Job satisfaction and organizational commitment of employees in tourism: Serbian Travel agency case

Sandra Dramićanin,Goran Perić,Nebojša Pavlović

doi:10.5937/straman2104050d

Abstract

The aim of this research is to examine the relationships between the factors of job satisfaction (pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, co-workers, nature of work and communication) identified by Spector and the organizational commitment in travel agencies in Serbia. The survey was conducted during March and April 2020, on a sample of 152 respondents, using a survey method and validated instruments: Job Satisfaction Survey and Organizational Commitment Questionnaire. Research findings indicate a significant positive relationship between job satisfaction and organizational commitment. Furthermore, the results indicate that pay, promotion, fringe benefits, co-workers and communication correlate significantly with employee commitment, while between the other factors of job satisfaction (supervision, contingent rewards, operating procedures, nature of work) and organizational commitment, there are moderately positive relationships. Implications, research limitations and suggestions for future research are presented.

Highlights

Organizations are beginning to realize that employees are their most valuable asset, out of all the resources available (Valaei & Rezaei, 2016; Perić, Gašić, Ivanović & Stojiljković, 2015; Govaerts, Kyndt, Dochy & Baert, 2011; Glen, 2006)
The findings of the research indicate a significant positive relationship between job satisfaction and organizational commitment, respectively, employees who are more satisfied with their job feel more committed to the travel agencies where they work, which is in line with the results of previous studies conducted in the tourism and hospitality industry (Yeshanew & Kaur, 2018; Akasoy et al, 2018; Blešić et al, 2017; Vujičić et al, 2015; Ozturk et al, 2014; Back et al, 2011; Gunlu et al, 2010; Kim et al, 2005)
These results are almost identical to the results of a study conducted among employees in tourism in Serbia (Vujičić et al, 2015)

Summary

Introduction

Organizations are beginning to realize that employees are their most valuable asset, out of all the resources available (Valaei & Rezaei, 2016; Perić, Gašić, Ivanović & Stojiljković, 2015; Govaerts, Kyndt, Dochy & Baert, 2011; Glen, 2006). As the most valuable resource, employees are the bearers of introducing change and innovation, creating added value, increasing business efficiency, and launching the future performance of the organization (Perić, Gasic, Stojiljkovic & Nešić, 2018). They are motivated to commit to the accomplishment of their business tasks and achieving the organization's goals (Perić, Dramićanin & Sančanin, 2019). When employees are not satisfied it leads to negative effects on the organization. Tourism employees show low levels of job satisfaction and there is a high employee turnover

Objectives

Methods

Findings

Conclusion