Abstract
The extant literature has suggested that high-performance human resources practices (HRPs), such as employee training, employment security, and a results-oriented appraisal system, promote favorable employee behaviors. This research predicts that such practices render a mechanism that reduces hotel employees’ propensity to quit through lowering their emotional exhaustion. However, does this mechanism work more effectively in hotels with a strong brand? To address this question, we propose a multilevel research model to assess the effectiveness of HRPs under different conditions of brand equity. Drawing on both social exchange theory and social identification theory, the current study works to advance the literature by investigating the cross-level brand equity boundary condition on the HRPs−intention-to-quit moderated mediation process from two independent sets of data. It advances the literature by bridging the research gap between human resource management and brand management.