Zhu, DanKim, ChloeKim, PeterLiang, Siyin2025-10-222025-10-222025http://hdl.handle.net/10292/19994Over the past decades, employee turnover has been a persistent and costly challenge in the global hospitality and tourism (H&T) industry, impacting service consistency, operational performance, and workforce stability. Although extensive research has explored the antecedents of turnover intention, inconsistent findings and contextual variability limit the generalizability of existing knowledge. To address this gap, the present study is a comprehensive meta-analysis of 249 empirical studies to (1) identify and quantify the key antecedents and outcomes of turnover intention among H&T employees, and (2) examine how contextual factors, including national culture, age, gender, and publication year, moderate these relationships. This meta-analysis has systematically reviewed and analyzed 249 empirical studies on turnover intention in the H&T industry, which were sourced from databases such as Google Scholar and EBSCO Tourism and Hospitality Complete. Inclusion criteria required studies to be empirical and quantitative and report correlations between turnover intention and its antecedents and/or outcomes within the H&T context. A Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) flow chart was used to guide the selection process. Data extraction included coding variables such as effect size, sample size, region, publication year, and study design, which were entered into an Excel workbook. Meta-analytic techniques such as psychometric meta-analysis and meta-regression were used to examine effect sizes and test the influence of moderators including publication year, gender, age, and culture. Using psychometric meta-analytic techniques and meta-regression analysis, the findings indicate that job satisfaction, organizational commitment, and job stress are among the most influential factors, while emerging concepts such as artificial intelligence awareness and self-efficacy reflect the changing industry challenges. Moderation analyses revealed that national culture significantly moderates the effects of support-related variables and organizational support is more strongly associated with lower turnover intention in individualistic cultures, while supervisor support is more influential in collectivist settings. Age and gender, and publication year also moderated the strength of several predictors, such as trust toward the organisation, work-family conflict, and resilience. This thesis contributes to the turnover literature by clarifying mixed empirical findings, testing theoretical boundary conditions, integrating both established and emerging predictors and outcomes of turnover intention, and offering detailed future research directions. It also provides practical recommendations for developing evidence-based, demographically sensitive, and culturally adaptive retention strategies in the H&T sector.enDissertationOpenAccess