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Impacts of Employee Empowerment and Organizational Commitment on Workforce Sustainability

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  • William C. Murray

    (Gordon S. Lang School of Business & Economics, University of Guelph, Guelph, ON N1G 2W1, Canada)

  • Mark R. Holmes

    (Gordon S. Lang School of Business & Economics, University of Guelph, Guelph, ON N1G 2W1, Canada)

Abstract

Building and maintaining a sustainable workforce in the hospitality sector, where demand for talent consistently exceeds supply across the globe, has only been exacerbated by COVID-19. The need to sustain this workforce behooves the industry to unpack core drivers of employee commitment in order to retain top talent. This paper explores how dimensions of employee empowerment increase organizational commitment and, in turn, reduce turnover intention—leading to a more sustained workforce. Drawing on the results of 346 surveys within the Canadian lodging industry, structural equation modeling was undertaken to examine the influence of empowerment on organizational commitment and organizational commitments influence on turnover intention. Findings suggest that the development of meaning through employee empowerment, particularly when the ideals and standards between workers and their organization are aligned, creates a strong emotional commitment which appears to strongly reduce an employee’s intention to leave. Feelings of emotional connection or duty towards an organization show clear positive relationships with reduced intentions to leave. For an industry struggling with higher-than-average turnover intention and labour costs, focusing on creating work with meaning, and instilling a sense of belonging in the workforce will enable organizations to reduce their employee’s turnover intentions.

Suggested Citation

  • William C. Murray & Mark R. Holmes, 2021. "Impacts of Employee Empowerment and Organizational Commitment on Workforce Sustainability," Sustainability, MDPI, vol. 13(6), pages 1-14, March.
    • Handle: RePEc:gam:jsusta:v:13:y:2021:i:6:p:3163-:d:516410
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    References listed on IDEAS

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    4. Neena Gopalan & Nicholas J. Beutell & Joseph G. Grzywacz & Wendy Middlemiss & Srikant Manchiraju & Sapna Srivastava, 2023. "Work–Family Conflict and Its Sustainability Implications among Married Immigrants Working in the USA," Sustainability, MDPI, vol. 15(19), pages 1-17, October.
    5. Sonata Staniulienė & Arūnas Zaveckis, 2022. "Employee Empowerment in Remote Work in Case of Lithuanian Companies," Sustainability, MDPI, vol. 14(14), pages 1-12, July.
    6. Marisa Santana-Martins & Maria Isabel Sanchez-Hernandez & José Luís Nascimento, 2022. "Dual Commitment to Leader and Organization: Alternative Models Based on the Employees’ Emotional Awareness," Sustainability, MDPI, vol. 14(15), pages 1-13, August.
    7. Sardana Islam Khan & Amlan Haque & Timothy Bartram, 2023. "Unleashing Employee Potential: A Mixed-Methods Study of High-Performance Work Systems in Bangladeshi Banks," Sustainability, MDPI, vol. 15(19), pages 1-22, October.
    8. Ioana Gutu & Camelia Nicoleta Medeleanu, 2023. "Assessing Teleworkforce and Electronic Leadership Favorable for an Online Workforce Sustainability Framework by Using PLS SEM," Sustainability, MDPI, vol. 15(18), pages 1-32, September.

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