Job involvement, commitment, satisfaction and turnover: Evidence from hotel employees in Cyprus
File(s)
Journal
Tourism Management
Date Issued
2014
Abstract
The study of attitudes at work seeks to enhance organizational knowledge and capabilities in developing
an ‘ideal’ working environment that delivers exceptional customer service. The current study investigates
the causal relationships of job involvement, organizational commitment (normative and affective),
and job satisfaction (intrinsic and extrinsic), with the intention of hospitality employees in
Cyprus to either remain at or leave their job. Utilizing structural equation modeling, positive associations
were found between job involvement, affective and normative commitment, and intrinsic job satisfaction.
Positive associations between affective and normative organizational commitment, and intrinsic
and extrinsic job satisfaction were also found. In addition, negative associations between affective
organizational commitment, extrinsic job satisfaction and turnover intention were revealed. However, a
negative association between intrinsic job satisfaction and turnover intention was not supported. The
implications of these results for future research are also discussed.
an ‘ideal’ working environment that delivers exceptional customer service. The current study investigates
the causal relationships of job involvement, organizational commitment (normative and affective),
and job satisfaction (intrinsic and extrinsic), with the intention of hospitality employees in
Cyprus to either remain at or leave their job. Utilizing structural equation modeling, positive associations
were found between job involvement, affective and normative commitment, and intrinsic job satisfaction.
Positive associations between affective and normative organizational commitment, and intrinsic
and extrinsic job satisfaction were also found. In addition, negative associations between affective
organizational commitment, extrinsic job satisfaction and turnover intention were revealed. However, a
negative association between intrinsic job satisfaction and turnover intention was not supported. The
implications of these results for future research are also discussed.