Hospitality sector is currently facing a “war for talent” because of the exodus of professionals after the pandemic. The aim of this research is to identify the presence of gender-specific employment strategies for retaining talent within the hospitality sector, from an organizational social capital perspective. Thematic analysis was conducted based on 31 in-depth interviews with managers from different-sized hospitality organizations (15 men, 16 women). Results shows that employment practices tend to focus more on attracting talent rather than retaining it. The study emphasizes how sector characteristics, especially company size, play a crucial role in shaping both formal and informal talent retention tools, emphasizing the need for gender-specific tailoring. Additionally, gender differences in fragile trust and associability could contribute to the adoption of talent retention methods for female and male professionals. The originality of this study lies in its gender perspective, which has not always been considered in previous talent retention research.

中文翻译：

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请不要走：通过组织社会资本方法留住酒店业人才的性别化正式和非正式工具


由于疫情后专业人士大量外流，酒店业目前正面临一场“人才争夺战”。本研究的目的是从组织社会资本的角度确定酒店行业是否存在用于留住人才的针对性别的就业策略。主题分析基于对不同规模酒店组织经理（15 名男性，16 名女性）的 31 次深度访谈。结果表明，雇佣实践往往更注重吸引人才，而不是留住人才。该研究强调了行业特征，尤其是公司规模，在塑造正式和非正式人才保留工具方面发挥着至关重要的作用，并强调了针对性别量身定制的必要性。此外，脆弱的信任和交往方面的性别差异可能有助于采用针对女性和男性专业人士的人才保留方法。本研究的独创性在于其性别视角，而这一视角在以往的人才保留研究中并未得到考虑。