Abstract
Employee turnover is a major challenge in the hospitality industry, often driven by psychological contract breaches that lead to dissatisfaction and resignation. Grounded in Social Exchange Theory and Social Identity Theory, this study examines the impact of (1) psychological contract breach on psychological contract violation, (2) psychological contract violation on intention to leave, and (3) the moderating role of age in the breach-violation relationship. While previous research has explored psychological contract breaches, limited studies have focused on older employees in the hospitality sector and how they perceive and respond to such breaches. Addressing this gap, this study focuses on employees aged 45 and above in three- and four-star hotels in Magelang, using a sample of 124 respondents selected through convenience sampling. Structural Equation Modeling (SEM) is applied to test the hypotheses. Findings reveal that breaches and violations significantly increase employees’ intention to leave, with age moderating the breach-violation relationship. These insights emphasize the need for hospitality businesses to strengthen employee relations and fulfill psychological contracts to mitigate turnover risks, particularly for older employees.