This study analyzed the effects of hotel employees' perception of psychological contract violation on their job satisfaction and turnover intention. To achieve the purpose of the study, hypothesis was established through previous studies on the relationship between psychological contract violation, job satisfaction, and turnover intention. And hypothesis test was conducted through empirical analysis. As a result, it was verified that the perception of transactional contract violation of hotel employees had a negative effect on job satisfaction. The perception of transactional contract violation and relational contract violation had a positive effect on turnover intention. Based on the results of the study, implications for efficient human resource management were suggested. First, human resource management should be done in a long-term and short-term manner so that psychological contract violations do not occur. Second, effective turnover management should be achieved through the implementation of the contract contents concluded by the hotel organization and employees. Third, the perception of psychological contract violation changes according to time and situation, so it is necessary to conduct in-depth repeated investigation on psychological contract violation for hotel employees.