Path analysis of organizational commitment, job involvement and job satisfaction in Turkish hospitality industry

Purpose – This paper aims to determine the structural relationships between job involvement, job satisfaction, and three dimensions of organizational commitment (i.e. affective commitment, normative commitment, and continuance commitment) in the Turkish hospitality industry. Design/methodology/approach – A questionnaire survey was conducted among the full‐time employees of five‐star hotels in the Antalya region, which is an important tourism destination especially for Europeans and Russians in Turkey. Findings – The research model, which was structured by taking related literature as the base, was revised and a new path model was gathered as a result of this study. Results showed that job involvement, affective commitment, and normative commitment increase job satisfaction, and job involvement affects affective and normative commitment. Practical implications – Job involvement is more stable than organizational commitment, and it might be difficult to increase job involvement. Therefore, attempts to build organizational commitment (especially affective commitment) become important in increasing job satisfaction of the employees in the hospitality industry. Originality/value – The results of the present study revealed that affective commitment and normative commitment were related to job involvement and job satisfaction but continuance commitment was not related to these concepts in the hospitality industry.