The hotel industry is an extremely labor-intensive service industry that sees volatile demand and distinct high and low seasons. Human resources are the foremost assets of a hotel and can be regarded as a condition of market competition. Human resource management covers a wide range of issues. The majority of existing studies on the human resources of hotels have focused on training development, compensation and benefits, and the turnover intentions of employees; in contrast, there is little research on the influence of reward systems on willingness to stay has, particularly as it pertains to international tourist hotels. In view of this, we used questionnaires to examine the relationship between employee willingness to stay, and training and reward systems in an international tourist hotel.

The constructs we examined were training system, reward system, and employee willingness to stay. The demographics of employees were also taken into consideration. The subjects of this study were the employees of an international tourist hotel in Taipei. We distributed 427 questionnaires and recovered 352 questionnaires. After eliminating the incomplete questionnaires, we obtained 342 valid questionnaires, thereby contributing to a valid sample ratio of 82.9%.

The results revealed a positive correlation between satisfaction with the training system and willingness to stay. A positive correlation also existed between the reward system and willingness to stay, and employee views regarding the effectiveness of the training system varied significantly with various demographic variables