Employee Retention of Internship Management Trainees for Hospitality Corp.X: A Research Based on Herzberg’s Two-Factor Theory

Qiuyang Li; Zhihao  Li; Weinan Wu; Shiguo Bu; Yaoxin Huang

doi:10.62177/apemr.v2i3.365

Authors

Qiuyang Li Yunnan Vocational College of Agriculture
Zhihao Li Yunnan Vocational College of Agriculture
Weinan Wu Yunnan Vocational College of Agriculture
Shiguo Bu Yunnan Vocational College of Agriculture
Yaoxin Huang Yunnan Vocational College of Agriculture

DOI:

https://doi.org/10.62177/apemr.v2i3.365

Keywords:

Job Satisfaction, Herzberg’s Two-Factor Theory, Hospitality Industry, Compensation and Benefits, Organizational Management

Abstract

In response to the persistent issue of internship management trainees at Hospitality Corp.X being reluctant to remain employed after completing their internships in recent years. This study investigates the underlying causes through questionnaire surveys, Herzberg's Two-Factor Theory (hygiene factors and motivational factors), and factor analysis. The findings reveal that trainees' overall job satisfaction score averages merely 2.53±0.68 (on a 5-point scale), with key influencing factors including: compensation and benefits (lowest score, mean=2.3579), career development (unclear promotion pathways), work content (repetitive and monotonous tasks), psychosocial environment (ineffective communication and psychological stress), and organizational management (rigid processes and unfair performance evaluations). Comparative analysis demonstrates that the hotel's intern compensation and benefits significantly lag behind local industry peers. To address these issues, recommendations are proposed, such as optimizing compensation structures, restructuring career development frameworks, diversifying job responsibilities, enhancing psychological support systems, and streamlining management processes. These measures aim to improve trainees' retention willingness while ensuring the stability of service quality and competitive advantage for the hotel.

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