HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANISATIONAL COMMITMENT IN THE HOTEL INDUSTRY OF GHANA: THE MEDIATING ROLE OF JOB SATISFACTION

Abstract

This study investigated the mediating role of job satisfaction in the relationship between HRM practices and organisational commitment in the hotel industry of Ghana. The study collected primary data from 21 hotels within the New Juaben North and South municipalities. The study population comprised 433 hotel employees within the municipalities. A total of 208 participants were selected using the simple random sampling method and structured questionnaires were administered to the chosen respondents. The study employed a quantitative approach and adopted the explanatory research design. The data gathered were analysed using Smart PLS-SEM 4. The findings indicated that, the relationship between recruitment and organisational commitment is statistically insignificant. Furthermore, job satisfaction does not have a mediating effect on the relationship between recruitment and organisational commitment and training and organisational commitment among hotel employees. However, it is worth noting that job satisfaction has mediation effect in the relationship between compensation and organisational commitment in the hotel industry of Ghana. The study concluded that merely attracting and selecting candidates through the recruitment process may not directly translate into higher levels of commitment within the hotel industry and recommends that management of hotels should utilize behavioural interviews that assess candidates not only for skills but also for their alignment with the hotel values and culture. This approach helps ensure that new hires are more likely to integrate well into the existing team and stay committed in the long term.