Hourly employee retention in small and medium attractions: the Central Florida example

Abstract The major objective of this study was to explore the reasons behind hourly employee turnover in the amusement park and attraction industry. Data were collected from 172 hourly employees in 13 Central Florida small and medium-size facilities. The results empirically confirmed that hourly employees’ retention was predicted by self-fulfillment and working conditions rather than monetary rewards. More specifically, employees who had positive experience with regard to consistent working hours, sense of fulfillment with their job, positive experience with performance reviews, longer tenure with their current employer, higher level of satisfaction with the job, and previous work experience were more likely to stay with their current employer.

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