High employee turnover is a continuing challenge for hospitality and tourism, notably in the tightly regulated labor market of Macau where hotel room capacity is expanding rapidly. To promote staff retention during this period of supply-led business growth, all of Macau’s major casino operators have adopted “Golden Nest Egg” employee retention programs. This study investigates how employees view such schemes and whether they influence intentions to stay, with particular reference to gender and to organizational culture (Chinese or international). The findings offer an empirical basis to guide casino operators in formulating and refining retention strategies. The article contributes to scholarship by exploring employee receptiveness to the merits of different inducements, notably training and development provision or financial benefits.