Facoltà: Economia Aziendale e Management - Classe LM-77
Collocazione: 17925
Autore: Spiess Dominik
Data: 24/10/2019
Titolo: The Challenge of Retaining Employees in the Family-run Hospitality Industry in South Tyrol – The Impact of Employer Image and Employee Commitment on Retention
Relatore: Minelli Eliana Alessandra
Correlatore: Rebora Gianfranco
Autorizzazione per la consultazione: SI
Le tesi si possono consultare unicamente in sede
Employees are crucial for organizations and might be the most important resources in an organization. In recent years, the family-run hospitality industry in South Tyrol faced a shortage of skilled employees. The reason for this shortage is the higher demand for employees in the quality segment and the demographic change. Moreover, many employees are leaving the industry after a few years. Therefore, the retention of employees in organizations of the industry has become crucial. This paper analyzes the influence of employer image and affective commitment to organization and occupation on employee retention. Using a sample among 157 employers and 106 employees of the South Tyrolean hospitality industry, this paper tests the applicability of the employer image construct by Baum and Kabst (2013) and the affective commitment scale by Meyer, Allen, and Smith (1993). The employer image model by Baum and Kabst (2013) was originally constructed to measure the influence of five facets on the “intention to apply”. These five facets are, the perceived “working atmosphere”, “work-life comfort”, “career opportunities”, “task attractiveness”, and “payment attractiveness”. The affective commitment scale by Meyer, Allen, and Smith (1993) considers the emotional attachment of employees to the organization and occupation. Results show that the facets “working atmosphere” and “task attractiveness” are significantly and positively correlated with employee retention. Furthermore, both forms of affective commitment show a significant positive correlation. In which the correlation between affective commitment to the occupation and employee retention in organizations of the hospitality industry is stronger. Implications for employer image and affective commitment practices are discussed. Keywords: employer image, affective commitment, employee retention, family firm, hospitality industry, South Tyrol
