Job involvement, commitment, satisfaction and turnover: Evidence from hotel employees in Cyprus

Abstract

h i g h l i g h t sWe investigate job satisfaction, involvement, organizational commitment and turnover intentions. Affective and normative organizational commitment, have positive associations with job satisfaction. Affective organizational commitment and satisfaction have negative associations with turnover. A negative association between intrinsic job satisfaction and turnover intention cannot be supported. a r t i c l e i n f o t r a c tThe study of attitudes at work seeks to enhance organizational knowledge and capabilities in developing an 'ideal' working environment that delivers exceptional customer service. The current study investigates the causal relationships of job involvement, organizational commitment (normative and affective), and job satisfaction (intrinsic and extrinsic), with the intention of hospitality employees in Cyprus to either remain at or leave their job. Utilizing structural equation modeling, positive associations were found between job involvement, affective and normative commitment, and intrinsic job satisfaction. Positive associations between affective and normative organizational commitment, and intrinsic and extrinsic job satisfaction were also found. In addition, negative associations between affective organizational commitment, extrinsic job satisfaction and turnover intention were revealed. However, a negative association between intrinsic job satisfaction and turnover intention was not supported. The implications of these results for future research are also discussed.

A Influência da Satisfação Laboral no Bem-estar Subjetivo: Uma Perspectiva Geracional

“…Estudos sugerem que a ST pode influenciar o comportamento dos indivíduos nas organizações, alterando índices de produtividade (Sánchez-Sellero et al, 2014), comprometimento organizacional (Folami, Asare, Kwesiga, & Bline, 2014) e turnover (Zopiatis, Constanti, & Theocharous, 2014). Além disso, a ST pode influenciar a esfera extralaboral, podendo favorecer ou comprometer índices de bem-estar (Bruk-Lee, Khoury, Nixon, Goh, & Spector, 2009;Satuf et al, 2016) e felicidade (Bowling, Eschleman, & Wang, 2010) Neste estudo, interessa-nos explorar e compreender a relação entre ST e bem-estar subjetivo (BES), que pode ser definido como um termo amplo utilizado para descrever o nível de bem-estar vivenciado pela pessoa, conforme a avaliação subjetiva que ela faz de sua vida.…”

Customer retention in the eco-friendly hotel sector: examining the diverse processes of post-purchase decision-making

“…This commitment is regarded as a fundamental constituent of establishing and persisting long-term relationships (Cater, 2007). In a lodging context, Zopiatis, Constanti, and Theocharous (2014) empirically identified the critical role of commitment and satisfaction in reducing hotel employees' turnover intention and increasing retention rate. In their examination of hotel customers' behaviors, in her examination of hotel reward program members' behaviors, Tanford (2013) identified that the impact of commitment as well as switching costs significantly increase a function of tier level, Journal of Sustainable Tourism 1099 which eventually leads to customer retention and loyalty.…”

A Study of the Affecting Vocational Education on Job Involvement and Job Burnout from the View of Venue Workers

“…It belongs to the responses in feelings, attitudes, or affections. Zopiatis et al (2014) proposed that work values are the goals that are relevant to the job and are the individual's internal demands and the vocational education or features that are pursued by an individual during the activities. Jamaludin (2011) proposed that work values indicate the enduring belief and standard for evaluating relevant job details, behaviors, or goals during an individual's working process.…”