The effects of the psychological empowerment perceptions of hotel employees on their organizational commitment and their turnover intention: A study on city hotels

The quality of service provided by hotel establishments to their customers is largely determined by their employees. Due to the fluidity of accommodation demand and intense competition, hotel establishments need to utilize their employees as efficiently as possible. Based on this perspective, the impact of hotel employees' perceptions of psychological empowerment on their levels of organizational commitment and turnover intention was investigated in this thesis. A relational survey model was adopted from the general survey models for the purpose of this study. Front office and food and beverage department employees working in 4 and 5-star city hotels in Ankara, Mersin, and Istanbul were identified as the ideal population. A total of 320 surveys were obtained using the convenience sampling technique between May 15, 2022, and June 15, 2022. After conducting missing data analysis, multiple outlier analysis, and multiple normality analysis, 275 usable surveys were determined. These surveys were used to perform reliability analysis, exploratory factor analysis, descriptive findings analysis, correlation analysis, and regression analysis. The exploratory factor analysis showed that the psychological empowerment variable consisted of two dimensions: 'meaning and competence' and 'autonomy and impact'. The regression analysis revealed that the dimension of 'meaning and competence' significantly and positively influenced organizational commitment (β=0.164) and significantly and negatively influenced turnover intention (β=-0.251). The dimension of 'autonomy and impact' had a significant and positive effect on organizational commitment (β=0.258) but did not have a significant effect on turnover intention. The findings also showed that the dimensions of normative commitment (β=-0.168) and emotional commitment (β=-0.479) that constitute organizational commitment had a significant and negative effect on turnover intention. The dimension of continuance commitment, on the other hand, did not have a significant effect on turnover intention. Based on these findings, it can be concluded that psychological empowerment of employees increases their organizational commitment and decreases their turnover intention. In conclusion, it can be suggested that in hotel establishments where employee turnover rate is high and service quality is largely determined by employees, psychological empowerment of employees has a positive impact.