<p>This systematic review discusses the psychosocial factors contributing to turnover intention among hospitality workers over the past decade. Turnover is a problem experienced worldwide and, if left unresolved, could seriously impact the provision of good hospitality services. This industry survives through customer service where talented workers are vital to ensure consistent quality. It is imperative to understand the reasons behind the workers’ intention to leave the organisation to aid in imparting constructive and operative efforts to develop existing human capitalfor better growth. A thorough electronic database search was conducted to identify the most relevant journal articles published in various journals within the last 10&#xa0;years. The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) flowchart was used to identify the articles for review. The factors were categorised into three different categories known as personal/emotional (individual level), work environment/social (unit level), and organisational and environment (organisational level) factors. Factors such as psychological distress, job satisfaction, and work stress were identified at the individual level; job overload, supervisor incivility, and management pressure were identified at the unit level; career advancement, organisational support, and work-family conflict were identified under organisational factors. This review has shown that push factors at all three levels contribute to turnover more than pull factors and determined prominent factors under each revised category. The industry may focus on creating new systems, policies, methods, or additional support to improve the internal factors to reduce employee turnover intention and increase retention among valuable employees.</p>