Abstract
The purpose of this study was to examine the process of two differential challenge-hindrance stressors leading to employee turnover intention with work engagement as a mediator and hope as a moderator. Data were collected from 275 current frontline hotel employees in the U.S. using a web-based survey. This study found the mediating effects of work engagement in the relationship between stressors and turnover intention except for work overload. Hope was identified as a personal resource with a mitigating role between role ambiguity and work engagement.
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