The most important objective of this study is to explore people's attitudes regarding the values of gastronomy in Győr-Moson-Sopron County. Data collection took place between September 1, 2023, and November 30, 2023 (N=784). The sample is not representative, the respondents were selected arbitrarily and randomly. The survey data was processed using JMP Pro17 Statistical software and Google forms were shared on social media platforms. The most important result of the primary research is that the study revealed the personal preferences and attitudes of respondents that influence the frequency of attendance at gastronomic events. To this end, we wanted to conduct a cluster analysis. Secondary research shows that the preservation and transmission of gastronomic culture is a key task in all historical periods. In this context, it becomes justified to examine our sample with a view to preserving cultural heritage and identity and to explore how the individuals in our sample relate to the gastronomic traditions of their region, which may influence their choices and the preservation of traditions that are part of their identity. The preservation of cultural heritage and contributions to it hold a significant role in gastronomic tourism. The implications of the results of the empirical research go beyond the borders of Győr-Moson-Sopron county and highlight the relationship between gastrotourism and local traditions.

The hospitality industry relies heavily on employee satisfaction, which directly influences service quality, guest experience, and long-term business success, yet workers often face demanding conditions such as irregular schedules, stress, and limited career opportunities. Research shows that supportive leadership, fair working conditions, and development opportunities can significantly improve satisfaction, reduce turnover, and strengthen organisational performance, while customer incivility has been found to harm job satisfaction and increase emotional exhaustion. This study examines the key factors shaping employee satisfaction in the Hungarian hospitality sector, aiming to identify effective practices that can enhance workplace culture and overall employee well-being. This study aims to explore the indirect psychological factors that influence employees’ length of stay in the hospitality sector, focusing on motivation, organizational culture, and professional development. A questionnaire-based dataset (N = 407) was analyzed using linear regression and K-means cluster analysis to examine how psychological variables predict workplace tenure and identify employee typologies based on turnover tendencies. Motivation and positive organizational culture were strong predictors of long-term employment, while perceived professional development surprisingly correlated with shorter tenure. Three distinct employee clusters were identified with varying retention profiles. The findings provide nuanced insights into the interplay between individual psychological profiles and organizational retention dynamics, highlighting distinct patterns that can inform targeted HR development strategies. Turnover tendencies can be predicted by psychological factors. Tailored retention strategies – based on motivation, development needs, and cultural fit – are recommended to reduce workforce turnover in hospitality settings. Such evidence underscores the importance of integrating psychological profiling into HR decision-making processes to proactively identify at-risk employees and strengthen long-term organizational stability.