The Influence of Psychological Contract and Organizational Commitment on Hospitality Employee Performance
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Abstract
Our purpose in this study was to identify the determinants of employee performance at international hotels in Taiwan. We developed a comprehensible structural model consisting of 4 latent variables and 16 indicators, in order to build a complete and integrated picture of the relationships among job satisfaction, psychological contract, organizational commitment, and job performance. Participants were 361 employees at chain international hotels in Taiwan. The results indicate that there is a significant indirect effect of job satisfaction on job performance which is mediated by psychological contract and organizational commitment. Suggestions for researchers and practitioners in the field are provided.