|Published online: March 6, 2017||$US5.00|
This study was conducted to explore the relationship between personal and organizational values (P-O fit), work engagement, and different attitudinal and behavioral outcomes in hotel employees. More precisely, it attempts to clarify the role of work engagement as a mediator between the congruence of personal and organizational values and organizational commitment, intention to stay, and employee advocacy. Path analysis was used on the data collected from a large sample of participants recruited from different hotel organizations in Croatia to test the proposed model. The results have indicated that P-O fit has positive, direct, and indirect effects on employees’ organizational commitment, intention to stay, and readiness of employees to recommend their organization to customers, friends, and family. Work engagement directly depends on the level of P-O fit and significantly contributes to all the above-mentioned outcomes as well. This paper discusses the implications of the results concerning the importance of value congruence for the job and organizational attitudes and behaviors and provides suggestions for managing human resources through the processes and systems designed for retaining and motivating employees in tourism and hospitality industry.
|Keywords:||Person-Organization Fit, Work Engagement, Organizational Commitment|
Full Professor, Department of Management, Faculty of economics and tourism, Juraj Dobrila University of Pula, Pula, Croatia
Associate professor, Department of Psychology, Faculty of Humanities and Social Sciences, University of Rijeka, Rijeka, Croatia
Program Coordinator, International Hospitality and Service Management Department, Rochester Institute of Technology Croatia, Dubrovnik, Croatia