Publication Date



A content model of 12 retention factors is developed in the context of previous theory and research. Coding of open-ended responses from 24,829 employees in the leisure and hospitality industry lends support to the identified framework and reveals that job satisfaction, extrinsic rewards, constituent attachments, organizational commitment, and organizational prestige were the most frequently mentioned reasons for staying. Advancement opportunities and organizational prestige were more common reasons for staying among high performers and non-hourly workers, and extrinsic rewards was more common among low performers and hourly employees, providing support for ease/desirability of movement and psychological contract rationales. The findings highlight the importance of differentiating human resource management practices when the goal is to retain those employees valued most by the organization.


Suggested Citation
Hausknecht, J. P., Rodda, J. M. & Howard, M. J. (2008). Targeted employee retention: Performance-based and job-related differences in reported reasons for staying (CAHRS Working Paper #08-06). Ithaca, NY: Cornell University, School of Industrial and Labor Relations, Center for Advanced Human Resource Studies.

Required Publisher Statement
The final paper is forthcoming in Human Resource Management, published by John Wiley & Sons.