Organizational Commitment and Well-Being HR Practices

IF 2 Q2 HOSPITALITY, LEISURE, SPORT & TOURISM Tourism Pub Date : 2024-07-26 DOI:10.37741/t.72.4.3
Lourdes Susaeta Erburu, Clara Martín-Duque, Yolanda Romero-Padilla, Esperanza Suárez Ruz
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引用次数: 0

Abstract

This study examines hospitality employees' perceptions of HR policies and practices and their impact on organizational commitment before and during a crisis. Specifically, it explores the influence of gender bias on organizational commitment. Focusing on the role of HR practices in fostering commitment, the study analyses changes in commitment during the pre- and post-crisis periods. An online survey was conducted among employees in the hotel industry in Spain, resulting in 467 complete responses. Factor analysis and confirmatory factor analysis validated the measurement model. The findings support the hypothesis that organizations with pre-existing HR practices promoting employee well-being experienced higher levels of organizational commitment during the crisis. Additionally, organizations implementing policies to address gender bias achieved higher levels of organizational commitment. The study presents a typology, categorizing HR practices as crisis-appropriate or non-crisis-appropriate and commitment or non-commitment practices. This study provides insights into understanding and measuring organizational commitment through HR practices and emphasizes the significance of addressing gender bias in fostering commitment. Practical implications for the hospitality industry include prioritizing employee well-being, creating an inclusive work environment, ensuring flexibility and effective communication, and proactively investing in crisis-appropriate HR practices.
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组织承诺与幸福人力资源实践
本研究探讨了酒店业员工对人力资源政策和实践的看法及其在危机前和危机期间对组织承诺的影响。具体而言,研究探讨了性别偏见对组织承诺的影响。研究重点关注人力资源实践在促进承诺方面的作用,分析了危机前后承诺的变化。本研究对西班牙酒店业的员工进行了在线调查,共收到 467 份完整回复。因子分析和确认性因子分析验证了测量模型。研究结果支持以下假设:在危机期间,那些已经实施了促进员工福利的人力资源措施的组织,其组织承诺水平会更高。此外,实施了解决性别偏见政策的组织获得了更高水平的组织承诺。研究提出了一种类型学,将人力资源实践分为适合危机或不适合危机,以及承诺或不承诺实践。本研究为通过人力资源实践理解和衡量组织承诺提供了见解,并强调了解决性别偏见对促进组织承诺的重要意义。这项研究对酒店业的实际意义包括:优先考虑员工福利、创造包容性的工作环境、确保灵活性和有效沟通,以及积极投资于适合危机的人力资源实践。
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来源期刊
Tourism
Tourism HOSPITALITY, LEISURE, SPORT & TOURISM-
CiteScore
3.10
自引率
17.60%
发文量
0
审稿时长
24 weeks
期刊介绍: Journal TOURISM is an international academic and professional quarterly which welcomes articles on various aspects of travel and tourism. Th e journal emphasises the broadness and interrelatedness of the tourism sector. Manuscripts submitted to the Journal can be processed quickly if they are prepared according to the following guidelines. Manuscripts will be returned to the author with a set of instructions if they are not submitted according to our style guide. No contribution will be accepted which has been published elsewhere, unless it is specifi cally invited or agreed by the Editor.
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