Motivations and Commitment to Work in the Hospitality Industry
🧠 Psych - 231/300
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"Motivations and Commitment to Work in the Hospitality Industry”
In a variety of situations, there is a severe labour shortage and understaffing in the hospitality industry.
Hotels and restaurants frequently struggle to keep motivated employees on staff and find them. 👱♂️ 👱♀️
In this context, this study examines the causes of organisational commitment by integrating key self-determination theory concepts with a responsible human resources management (HRM) measure.
This study's overarching goal is to illuminate employee psychology and ethical organisational practises in the hospitality sector.
Design/Methodology/Approach: Primary data were captured through an online questionnaire distributed via popular LinkedIn groups that represent hospitality employees.
A composite-based structural equations modelling approach was utilized to confirm the reliability and validity of the chosen factors and to shed light on the causal paths of this contribution’s proposed model.
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What do I need to know?
Please read the original research if you want to learn more about this industry. Some of the takeaways from the study are as following:
1. Extrinsic motivations and responsible HRM have significant direct and indirect effects on organizational commitment, with intrinsic motivations acting as a mediator between them.
2. Practitioners should reward and incentivize hardworking employees, providing conducive working environments and appropriate employment conditions to enhance employee loyalty, reduce turnover rates, and attract promising talent.
3. The research contributes to a robust Responsible Organizational Behavior (ROB) model that includes responsible HRM, extrinsic rewards, intrinsic motivation, and organizational commitment.
4. This study is unique as it incorporates a responsible HRM construct with extrinsic and intrinsic motivations, highlighting their importance as antecedents of organizational commitment.
5. The research emphasizes the significance of considering employee psychology and strategic organizational behaviors, particularly in the context of increased demand for tourism businesses after the COVID-19 pandemic, raising awareness of challenges in attracting and retaining employees in the industry.
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