Person-organization fit, person-job fit and organizational commitment among hotel employees: the roles of positive affect and calling

Abstract

Purpose Drawing on affective events theory, the purpose of this study is to examine the mediation effect of positive affect on the association between fit (e.g. person-organization fit and person-job fit) and organizational commitment in the hospitality industry. The secondary aim is to investigate the moderated mediation effect of hospitality employees’ calling on these associations. Design/methodology/approach The authors collected data from 248 hotel employees in China at three different time points. A moderated mediation model was examined by using the bias-corrected bootstrapping method. Findings Results revealed that person-organization fit and person-job fit indirectly influenced organizational commitment via positive affect. Calling was found to moderate the indirect influences of person-organization and person-job fit on organizational commitment via positive affect. Practical implications Managing employees’ affective experiences in the hospitality industry and promoting their organizational commitment are key strategies for hospitality organizations to promote service quality and retain their employees. This study suggests that hospitality organizations should actively attempt to improve employees’ fit perceptions and promote their sense of calling. Originality/value By theorizing and investigating the mediating role of positive affect and the moderating role of calling in the association between fit and employee commitment, this research extends existing knowledge on the association between fit–job attitudes and makes notable contributions to the hospitality literature on fit, affect, calling and job attitudes.

Exploring the effect of perceived fun at work on hospitality employees’ behaviors in and out of work

“…WF) on employee citizenship behaviors and examines the mediating role of PA as suggested by BBT. In doing so, it aligns with recent calls for more investigation into the role of affect in predicting employees' workrelated outcomes (Park and Hai, 2023). Furthermore, this theoretical framework corresponds…”

“…WF) on employee citizenship behaviors and examines the mediating role of PA as suggested by BBT. In doing so, it aligns with recent calls for more investigation into the role of affect in predicting employees’ work-related outcomes (Park and Hai, 2023). Furthermore, this theoretical framework corresponds to recent analytical reviews that underscore the scarcity of studies exploring the mediating mechanisms to elucidate the connection between perceived WF and employees’ work behaviors (Michel et al , 2019).…”

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