Effects of High-Performance Work Systems (HPWS) on Hospitality Employees’ Outcomes through Their Organizational Commitment, Motivation, and Job Satisfaction

Abstract

The purpose of this research is to examine the underlying mechanisms inside the so-called black box that relate high performance work systems (HPWS) with employees’ well-being and job performance in hospitality. We surveyed a sample of 494 hotel workers to test a research model that related the following variables: HPWS, organizational commitment, motivation, job satisfaction, quality of life (QoL), and individual job performance. Structural equation modelling, namely through PLS-SEM, was conducted. We confirmed that HPWS directly influence employees’ motivation, organizational commitment, job satisfaction, and QoL. Additionally, workers’ motivation and organizational commitment positively influence job satisfaction, which, in turn, enhances workers’ QoL. Moreover, job satisfaction and quality of life significantly predicted individual job performance. This study contributes to unlocking the so-called black box relating HPWS with job outcomes as well as to the growing body of research that relates employees’ well-being with performance. From a managerial point of view, hospitality firms should prioritize investment in HPWS, as its design and implementation affects employees’ attitudes and behaviors. Future lines of research should consider bundles of practices instead of the whole HPWS effects on employees’ attitudes and behaviors.

The Influence of Hotel Employees’ Perception of CSR on Organizational Commitment: The Moderating Role of Job Level

“…OC and motivation are good predictors of satisfaction and quality of work life [49]. Among the factors concerning organizational performance discussed in previous studies is OC [31].…”

Organizational Justice and Leadership Behavior Orientation as Predictors of Employees Job Satisfaction: Evidence from Croatia

“…Much research has been devoted to job satisfaction. Dorta-Afonso et al [1] in their study revealed that workers' motivation and organizational commitment positively influence job satisfaction, which, in turn, enhances workers' quality of life. Moreover, they found that job satisfaction and quality of life significantly predicted individual job performance.…”

“…Many recent studies confirmed this argument. Dorta-Alfonso et al [1] revealed the relationship between job satisfaction and individual job performance, since satisfied employees will put discretionary effort into their tasks to perform well. While some studies proposed direct relationship between job satisfaction and organizational performance (see [2]), research findings also suggested that the relationship between employee satisfaction and financial performance was mediated by some other variables, such as customer satisfaction [3,4] and organizational commitment [5], highlighting the importance of job satisfaction for organizational success in broader context.…”

Multidimensional Assessment of Job Satisfaction in Telework Conditions. Case Study: Romania in the COVID-19 Pandemic

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