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dc.contributor.authorHe, Pingen_US
dc.date.accessioned2014-03-14T20:09:00Z
dc.date.available2014-03-14T20:09:00Z
dc.date.issued2008-03-19en_US
dc.identifier.otheretd-04062008-221913en_US
dc.identifier.urihttp://hdl.handle.net/10919/26659
dc.description.abstractThe notion of affective commitment has become important in the organizational sciences. This study focused on the antecedents and the consequences of affective commitment. The antecedents include organizational commitment to employees, perceived organizational support, employee empowerment, and job satisfaction; the consequence is represented by employee perceived service quality. Previous studies suggest that affective commitment has positive effects on employeesâ organizational behaviors, for instance, intention to quit and job performance. In todayâ s competitive environment, retaining committed employees is not impossible but challenging, especially in the service industry. The objective of this study was to develop a theoretical model of affective commitment and to test the relationships between affective commitment and its antecedents and consequence. The data set for this study contained related research information from more than 4000 employees at a U.S. resort organization. To minimize the effect of large sample size, the opinions on the scope of affective commitment from 400 randomly selected hourly employees were analyzed. Using structural equation modeling technique in a two-stage approach, the theoretical model was evaluated and the hypotheses were tested. Multiple regression analysis was carried out to further identify whether employee empowerment could be used as an indicator to predict affective commitment. Additionally, 400 randomly selected cases were used to validate the model. The validation process confirmed that the initial theoretical model could be used to generalize to the population. Results from the statistical analysis indicated that affective commitment was positively related to its antecedents and consequence: organizational commitment to employees, perceived organizational support, job satisfaction, and employee perceived service quality. In addition, organizational support to employees was found to have a positive effect on employee perceived service quality. Surprisingly, the expected relationship between employee empowerment and affective commitment was not statistically significant, neither was the expected relationship between employee empowerment and employee perceived service quality. The findings brought some insight into the study of affective commitment. The managerial implications were explored. Additionally, limitations and future research suggestions were discussed.en_US
dc.publisherVirginia Techen_US
dc.relation.haspartdissertation_PingHe.pdfen_US
dc.rightsI hereby certify that, if appropriate, I have obtained and attached hereto a written permission statement from the owner(s) of each third party copyrighted matter to be included in my thesis, dissertation, or project report, allowing distribution as specified below. I certify that the version I submitted is the same as that approved by my advisory committee. I hereby grant to Virginia Tech or its agents the non-exclusive license to archive and make accessible, under the conditions specified below, my thesis, dissertation, or project report in whole or in part in all forms of media, now or hereafter known. I retain all other ownership rights to the copyright of the thesis, dissertation or project report. I also retain the right to use in future works (such as articles or books) all or part of this thesis, dissertation, or project report.en_US
dc.subjectemployee perceived service qualityen_US
dc.subjectstructural equation modelingen_US
dc.subjectaffective commitmenten_US
dc.subjectemployee empowermenten_US
dc.titleAn Investigation of the Antecedents and Consequences of Affective Commitment in a U.S. Hospitality Organizationen_US
dc.typeDissertationen_US
dc.contributor.departmentHospitality and Tourism Managementen_US
dc.description.degreePh. D.en_US
thesis.degree.namePh. D.en_US
thesis.degree.leveldoctoralen_US
thesis.degree.grantorVirginia Polytechnic Institute and State Universityen_US
thesis.degree.disciplineHospitality and Tourism Managementen_US
dc.contributor.committeechairMurrmann, Suzanne K.en_US
dc.contributor.committeememberWeaver, Pamela A.en_US
dc.contributor.committeememberMcGehee, Nancy G.en_US
dc.contributor.committeememberMurrmann, Kent F.en_US
dc.identifier.sourceurlhttp://scholar.lib.vt.edu/theses/available/etd-04062008-221913/en_US
dc.date.sdate2008-04-06en_US
dc.date.rdate2008-04-15
dc.date.adate2008-04-15en_US


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