Relationship between perceived human resource management system strength, thriving at work, and employee's turnover intention in Chinese hotels

Abstract The high turnover rate of employees is one of the core problems of human resource management (HRM) in the hotel industry. We aim to propose a fresh perspective on hotel HRM by examining the impact of HRM system strength on employees' turnover intentions from a motivational process perspective. Introducing thriving at work as a mediator, we argue that employees' perceived HRM system strength not only provides a basis for rational judgment but also elicits affective evaluation through thriving at work to reduce turnover intention. Grit, a motivation‐related personality trait, is also considered a moderator. Data from 420 Chinese hotel employees showed that perceived HRM system strength (distinctiveness, consistency, and consensus) reduced turnover intention. Thriving at work partially mediated the relationship, while employee grit moderated the link between HRM strength and thriving. The theoretical and practical implications are discussed.