<div>To capture the dynamic nature of frontline employees’ subjective well-being (SWB) and turnover intention in the hotel industry, this study used Affective Events Theory (Weiss & Cropanzano, 1996) and the unfolding model of employee voluntary turnover (Lee & Mitchell, 1994) to argue the short-term variability in SWB and turnover intention. Using the job demandsresources model (JD-R model) as the framework, this study examined the role of daily job</div><div>demands (challenge stressors, hindrance stressors, and emotional dissonance) and the role of daily job resources (supervisor support, coworker support, and job autonomy). Given that hotel employees work with different supervisors and co-workers and face various guest situations during each shift, these employees may face high work stress and workload. Furthermore, employees in this industry are often requested to perform non-routine tasks. Therefore, their work is highly associated with high job demands and resource variability. Moreover, the study results stress the importance of the moderating role of day-level job resources and the multilevel moderating effects of employees’ individual levels of resilience and self-efficacy. </div><div>The design of the study employed an experience sampling method. Participants were employees who are in guest-facing positions from food & beverage and front office departments in full-service or luxury hotels in the United States. Sixty-five participants completed a one-time baseline survey and a daily diary study twice per day for at least five working days, resulting in a total of 416 day-level observations. The data structure is day nested within each person. The multi-level data was analyzed by using multilevel linear modeling. </div><div>In summary, this study shows that SWB and turnover intention may not always be stable phenomena among hotel employees due to the daily influences of job demands and job resources. In addition, both personal resources and daily job resources were found to mitigate the negative daily influences of job demands. This study helps managers to better understand employees’ feelings on a daily basis and apply strategies for daily management of employee SWB and turnover intention.</div>

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Acknowledging the critical role that occupational factors play in employee health, researchers have tried to understand ways to reduce the harmful effects of work on employee health. As the process by which individuals recharge resources that have been depleted, recovery has been recognized as important due to its potential to mitigate the negative effects of work on employee well-being. Although the recovery literature has continued to grow, many questions remain unanswered. The purpose of the present study was to expand our knowledge of recovery by examining situational (job characteristics) and individual (trait guilt) predictors of recovery and investigating psychological attributes of off-job activities. An experience sampling design was used to understand relationships among focal variables at day level. Hypotheses were tested using the data from 99 full-time employees living with a full-time working spouse and at least one dependent. The results suggest that daily job characteristics serve an important role in recovery such that they relate to recovery experiences of psychological detachment and relaxation. However, job characteristics did not have significant relationships with the choice of off-job activities. With regard to subjective experiences of off-job activities, findings demonstrated considerable variance across individuals. Further, psychological attributes of off-job activities were found to relate to recovery experiences although the results were not always consistent with expectation. Next, little support was found for the moderating role of trait guilt in the relationship between job characteristics and off-job activities. Finally, consistent with previous research, recovery experiences related to better well-being outcomes.

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