Sustainable relationship development between hotel company and its employees: Linking job embeddedness, job satisfaction, self-efficacy, job performance, work engagement, and turnover
This study aimed to investigate the impact of hotel employees’ perceived job embeddedness on job satisfaction, self-efficacy, turnover intention, job performance, and job commitment. The results showed that job embeddedness partially increased job satisfaction, while job satisfaction and self-effica...
| Autores: | , , , , |
|---|---|
| Formato: | artículo |
| Fecha de publicación: | 2020 |
| País: | España |
| Recursos: | Universidad Loyola Andalucía |
| Repositorio: | Brújula |
| OAI Identifier: | oai:repositorio.uloyola.es:20.500.12412/4158 |
| Acesso em linha: | https://hdl.handle.net/20.500.12412/4158 |
| Access Level: | acceso abierto |
| Palavra-chave: | Sustainable relationship development Organizational psychology Job embeddedness Job satisfaction Self-efficacy Turnover intention Perceived job performance Work engagement |
| Resumo: | This study aimed to investigate the impact of hotel employees’ perceived job embeddedness on job satisfaction, self-efficacy, turnover intention, job performance, and job commitment. The results showed that job embeddedness partially increased job satisfaction, while job satisfaction and self-efficacy reduced turnover intention and increased job performance and job commitment. Furthermore, job satisfaction and self-efficacy were found to play an important mediating role. Therefore, the theoretical framework, based on the results of this study, clearly demonstrated the causal relationship between the given variables, and adequately describes the goals of this study. The theoretical/practical implications are discussed in detail in the conclusion. |
|---|