Abstract
This study examined the effects of workplace flexibility at deluxe hotels on work engagement, satisfaction, and commitment, to determine the moderating effect of generational characteristics (Generation X, Y, and Z). A total of 277 deluxe hotel employees in South Korea participated in the research. The results confirmed the positive effects of workplace flexibility on the engagement and satisfaction of deluxe hotel employees; second, employees’ work engagement had a positive effect on their satisfaction; third, employees’ satisfaction had a positive impact on employees’ commitment; and fourth, the influence of workplace flexibility on engagement did not differ by generation. However, Generation Z showed the largest increase in employee engagement resulting from work flexibility. This result signifies that, when compared to other generations, Generation Z places great importance on workplace flexibility. This study suggests that deluxe hotels should create flexible policies and organizational climates to increase employees’ work engagement, satisfaction, and commitment. The paper also discusses limitations and future research directions.
Highlights
Leaders should have clear insight into the characteristics of their workforce, from top management to entry-level employees, to succeed in the fast-paced world of management [1]
The moderating effect of generation was analyzed using the difference in freedom between the unconstrained and constrained models, and the positive influence of workplace flexibility on work engagement did not show a significant difference according to the employees’ generation
This study examined the effects of workplace flexibility perceived by employees at deluxe hotels on their engagement, satisfaction, and commitment, and whether the effects of work flexibility on work engagement vary according to the employees’ generation (i.e., Generation X, Y, or Z)
Summary
Leaders should have clear insight into the characteristics of their workforce, from top management to entry-level employees, to succeed in the fast-paced world of management [1]. Stated that workplace flexibility satisfies needs regarding when and where to work in consideration of personal, organizational, and economic performance in work and life; they argued that workplace flexibility should have significance in organizations because it satisfies individuals’ basic psychological needs. This flexibility reduces employee burnout [7], decreases stress, increases organizational commitment [8], and acts as a buffer against negative impacts [9] while playing a central role in employer strategies that companies adopt for important competitions through enhanced organizational performance [10]
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