Abstract
Employee turnover is an important concern for organizations in the hospitality industry. Drawing on career construction theory (CCT), this paper demonstrates how career adaptability is related to hospitality employee turnover intentions. Suggesting orientation to happiness (OTH) as an underlying reason, this study collected three waves of data from employees working in hotels of varying star ratings situated in the eastern region of the People's Republic of China. Study results found career adaptability to be negatively related to employee turnover intentions via OTH. In addition, perceived career opportunity (PCO) was determined to be an important boundary condition in that the mediated relationship was weaker when lower levels of PCO were present. This study offers specific theoretical and practical implications for the hospitality industry.