Research on Performance Improvement Policies and Turnover Intentions in the Hospitality IndustryINTRODUCTION: Hospitality organizations must constantly ensure employee satisfaction ( Berry, 1997). Organizations tend to be more effective when they satisfy their employees (Robbins and Judge, 2007). Satisfied employees are considered as an effective workforce and become an important asset to the effectiveness of the organization (Masri, 2009). According to Bharwani and Butt (2012), human resources are one of the major parts of the product fulfilling the difficult role of improving the image of the organization. Unlike other sectors, the hospitality industry relies heavily on direct contact of humans with their guests (Bharwani and Butt, 2012). With the help of human resources, an organization will be able to improve its business, but due to the various needs of employees, it becomes difficult to retain their employment. It is therefore essential to focus on understanding their needs to achieve their satisfaction (Masri, 2009). The employee's dissatisfaction will affect their commitment to work and lead them to leave the organization physically and/or mentally (Ρathaκ, 2012). Tracey and Hinκin (2008) stated that employee turnover rates are influenced by employee dissatisfaction in the work environment and reduce their contribution to the job (Tracey and Hinκin, 2008). In human resources (HR) research and practice, employee retention or turnover integrates the question of the organization of employee movement. Research in this area conducted by the traditional school of organizational behavior has evolved into investigating the factors affecting employee turnover. The positive or negative influences of these factors can result...... middle of article ......li, A., 2007. Performance Appraisal: Everything You Always Wanted to Know, According to: RS Grouρ. • Sarantaκos, S., 1993. Social research. Australia: Macmillan Education Australia Ρty Ltd..• Tracey, B. &amρ; Hinκin, T., 2008. Contextual factors and cost profiles associated with employee turnover. Cornell Hospitality Quarterly, 49(1), ρρ. 12-27.• WeiBo, Z., Κaur, S. &amρ; Zhi, T., 2010. A critical review of the employee turnover model (1938-2009) and performance development. African Journal of Business Management,4(19), ρρ. 4146-4158.• Xie, J., 2003. The analysis of employee turnover model. J. Econ. Manage, Νolume 5, ρρ. 14-21.• Zhang, M. &amρ; Zhang, D., 2006. The new development of voluntary turnover model. J. Econ.Manage. Abroad, 25(9}, ρρ. 24-28. • Zhang, Q., 2005. The new economic socialist. Beijing Soc, Sci, Νolume 18, ρρ. 54-75.