Characterizing with an image of low-skilled jobs and low social status, the hotel industry is undergoing a “great resignation” from staff due to stress post-Covid-19, urging a need to encourage hotel employees to stay with their jobs. This study attempted to explore whether employees’ turnover intention was decreased by promoting their pride in jobs and how job pride was predicted by dimensions of the meaning of work. Two online surveys were conducted on American and Vietnamese hotel employees. A structural equation modeling analysis revealed that work centrality, obligation norms, and work values positively affected job pride which subsequently reduced turnover intention. The study also showed the negative relationship between job pride and turnover intention was only significant for Americans, confirming the culture’s moderation role. The findings provide valuable theoretical contributions regarding employees’ behavioral intention from a multicultural perspective and managerial implications for hoteliers in human resources management practices.

酒店业以低技能工作和低社会地位的形象为特征，由于 Covid-19 后的压力，酒店业正在经历员工的“大辞职”，迫切需要鼓励酒店员工留在工作岗位上。本研究试图探讨员工的离职意向是否会因提升他们的工作自豪感而降低，以及如何通过工作意义的维度来预测工作自豪感。对美国和越南酒店员工进行了两次在线调查。结构方程模型分析表明，工作中心性、义务规范和工作价值观对工作自豪感产生积极影响，从而降低离职意向。该研究还表明，工作自豪感与离职意向之间的负相关关系仅对美国人显着，证实了文化的调节作用。