Jirawan Deeprasert

Human resources are critical assets in the hotel industry, and retaining employees is crucial for the sustainable development of hotels. To reduce employee turnover, the study aims to explore the role of psychological contract and emotional labor on turnover intention. Data from an online survey of 743 employees of luxury hotels in China were analyzed using structural equation modeling (SEM). The results show that employer relational psychological contracts (p < 0.001), employee relational psychological contracts (p < 0.001), and employer transactional psychological contracts (p < 0.01) have an impact on turnover intentions. The study also finds that employee transactional psychological contracts (p > 0.05) do not affect turnover intentions. Furthermore, employee-employer relational psychological contracts (p < 0.01) significantly influence emotional labor, whereas employer transactional psychological contracts (p > 0.05) do not. Emotional labor (p < 0.01) significantly affects turnover intentions. The connection between psychological contracts and turnover intentions is also mediated by emotional labor. These results imply that luxury hotels should prioritize employees’ emotional well-being, create a harmonious work environment, and enhance employee loyalty. This paper provides valuable insights that may reduce turnover and foster sustainable development within the hospitality sector.

Social media has brought new opportunities to bridge employment and has become an essential channel for addressing the issue of an aging society. This study aims to explore the factors influencing bridge employment behavior among older adults on social media platforms. This analysis collected 757 older adults from China who continue to work as anchors in social media after retiring. Data collection was conducted over ten days via structured questionnaires divided into eight sections. Furthermore, this study conducts structural equation modeling (SEM) to process the data. The results indicate that social capital (beta = 0.183, p = 0.004) and bridge employment policies (beta = 0.123, p = 0.031) have a significant positive impact on intention to bridge employment. Subjective norms (beta = 0.197, p < 0.001), attitudes (beta = 0.204, p < 0.001), and perceived behavioral control (beta= 0.147, p = 0.004) also positively and significantly influence intention to bridge employment. Subjective norms, attitudes, and perceived behavioral control serve as crucial mediators in the relationship between social capital, bridge employment policies, and intention to bridge employment. Finally, intention (beta = 0.480, p = 0.001) is a strong predictor of bridge employment behavior and acts as a mediator within the model. The findings suggest that enhancing social capital and well-structured employment policies can significantly influence older adults’ acceptance and sustained participation in bridge employment on social media platforms.