Abstract
Advancing a nascent stream of research linking grit to employment retention, this article investigated how job insecurity interacted with a person’s level of grit to predict turnover intentions and career change intentions of hotel managers. Based on a confirmatory factor analysis, grit was found to be a valid higher order construct that had an effect on turnover and career change intentions, and the effect was moderated by feelings of job insecurity. Specifically, when hotel managers reported less job insecurity, grit did not have a significant association with turnover and career change intentions. However, when job insecurity levels increased, hotel managers who were grittier also reported lower levels of turnover and career change intentions.
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