The roles of internal marketing and person-organization fit in hospitality employees’ life satisfaction: an integration of work and nonwork domains

Abstract

PurposeIntegrating the Stimulus-Organism-Response model, the spillover theory and the person-organization fit literature, this study investigates how internal marketing spills over its effects from the work domain to nonwork domains.Design/methodology/approachData of 279 hotel employees working in the US were collected from a self-administered survey via Amazon Mechanical Turk.FindingsFindings support the direct effects of internal marketing on job performance and job satisfaction, and of job satisfaction on life satisfaction. Moreover, results show the mediating roles of perceived person-organization fit, highlighting the mechanism by which internal marketing generates its spillover effect from the work domain to the life domain.Originality/valueThis study advances the conversation on employee-organization behaviors by revealing how internal marketing could lead to job satisfaction, job performance and life satisfaction. These insights reflect the true interconnection of human work and life. For hospitality employees’ well-being, this study encourages managers to simultaneously adopt and integrate the five functional activities of internal marketing (i.e. communication, compensation, welfare system, training and management support) in organizational operations.

Determinants of corporate environmental performance and the moderating effect of economic crises

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Marketing Interno en Las Organizaciones a Nivel Global

“…Dentro de las ventajas del marketing interno en las organizaciones se destaca los roles mediadores del ajuste percibido entre la persona y la organización, destacando el mecanismo por el cual el marketing interno genera su efecto indirecto del dominio del trabajo al dominio de la vida (Thai et al, 2023). Esto indica una influencia positiva del marketing interno y la orientación empresarial de los empleados (Mansouri et al, 2022).…”

Investigating the impact of person-organization fit on employee well-being in uncertain conditions: a study in three central European countries

“…Person-organization fit is recognized as a crucial element in promoting employee well-being. This fit reflects the compatibility between an individual's values and the organization's values embedded in the organizational culture, and it is a reflection of employees' emotional and cognitive states influenced by the organizational culture and activities (Firfiray and Mayo, 2017; Thai et al ., 2023). When there is a strong person-organization fit, individuals feel respected, satisfied, committed and loyal to the organization (Yusliza et al ., 2021).…”

“…When there is a strong person-organization fit, individuals feel respected, satisfied, committed and loyal to the organization (Yusliza et al ., 2021). Uysal-Irak (2017) demonstrated that alignment between individual and organizational values motivates employees to actively engage in their work and experience higher job satisfaction (Thai et al ., 2023). However, limited and unknown evidence exists regarding how person-organization fit specifically influences employee well-being, which comprises life well-being, workplace well-being and psychological well-being.…”