term, especially monetary benefits
Hilton Hotel should focus on building an attractive working culture in the organisation so
that employee feel happy and enjoy working in the work.
17

Hilton Hotel should emphasize of employee recognition as this is also one of the best HR
policy to retain employees because it is the desire of every individual to go beyond and above.
So they should provide development opportunities to employees.
Limitations
There are some limitation which researcher has faced in completing this present research
which are as follows-
Cost limitations: Researcher has planned the budget before staring the work but still at
some task or activities like data collection, assessing secondary data the cost has raise over the
budget and it is beyond the control because it is important to answer the research question.
Time Limitations: Researcher has faced time limitation as in evaluation the suitable
research methodologies, scholar has taken too much time which is beyond the control of the
researcher.
CONCLUSION
From the above report, employees are the key to success of all the organisation.
Employee retentions is a technique employed by the management in order to help the employees
to stay with the organisation for longer period of time. Further, motivation is also very important
for raising the performance of organisation through retention of employees. Moreover, report
also conclude the importance of employee recognition is another strategy that organisation could
follow for increasing the employee retention. Moreover, employee retentions is also very
essential for the company to retain the valuable and worth employees.
18

REFERENCES
Books and Journals:
Aguenza, B.B. and Som, A.P.M., 2018. Motivational factors of employee retention and
engagement in organizations. IJAME.
Aruna, M. and Anitha, J., 2015. Employee retention enablers: Generation Y employees. SCMS
Journal of Indian Management, 12(3), p.94.
Barnham, C., 2015. Quantitative and qualitative research: Perceptual foundations. International
Journal of Market Research, 57(6), pp.837-854.
Dzhandzhugazova, E.A., Kosheleva, A.I., Gareev, R.R., Nikolskaya, E.Y. and Bondarenko, A.P.,
2016. Business administration in hotel industry: problems and solutions (by the example of
the Russian Federation). International Journal of Applied Business and Economic
Research, 14(14), pp.651-660.
Ganesh, A., 2016. Understanding the Relationship between Employee Motivation and Customer
Retention. Vilakshan: The XIMB Journal of Management, 13(1).
Greenfield, T. and Greener, S. eds., 2016. Research methods for postgraduates. John Wiley &
Sons.
Grenier, R.S. and Collins, J.C., 2016. “Man, Have I Got a Story for You” Facilitated
Autoethnography as a Potential Research Methodology in Human Resource Development.
Human Resource Development Review, 15(3), pp.359-376.
Hang, T.T.T. and Khuong, M.N., 2018, October. The Effects of Staff Training on Employee’s
Positive Emotion and Job Involvement in Luxury Hotels and Resorts in Vietnam. In
Global Conference on Business, Hospitality, and Tourism Research (GLOSEARCH 2018).
Jaworski, C., Ravichandran, S., Karpinski, A.C. and Singh, S., 2018. The effects of training
satisfaction, employee benefits, and incentives on part-time employees’ commitment.
International Journal of Hospitality Management, 74, pp.1-12.
Johnson, L.L., Gibbs Grey, T.D. and Baker-Bell, A., 2017. Changing the Dominant Narrative: A
Call for Using Storytelling as Language and Literacy Theory, Research Methodology, and
Practice. Journal of Literacy Research, 49(4), pp.467-475.
19

Kim, J.S., Song, H.J. and Lee, C.K., 2016. Effects of corporate social responsibility and internal
marketing on organizational commitment and turnover intentions. International Journal of
Hospitality Management, 55, pp.25-32.
Konar, R., Ali, F. and Hussain, K., 2018. Empowerment in Hospitality Service Leadership: A
Moderated Mediation Approach. Asia-Pacific Journal of Innovation in Hospitality and
Tourism (APJIHT), p.21.
Kreeger, J.C. and Smith, S., 2017. Amateur innkeepers utilization of minimum length stay
restrictions. International Journal of Contemporary Hospitality Management, 29(9),
pp.2483-2496.
Lu, L., Lu, A.C.C., Gursoy, D. and Neale, N.R., 2016. Work engagement, job satisfaction, and
turnover intentions: A comparison between supervisors and line-level employees.
International Journal of Contemporary Hospitality Management, 28(4), pp.737-761.
MANDHANYA, Y., 2015. A STUDY OF IMPACT OF WORKING ENVIRONMENT ON
RETENTION OF EMPLOYEES (With special reference to Automobile sector). Global
Management Review, 9(4).
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
O’Hagan, M. and Sasamoto, R., 2016. Crazy Japanese subtitles? Shedding light on the impact of
impact captions with a focus on research methodology. Eyetracking and applied
linguistics, 2, p.31.
Porter, M.E. and Kramer, M.R., 2019. Creating shared value. In Managing sustainable business
(pp. 327-350). Springer, Dordrecht.
Rabbi, F., Ahad, N., Kousar, T. and Ali, T., 2015. Talent management as a source of competitive
advantage. Journal of Asian Business Strategy, 5(9), p.208.
RIEU, J.N. and KAMARA, M., 2016. Determinants of Employee Commitment in Hotel Industry
in Nairobi County: A Case of Rated Hotels in Nairobi Central Business District.
Yoon, D., Jang, J. and Lee, J., 2016. Environmental management strategy and organizational
citizenship behaviors in the hotel industry: The mediating role of organizational trust and
20

commitment. International Journal of Contemporary Hospitality Management, 28(8),
pp.1577-1597.
Younge, K.A. and Marx, M., 2016. The value of employee retention: Evidence from a natural
experiment. Journal of Economics & Management Strategy, 25(3), pp.652-677.
Online:
Abraham Maslow's Hierarchy Theory of Motivation. 2018. [Online]. Accessed through:
<https://www.simplypsychology.org/maslow.html>.
21