Causal Relationship between Human Resources Management, Job Satisfaction and Organizational Loyalty of Thai Hotel Employees
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Abstract
The objective of this research was to examine the causal relationship between factors of human resource management (HRM), which consists of empowerment, job autonomy, compensation management, training and development, facilities, relations, job satisfaction and organizational loyalty of 5-star hotel employees. The multi-stage sampling method was conducted by selecting the samples from hotel employees, which are located in different regions across the country. A total of 800 questionnaires were distributed, and 406 usable questionnaires were returned. Structural equation model (SEM) used to analyze the data. The results of this research had showed that 1) the developed model is valid and fitted to empirical data with c2/df = 2.539, RMR = 0.062, GFI = 0.871, CFI = 0.962, RMSEA = 0.062, moreover the variances of job satisfaction and organization loyalty were explained by the model as 84.1% and 86.2%, respectively. 2) some HRM practices have direct effect on job satisfaction, such as job autonomy, compensation management, training and development, while empowerment, compensation management, and human relations have effect on organization loyalty, directly. Additionally, job satisfaction has a direct effect on organization loyalty.
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