The effort-reward imbalance(ERI) model is a theoretical model of a psychosocial work environment with adverse effects on health and well-being that focuses on a mismatch between high efforts spent and low rewards received at work. the aim of this research was to investigate the effort-reward imbalance as it was perceived by hotel employees and to examine the effects of the self efficacy, work value and turnover intention. Data were collected from hotel employees at 11 five star hotels in Seoul. A total of 211 samples were finally used for the analysis. The statistical tools to be undertaken this research were frequency analysis, confirmatory factor analysis and discriminant validity analysis using the statistical package of SPSS (26.0) and AMOS (26.0). The results of the analysis showed that perceived effort-reward imbalance had significant effect on work value and turnover intention but self efficacy did not. The results indicated that self efficacy had nonsignificant effect on turnover intention. Also the results indicated that work value had significant effect on turnover intention. Practical implications and limitation of the study are discussed within.