The impact of human resource management practices on job satisfaction and affective commitment in Hurghada resort hotels

Faten Hussien · Yasser Ibrahim · Haitham Abdelrhman Naser

14 citations0/0 files storedJournal of Hospitality and Tourism Insights

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Employee Performance and Management Job Satisfaction and Organizational Behavior Human Resource and Talent Management

Abstract

Purpose The primary purpose of this study is to evaluate the positive influence of human resource management practices (HRMPs) on job satisfaction (JS) and affective commitment (AC). Design/methodology/approach Data were collected through a self-administrated questionnaire disseminated in 19 resort hotels in Egypt’s Red Sea region. The structural equation modeling results indicate that HRMPs significantly affect JS and AC through mediation effects. Findings This study highlights the importance of a hotel’s behavior in fulfilling its HRMPs obligations on employee attitudes and behaviors. Effective HRMPs (i.e. recruitment and selection, training and socialization and security) positively influence employee outcomes like JS and AC. JS has a significantly positive relationship with AC and a mediating effect on the link between HRMPs and AC. Research limitations/implications These results cannot be generalized to the overall Egyptian hospitality sector context. The survey data are self-reported, so future research should investigate hotel managers and guests through interviews or focus groups. Practical implications Effective HRMPs should increase JS and AC. human resource managers should emphasize the critical role of HRMPs in enhancing JS and AC and motivating hotel employees to remain with their hotels. They should also develop a robust framework to improve JS and AC with HRMPs effectively. This study provides a conceptual model for researchers in the HRM literature. Originality/value To the best of authors’ knowledge, this is the first study to empirically investigate the impact of HRMPs on JS and AC in the Red Sea region, with significant academic and practical implications. This research is unique in presenting a conceptual model exposing the AC of organizational commitment.

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References

1988Structural equation modeling in practice: A review and recommended two-step approach.1988On the Evaluation of Structural Equation Models 1960The Norm of Reciprocity: A Preliminary Statement 2013Partial Least Squares Structural Equation Modeling: Rigorous Applications, Better Results and Higher Acceptance 1996Affective, Continuance, and Normative Commitment to the Organization: An Examination of Construct Validity 1990New hire perceptions of their own and their employer's obligations: A study of psychological contracts 2002Attitudinal organizational commitment and job performance: a meta‐analysis 2004TAKING EMPOWERMENT TO THE NEXT LEVEL: A MULTIPLE-LEVEL MODEL OF EMPOWERMENT, PERFORMANCE, AND SATISFACTION.

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