Article 2 - Dmba 403 Written Analysis of The Case

2nd Reading Analysis in DMBA 403
Organizational Reforms and Innovations
Employees’ Organizational Commitment

Challenges - A Hotel Industry Perspective
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I. Article Title: Employees’ Organizational Commitment Challenges - A
Hotel Industry Perspective
II. Source:
This article was taken from www.mendeley.com
The article link is:

https://www.mendeley.com/catalogue/9d943ad3-34e6-3073-
bc7d-5c11183a265e/
APA Citation
Employee’s Organizational Commitment Challenges – A
Hotel Industry Perspective. (2013) Management Dynamics in
the Knowledge Economy, 1’(3), 497-519
III. Introduction
Organizational commitment has been emphasized that commitment has a great impact
on the successful performance of an organization. Human resources may be committed
to the organization for many reasons and only certain employees’ attitude and behavior
help companies to achieve organizational performance improvement that affect how
employees feel about the organization that they work for.
Furthermore, commitment applied not only within the area where it is demanded but
also in everyday life and both employee and employer should cooperate to generate a
working condition that they will work in a happy, motivated and productive atmosphere
to reach the shared goals and job performance outcome. Strong Organizational
Commitment could impact the overall performance of the company or business.
IV. Summary
Hotel industry is confronted with some challenges induced by changing customers’

requirements and by a competitive environment. In this context, front-line employees
are a very important determinant of organizational performance. Researchers
suggested that organizational performance can be achieved through employee
organizational commitment (OC) development. This is the reason why this paper aims
to explore employees’ level of OC components from hotel chains, considering a variety
of independent variables. Furthermore, recommendations for hotel managers who want
to improve employees’ OC are offered. A quantitative study was conducted on 152
employees from 12 hotels belonging to four international and national hotel chains. We
first verified if the same OC components from scholarly literature can be identified in
Romanian context. Then, an analysis on differences registered for these OC
components was conducted, considering variables like age, gender, educational level,
work experience, hotel chain name, hotel location, etc. Considering results, we
identified all the three OC components presented in the literature (affective, normative
and continuance commitment) and also found that affective commitment reaches the
highest level of manifestation for the hotel chain employees from our study. Statistically
significant differences between the level of OC manifestations are registered for
normative commitment considering the “hotel chain”, respondents’ “educational level”,
and “hotel chain belonging” variables and also for affective and normative commitment
considering the “hotel location” variable. Even though we found support for these
differences only for some of the independent variable, we could still draw some
guidelines for hotel managers.
V. Learning or Insights
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I have worked in several industries before venturing into Academe. I have met different
types of people from different backgrounds, cultures,and generations. I can fully attest
to the struggle of Human Resource Department in keeping employees to stay
committed to their jobs. I admit, I am also one of those employees who sometimes
wanted to break from the normal work routine. Oftenly, I just wanted to call in sick or be
stubborn in accomplishing tasks assigned to me. This “work sickness” is a normal
feeling that all employees experience. This is very common in the hospitality industry.
Employee’s organizational commitment is the recent challenge facing of the hotel

industry. Organizational Commitment which can be described as attachment and loyalty.
It is important for an organization to obtain it in order to achieve the competitive
performance of a hotel, besides all these, the success of a hotel depends on
employee’s organizational commitment, behaviors and attitudes and it will also help to
boost the customer satisfaction towards the employee or the organization.
Therefore, Organizational Commitment is important to manifest. And there should be an

involvement of managers like, the HR-managers and specially the frontline managers
where they can help the employees to do their actions smart, do their responsibility
right, share their knowledge and gain their trust in order to get a high organizational
performance they desire, it’s also about communication and empowerment in a certain
organization. I think it is also important that human resource practices that are required
to find the desired employee’s attitude and behavior towards the organization,
Empowerment and communication are the two most important human resource
practices as they can make real organizational commitment manifestations. If the
employees will become moral involved and feel that they have a powerful job role and
they will become committed to the organization.
VI. Implications
A. Education
As an educator, I’m teaching students to have an adequate knowledge or learnings

when it comes in service industry. Teaching them on how to be responsible and to
posses good work ethics to be the best asset of an organization. Furthermore, they are
taught to be sociable and to have a pleasing personalities to make them trustworthy and
approachable.
The organization wants to enhance the future of the employees in many aspects
including the way of the changes entail upon higher qualifications and of course
developing social abilities, new technical skills, ingenuity and hard work and if this
happens the company or the organization will completely achieve the perfect service
and become the best. Based on the components of the organizational commitment
propose by Meyer and Allen. I do understand that there are various kind of employees
it’s either part of Affective components, Normative components or Continuance
components. These components makes me realized that every employees methodology
and objectives are depending on their performances. The organization researches a
way to correct and enhance the future possibilities not for the employees but also for the
future of education.
B. Business
In business, especially in hotel industry they have been experiencing this organizational
challenges where there should be an involvement of a manager in a certain business or
organization. In hotel industry the front line employees are very important determinant of
organizational performance and that is why in business they should practice the Human
Resource Practices for the development of the organization.
Putting an effort for the employees will surely give the organization the goal that they
desire, consumer are often depending on how the employees approach to them and to
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treat them, that is why managers should give an effort, communication and
empowerment to the employees to have an organizational commitment that gives a
great impact to the successful performance of organization.
VII. Public Sector
The Government plays a major role on the hotel industry which can help to generate a
high level of organizational performance of a certain organization and it is important
views for public sector managers and policymakers that they can help on making
employees feel more affectively and normatively committed towards their
organizations. Public employers could easily intervene, such as creating of an attractive
workplace environment, supportive and collaborative relations to the member of an
organization.
Specifically, if employees observe their organization as valuing the contribution they

made, as caring about their well-being and was treating them fairly, a high level of
organizational commitment followed. Other reasons for commitment included the perks
of being a government employee, the pension, loans, and hospitalization and other
benefits that has been given by the government. In return, they become more positively
willing to the organization and feel committed, involved, and loyal towards the
organization.
public services can be delivered at

a higher quality and with
greater economic efficiency
VIII. Recommendations
Employee’s organizational commitment in hotel industry is not just for the employee’s
it’s also about the organization itself. Hiring well-qualified employees would be nice yet
the most important thing is the relationship between employee’s and its employer.
Managers need to ensure employees work on tasks that are meaningful because when
employees enjoy their jobs, they will show committed or work beyond their formal job
requirement, which in turn will increase their job performance’s level.
Managers should also support employees in changing their mindsets about their jobs.
This is because personality traits and cognitive styles may influence employees to
perceiving higher or lower levels of meaningful work. Therefore, priority should be given
to both side, with the Human resource practices and the manager that will encourage
employees to be more willing to achieve the organizational goals even though they
exceed their formal duties and responsibilities.
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2nd Reading Analysis in DMBA 403

Organizational Reforms and Innovations

Employees’ Organizational Commitment

The article link is:

Hotel industry is confronted with some challenges induced by changing customers’

Employee’s organizational commitment is the recent challenge facing of the hotel

Therefore, Organizational Commitment is important to manifest. And there should be an

As an educator, I’m teaching students to have an adequate knowledge or learnings

VII. Public Sector

Specifically, if employees observe their organization as valuing the contribution they

public services can be delivered at

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