This study was aimed at establishing whether loneliness among hotel employees in the workplace affects their psychological and emotional experiences by empirically investigating their perceptions of negative situations. A self-administered questionnaire was distributed to 300 hotel employees, after which confirmatory factor analysis was conducted to reassess the reliability and validity of the measured questionnaire items. A model of workplace loneliness, psychological detachment, and emotional exhaustion was developed and examined through structural equation modeling. The results showed that the hotel employees experienced workplace loneliness and expressed a desire to be psychologically detached from their jobs for recovery. Workplace loneliness also contributed to emotional exhaustion. Theoretical and practical implications, as well as limitations and future research directions, are discussed.

The coronavirus has caused unprecedented damage to the hospitality industry that cannot be compared to those caused by previous global crises. This study hypothesized that employee burnout and turnover intent can vary depending on their perceptions of workaholism, with the assumption that workaholism’s negative impact differs across generations. This study demonstrated that workaholism among hotel employees tends to increase their burnout and turnover intent. The examination of the intergenerational moderating role in the relationship between the influence of workaholism on burnout and turnover intent revealed that compared to Generations X and Y, Generation Z has a stronger negative relationship with workaholism.

Purpose: While the COVID-19 pandemic has presented challenges to many organizations, overcoming it has also provided an opportunity to refocus organizational sustainability. This study examined the relationship between the perceived fear of COVID-19 among deluxe hotel employees and their ages, psychological well-being, and turnover intent. It also tested the moderating effect of these employees’ sense of calling on the aforementioned relationship. Design/methodology/approach: The collected data were analyzed using Analysis MOment Structure (AMOS) and the Statistical Package for the Social Sciences (SPSS). The five hypotheses were validated using structural equation modeling and multi-group analysis. Findings: The results showed that the fear of COVID-19 was strong among young employees (Beta = −0.160) and that employees’ psychological well-being (Beta = −0.299) diminished as this fear grew. Psychological well-being negatively influenced turnover intent (Beta = −0.234). Finally, the fear of COVID-19 exerted a minimal effect on the psychological well-being of employees with a strong sense of calling.