Key factors of labour relations and conflict management for the generation of employee engagement. The case of hotel organisations

The aim of the study is to identify the variables relating to the management of labour relations and conflicts that occur within hotel companies and how these enable the generation of employee engagement. A quantitative approach is presented in which a multiple linear regression is used to identify those variables with the greatest influence in making the people who make up the organisation feel committed to it. The tool used to collect information was a questionnaire made up of 56 items measured on a Likert scale and completed by workers with at least 5 years' experience in the sector. Among the variables that generate greater engagement, the following stand out: feeling informed, the possibility of reconciling work and family life, fair pay, pride in belonging, a clear vision of the job or the option of complaining in the event of unfair treatment. There is scope for companies to increase this engagement by including social benefits, the possibility of teleworking or emotional pay.