Camilleri, Mark Anthony, Troise, Ciro and Morrison, Alastair ORCID: https://orcid.org/0000-0002-0754-1083 (2023) Motivations and commitment to work in the hospitality industry: investigating employee psychology and responsible organizational behaviors. Tourism Review. ISSN 1660-5373 (doi:10.1108/TR-12-2022-0611)

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Abstract

Purpose – A number of hospitality businesses are understaffed and are experiencing severe labor shortages, in various contexts. In many cases, hotels and restaurants are finding it difficult to retain and recruit motivated employees. In this light, this research uses key constructs related to the selfdetermination
theory and integrates them with a responsible human resources management (HRM) measure, to investigate the antecedents of organizational commitment. The underlying objective of this
study is to shed light on employee psychology and on responsible organizational behaviors in the hospitality industry.
Design/methodology/approach – Primary data were captured through an online questionnaire distributed via popular LinkedIn groups that represent hospitality employees. A composite-based
structural equations modeling approach was used to confirm the reliability and validity of the chosen factors and to shed light on the causal paths of this contribution’s proposedmodel.
Findings – The results indicate that there are highly significant direct and indirect effects in this study, particularly between extrinsic motivations – organizational commitment and between responsible HRM – organizational commitment. These relationships are mediated by intrinsic motivations.
Research limitations/implications – This contribution advances a robust responsible organizational behavior model comprising responsible HRM, extrinsic rewards, intrinsic motivation and organizational commitment.
Practical implications – This research implies that practitioners ought to incentivize and reward hardworking employees, in a commensuratemanner, to offer themgreat working environments as well as appropriate conditions of employment, to enhance their loyalty, minimize turnover rates and to attract promising talent.
Originality/value – This empirical study incorporates a responsible HRM construct with extrinsic and intrinsic motivations. It confirms that they are significant antecedents of organizational commitment. Unlike previous research, this contribution focuses on employee psychology as well as on strategic organizational behaviors during a time when tourism businesses are experiencing an increase in demand for their services, in the aftermath of the COVID-19 pandemic. It raises awareness on the industry’s perennial challenges in attracting and retaining employees.

Item Type:	Article
Uncontrolled Keywords:	organizational commitment; intrinsic motivation; extrinsic motivation; responsible human resources management; hospitality employees; hospitality industry
Subjects:	B Philosophy. Psychology. Religion > BF Psychology H Social Sciences > HB Economic Theory H Social Sciences > HD Industries. Land use. Labor
Faculty / School / Research Centre / Research Group:	Faculty of Business Faculty of Business > Department of Marketing, Events & Tourism Faculty of Business > Tourism Research Centre Greenwich Business School > Tourism and Marketing Research Centre (TMRC) Greenwich Business School > Networks and Urban Systems Centre (NUSC)
Last Modified:	02 Dec 2024 16:26
URI:	http://gala.gre.ac.uk/id/eprint/43181

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