Employee Satisfaction and Organizational Commitment in Hospitality Industry

Employee satisfaction and organisational commitment are central to the performance and sustainability of the hospitality industry. Satisfaction arises from the fulfilment of employees’ needs and expectations through fair remuneration, supportive supervision, clear career pathways and a positive work environment. Organisational commitment describes the psychological bond between staff and their employer, encompassing emotional attachment, sense of obligation and perceived costs of departure. High levels of both satisfaction and commitment promote service quality, reduce turnover costs and foster a culture of continuous improvement. In a sector characterised by irregular hours, seasonal demand and diverse workforces, tailored human resource practices are essential. Innovations such as sustainability-driven food safety climates and digital feedback platforms further shape employee attitudes. Globally, hospitality firms that invest in transparent communication, professional development and recognition not only secure competitive advantage but also reinforce resilience in the face of labour shortages and shifting guest expectations.

Research from Nature Portfolio

No recent Nature Portfolio content available.

Employee Satisfaction and Organizational Commitment in Hospitality Industry publication trend

The graph below shows the total number of articles in employee satisfaction and organizational commitment in hospitality industry across all publications each year (not limited to Nature Index journals).

Technical terms

Organisational commitment: The psychological attachment of an employee to their organisation, reflecting willingness to remain and contribute to its goals.

Affective commitment: A subtype of organisational commitment characterised by an emotional bond and genuine desire to stay with the organisation.

Food safety climate: Shared perceptions among staff regarding the priority given to food safety practices within an organisation.

Two-Factor Theory: A motivational framework that distinguishes between hygiene factors (which prevent dissatisfaction) and motivators (which drive satisfaction).

Employee retention: The ability of an organisation to keep its workforce over time by minimising turnover through targeted human resource strategies.

References

1. Employee satisfaction, human resource management practices and competitive advantage. European Journal of Management and Business Economics (2019).
2. Challenges and Strategies for Employee Retention in the Hospitality Industry: A Review. Sustainability (2022).
3. Analyzing Determinants of Job Satisfaction Based on Two-Factor Theory. Sustainability (2022).
4. Job Satisfaction as a Driver for Sustainable Development in the Hospitality Industry? Evidence from the Alpine Region. Sustainability (2020).
5. The Effect of Food Sustainability and the Food Safety Climate on the Job Stress, Job Satisfaction and Job Commitment of Kitchen Staff. Sustainability (2021).