Effect of newcomer socialisation on organisational commitment, job satisfaction, and turnover intention in the hotel industry

By Jen-te Yang. 2008

164 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/2fdda530c828cc44e581a19d0e8b8f510eaf786a

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In Communication

In Organizational Behavior and Human Resource Management

Citations in the corpus

The Influence of Organizational Justice and Job Satisfaction on Organizational Commitment in Portugal’s Hotel Industry (2015, background): “Examining Taiwan’s hotel industry, Yang (2008) finds that job satisfaction is a powerful method of reinforcing individual commitment to the organization, as it drives affective commitment.”
What factors influence Generation Y’s employee retention in the hospitality industry?: An internal marketing approach (2020, background): “A strong inverse relationship between job satisfaction and intent to leave an organization or the hospitality industry was found (Yang, 2008).”
Antecedents and consequences of job satisfaction in the hotel industry (2010, background): “Hotel operations in Taiwan are also characterized by this sort of culture (Yang, 2008).”
Reducing Employee Turnover Intention Through Servant Leadership in the Restaurant Context: A Mediation Study of Affective Organizational Commitment (2018, background): “In the hospitality literature, Yang (2008) found that lack of organizational commitment was a predictor of turnover intention when studying hotel employees in Taiwan. Kim, Leong, and Lee (2005) study of restaurant employees also supported this finding. Recently, Karatepe, Babakus, and Yavas (2012) f”
Motivational Effects of Empowerment on Employees’ Organizational Commitment (2012, background): “Although studies have tested many constructs to predict organizational commitment, including newcomer socialization (Yang 2008), organizational support (Kim, Leong, and Lee 2006), work group cohesiveness (Heffner and Rentsch 2001), and supervisory support, training, empowerment, and rewards (Karatep”
Relationships among Emotional and Material Rewards, Job Satisfaction, Burnout, Affective Commitment, Job Performance, and Turnover Intention in the Hotel Industry (2020, background): “According to Baker (1992) and Lo and Lam (2002), job satisfaction and affective commitment have the strongest correlation and job satisfaction reinforces organizational commitment (Knoop, 1995; Vandenberg & Lance, 1992; Yang, 2008).”
Empirical Study Relations Job Satisfaction, Organizational Commitment, and Turnover Intention (2015, background): “Normative commitment is defined as a strong social emphasis on the obligations and the tendency of individuals (Yang, 2008).”