Impacts of Employee Empowerment and Organizational Commitment on Workforce Sustainability
| Autor: | Mark Robert Holmes, William C. Murray |
|---|---|
| Jazyk: | angličtina |
| Rok vydání: | 2021 |
| Předmět: |
media_common.quotation_subject
Geography Planning and Development TJ807-830 Organizational commitment Management Monitoring Policy and Law TD194-195 Renewable energy sources organizational commitment Hospitality workforce sustainability Talent management 0502 economics and business talent management GE1-350 Marketing Empowerment Duty media_common Environmental effects of industries and plants ComputingMilieux_THECOMPUTINGPROFESSION Renewable Energy Sustainability and the Environment business.industry 05 social sciences turnover hotels hospitality Environmental sciences empowerment Order (business) 8. Economic growth Sustainability Workforce 050211 marketing Business lodging 050203 business & management |
| Zdroj: | Sustainability Volume 13 Issue 6 Sustainability, Vol 13, Iss 3163, p 3163 (2021) |
| ISSN: | 2071-1050 |
| DOI: | 10.3390/su13063163 |
| Popis: | Building and maintaining a sustainable workforce in the hospitality sector, where demand for talent consistently exceeds supply across the globe, has only been exacerbated by COVID-19. The need to sustain this workforce behooves the industry to unpack core drivers of employee commitment in order to retain top talent. This paper explores how dimensions of employee empowerment increase organizational commitment and, in turn, reduce turnover intention—leading to a more sustained workforce. Drawing on the results of 346 surveys within the Canadian lodging industry, structural equation modeling was undertaken to examine the influence of empowerment on organizational commitment and organizational commitments influence on turnover intention. Findings suggest that the development of meaning through employee empowerment, particularly when the ideals and standards between workers and their organization are aligned, creates a strong emotional commitment which appears to strongly reduce an employee’s intention to leave. Feelings of emotional connection or duty towards an organization show clear positive relationships with reduced intentions to leave. For an industry struggling with higher-than-average turnover intention and labour costs, focusing on creating work with meaning, and instilling a sense of belonging in the workforce will enable organizations to reduce their employee’s turnover intentions. |
| Databáze: | OpenAIRE |
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