<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>2182-8458</journal-id>
<journal-title><![CDATA[Tourism & Management Studies]]></journal-title>
<abbrev-journal-title><![CDATA[TMStudies]]></abbrev-journal-title>
<issn>2182-8458</issn>
<publisher>
<publisher-name><![CDATA[Escola Superior de Gestão, Hotelaria e Turismo da Universidade do Algarve]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2182-84582025000100093</article-id>
<article-id pub-id-type="doi">10.18089/tms.20250106</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[The Mediating Role of Affective Commitment in the Relationship between Perceived Employability and Intention to Quit in the Hospitality Industry]]></article-title>
<article-title xml:lang="pt"><![CDATA[O Papel Mediador do Compromisso Afetivo na Relação entre a Empregabilidade Percebida e a Intenção de Despedimento na Indústria Hoteleira]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Çavu&#351;]]></surname>
<given-names><![CDATA[Tu&#287;ba Dikba&#351;]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Büyükbe&#351;e]]></surname>
<given-names><![CDATA[Tuba]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[&#304;brahima&#287;ao&#287;lu]]></surname>
<given-names><![CDATA[Özden]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Hasan Kalyoncu University Department of Business Administration ]]></institution>
<addr-line><![CDATA[Gaziantep ]]></addr-line>
<country>Türkiye</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Do&#287;u&#351; University Vocational School Human Resources Management Programme]]></institution>
<addr-line><![CDATA[&#304;stanbul ]]></addr-line>
<country>Türkiye</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>03</month>
<year>2025</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>03</month>
<year>2025</year>
</pub-date>
<volume>21</volume>
<numero>1</numero>
<fpage>93</fpage>
<lpage>111</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.pt/scielo.php?script=sci_arttext&amp;pid=S2182-84582025000100093&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.pt/scielo.php?script=sci_abstract&amp;pid=S2182-84582025000100093&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.pt/scielo.php?script=sci_pdf&amp;pid=S2182-84582025000100093&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract This study explores the mediating role of affective commitment in the relationship between perceived employability and the intention to quit, focusing on the tourism sector-a field often marked by high employee turnover. Data were collected from 615 employees working in 4- and 5- star hotels in Antalya and Mu&#287;la, Türkiye. The relationships among perceived employability, affective commitment, and intention to quit were analysed using SPSS and AMOS. The results revealed that affective commitment significantly mediates the link between perceived employability and turnover intentions. While high perceived employability generally increases employees' intentions to leave their jobs, strong affective commitment was shown to offset this effect, thereby reducing the likelihood of turnover. These findings highlight the need for HR strategies that prioritise building and maintaining affective commitment among employees, particularly in high-mobility industries like hospitality, to retain highly employable staff. By offering a deeper understanding of how affective commitment can buffer the turnover risks associated with high employability, this study provides practical insights for HR practitioners in industries facing labour retention challenges.]]></p></abstract>
<abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo Este estudo examina o papel mediador do compromisso afetivo na ligação entre a empregabilidade percebida e a intenção de se despedir no sector do turismo, uma questão crucial em indústrias de elevada rotatividade. Foram recolhidos dados quantitativos de 615 empregados em hotéis de 4 e 5 estrelas em Antalya e Mu&#287;la, Türkiye. Foram analisadas as relações entre a empregabilidade percebida, o compromisso afetivo e a intenção de desistir. Os resultados mostraram que o compromisso afetivo mediou significativamente a relação entre a empregabilidade percebida e a intenção de desistir. Uma elevada perceção de empregabilidade aumenta as intenções de rotação, mas um forte empenhamento afetivo atenuou este efeito. Estes resultados sublinham a necessidade de criar um empenhamento efetivo, especialmente em sectores de elevada mobilidade como a hotelaria, o que pode reduzir o risco de rotatividade entre os trabalhadores com elevada empregabilidade. Este estudo oferece novas perspetivas sobre a forma como o compromisso afetivo pode atenuar os riscos de rotatividade associados à elevada empregabilidade, fornecendo orientações valiosas para o planeamento de RH em indústrias que enfrentam desafios laborais.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[Perceived employability]]></kwd>
<kwd lng="en"><![CDATA[intention to quit]]></kwd>
<kwd lng="en"><![CDATA[affective commitment]]></kwd>
<kwd lng="en"><![CDATA[tourism establishments]]></kwd>
<kwd lng="pt"><![CDATA[Empregabilidade percebida]]></kwd>
<kwd lng="pt"><![CDATA[intenção de desistir]]></kwd>
<kwd lng="pt"><![CDATA[empenhamento afetivo]]></kwd>
<kwd lng="pt"><![CDATA[estabelecimentos turísticos]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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