Causal Analysis of the Impact of Hotel Employee Training Investment on Turnover Rate

Abstract

High employee turnover is a common human resource management challenge faced by the hotel industry, but whether training investment can effectively reduce turnover rate still lacks rigorous causal evidence. This study uses a large hotel group as the research subject to assess the actual impact of employee training investment on turnover behavior. The research sample covers the personnel, training, and performance records of 9,842 employees for 18 consecutive months. Variables include job type, training duration, performance rating, and attendance. Propensity score matching was used to construct a comparable sample, and difference analysis was combined to identify the net effect of training intervention. Empirical results show that employees who received systematic training had a significantly lower probability of leaving during the subsequent observation period, and the longer the training duration, the more significant the decrease in turnover rate. Further analysis shows that this effect is more prominent in front-line service positions. This study verifies the role of training in employee retention from a causal perspective, providing empirical support for the allocation of hotel training resources.