Already a challenge to human resource professionals is retaining talented employees. Increasing human resource management’s knowledge of how employees’ perceived and preferred organizational culture contributes to job satisfaction, intent to remain, and willingness to recommend the organization could have a significant positive impact on the reduction of turnover intention. In this quantitative, nonexperimental, correlational study, the researcher investigated the relationships between the independent variables (i.e., employees’ perceived culture and employees’ preferred culture) and the dependent variables (i.e., employee job satisfaction, intent to remain, and willingness to recommend the organization), while controlling for specific demographics. The Hospitality Industry Culture Profile (HICP) was used to measure the independent, dependent, and control variables. There were total of 143 survey participants actively working in the hospitality industry resulted in 88 completed surveys for a response rate of 62%. Regression analyses were conducted to assess the relationships among perceived and preferred organizational culture, job satisfaction, intent to remain with the organization, or willingness to recommend the organization. The coefficient of determination (R 2) indicated that there was a 25% variability in job satisfaction, 23% variability in intent to remain, and up to 44% variability in willingness to recommend. The results of this research identified that a relationship does exist between the employees’ perceived organizational culture and the behavioral intentions of job satisfaction, intent to remain, and their willingness to recommend the organization as a good place to work. Because of the lack of younger workers that participated in the study in the age category of 22-34 (n=27, 19%), a recommendation for future research would be to conduct a study directed at the millennials who are working in the hospitality industry. This may add to the body of knowledge and have a practical application for human resource management when making adjustments to the culture of the organization.
|Commitee:||Isakovic, Adrienne A., Winston, Bruce E.|
|Department:||Business and Technology|
|School Location:||United States -- Minnesota|
|Source:||DAI-A 78/07(E), Dissertation Abstracts International|
|Subjects:||Business administration, Management, Organizational behavior|
|Keywords:||Behavior intentions, Hospitality industry, Hospitality industry culture profile (hicp), Human resource management, Organizational culture, Person-organization fit|
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