Mediating Effect of Attitude towards Change on the Relationship between HRM Practices and Employee Commitment to Job and Organization with Reference to Hotels in Chennai

Abstract

Globalization, technological innovation, information explosion and competitive business environment forces organizations to introduce change management. Reported studies on change management in hotels have been vastly unexplored. This paper address the gap in literature by focusing on the two important factors in change management literature namely attitude toward change and transition of change. The objective of this paper is analyzing the mediating effects of attitude towards change and transition of change on the relationship between human resource management (HRM) practices and Commitment towards Organization and Job in hospitality Industry. A randomly selected sample of 400 employees working in different hotels in the Chennai Region participated in this study. A 59 item questionnaire was developed to measure the variables like “Transition of Change in the Hospitality Industry”, “Employee Attitude towards Change”, “HRM Practices in the Hospitality Industry” and “Employee Commitment towards Organization and Job”. Results indicated that the mediating variables namely “attitude towards change” and “transition of change” have significant positive impact on the employee commitment towards organization and job. In addition, HRM practices also have significantly positive impact on the employee commitment towards organization and job in hospitality industry. AMOS 21.0 was used for performing mediation analysis and testing model fit.