Employee turnover is a problem for organizations and is one of the challenges facing human resource managers. As such several studies have looked at antecedents of turnover. Among the emergent antecedents are demographic variables which are deemed to influence attitudes that could either make or unmake organisations. Since attitudes mean a lot in labour-intensive industries, the need to examine these attitude-eliciting factors become important. This paper therefore, sought to find out the effect of demographic variables on work attitudes and intention to quit in the hotel industry in Cape Coast and Elmina. Independent sample T-tests and One-way ANOVA were used to assess the relationships between demographic variables and work attitudes. The results revealed there was significant differences between younger adults’ and older adults’ level of satisfaction as far as salary levels were concerned. Similarly, this was the case with nature of work and motivation. Accordingly, it was recommended that Human resource policies be tailored to meet and satisfy the specific needs of each age group as what might motivate the younger generation may not have the same effect on the older generation.
Keywords: Employee Satisfaction, Employee turnover, Intention to Quit, Organisational Commitment and Nature of Work
