Academic journal article The South East Asian Journal of Management

Examining Malaysian Hotel Employees Organizational Commitment by Gender, Education Level and Salary

Academic journal article The South East Asian Journal of Management

Examining Malaysian Hotel Employees Organizational Commitment by Gender, Education Level and Salary

Article excerpt

The inseparability characteristcis of hospitality industriy requires the availability of the employees at all times. The need for close interaction and comunication in hospitality organizations generally lurks the satisfaction of the guests, since the production and consumption process cannot be separated. Employees are becoming increasingly invaluable assets to hotel businesses. Companies nowadays emphasis more on intellectual resources than financial resources (Eskildersen & Nussler, 2000). In a market environment where there are competitive pressures, hospitality managers realize that acquisition and retention of high performing employees is a key to delivery of service quality. However, employee retention is still a major concern for the hospitality industry. It is frustrating for management to spend time and effort on employees who go through the employment process only to leave a short time later. Deery and Shaw (1997), and Lashley and Chaplain (1999) indicate that high staff turnover in hotels is a major factor affecting workplace efficiency, productivity and hotel cost structure. Organizations need to strategize its employee's retention activities in order to minimize the employee turnover. Branham (2004) proposes that retaining employees starts with commitment.The purpose of this study is to investigate the organizational commitment (OC) among Malaysian hotel employees. The aim is to identify the perception of employees concerning OC that they have perceived at their workplace and, how gender, education level and range of salary affect them.

The hotel labour market has a dual face; on the one hand, it is difficult to attract suitable labour; and on the other, it has relatively high levels of turnover representing a significant loss of investment in human capital, training and quality (Davidson, Timo & Wang, 2010). Shortage of skilled employees and a low worker commitment are the most frequently cited problems facing by the hospitality industry by both the trade itself and by industry practitioners (International Labor Organization, 2003). Annual surveys by Malaysian Employers Federation (2011) report reveal that the annual labor turnover rates in Malaysia for 2010 and 2011 were extremely high, approximately between 9.6 percent and 75 percent respectively. The survey shows that the turnover rates for hospitality industry are 32.4 percent.Retaining qualified employees is becoming a major apprehension. Kuean, Kaur and Wong (2010) view that turnover can give negative impact to the organization whether the employee leaving the organization voluntary or involuntary. Moreover, the fifth largest barrier for an efficient productivity that has been cited by 20 percent managers in the world is high rate of staff turnover (Proudfoot Consulting, 2008). As reported by Burke, Koyuncu and Fiksenbaum (2008), the aspects which contribute to high turnover rate in hospitality industry, may include: labor intensiveness, weak internal labor markets, 24/7-52 weeks a year operation, low status and gender composition especially female employees and a low level of professional prestige. Moreover, Tuzun (2009) agrees that shaping the perceptions of employees about their organization is crucial for understanding what mechanisms lead to employees' attitudes and behaviors toward their job. Hence, it is interesting to study organizational commitment of hotel employees in Malaysia.

This paper starts by puts forward the background of the study that includes research problems and purpose of the study. Then this paper provides a discussion on Organizational Commitment (OC) and how gender, education level and range of salary affect them. Finally,the findings are presented and explained, followed by the contributions and managerial implications of the study. The paper concludes with a discussion on the limitations of the study and suggestions for future research.

LITERATURE REVIEW

Organizational Commitment (OC)

On the word of Mowday, Steers and Porter (1979), OC is defined as a strong desire to sustain service or employment in the organization. …

Search by... Author
Show... All Results Primary Sources Peer-reviewed

Oops!

An unknown error has occurred. Please click the button below to reload the page. If the problem persists, please try again in a little while.