Hospitality organizations continue to experience workforce instability, making employees’ intention-to-stay as an important indicator of sustainable human resource management. This study examined the socio-demographic predictors of hospitality employees’ intention-to-stay in jobs in Lagos State, Nigeria. Guided by Job Embeddedness Theory and Social Exchange Theory, the study adopted a cross-sectional survey design of hospitality employees in registered hotels in Lagos State. Data was collected from 413 participants using a structured questionnaire, and analyzed using descriptive statistics, Chi-square tests and logistic regression at a 5% significance level. The findings revealed employee education as the only socio-demographic characteristic that significantly predicted employees’ intention-to-stay after controlling for hotel characteristics (Adjusted OR=6.71, p=0.001). The study concludes that education enhances employees’ intention-to-stay in their organization long term and also strengthens their organizational attachments. The study contributes to hospitality workforce literature by conceptualizing intention-to-stay as a distinct construct from employee retention and turnover research, providing empirical evidence from Nigeria. The findings highlight the importance for hospitality organizations to enhance employee continuous learning and education, professional development and career advancement opportunities in order to strengthen employees’ intention-to-stay and long-term workforce stability.

Keywords: Socio-demographic Predictors, Intention-to-stay, Education, Hospitality Employees, Lagos State.