Perceptions of Perceived Organizational Support and Affective Organizational Commitment in Radisson Blu Seaside
Seppänen, Anna-Maria (2012)
Seppänen, Anna-Maria
HAAGA-HELIA ammattikorkeakoulu
2012
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2012121219228
https://urn.fi/URN:NBN:fi:amk-2012121219228
Tiivistelmä
Understanding the dynamics of employee-employer relationship and how to recognize and influence employee perceptions through supportive HR practices, are essential tasks for a manager, to ensure positive outcomes for the organization as well as the employees. Moreover, it has been acknowledged that strategic HRM, including organizational commitment, are especially important in the fields where successful service delivery is dependent on the behaviour of committed front-line employees, such as the hospitality industry (Swailes 2002, 165-166).
Therefore, the interest of this study was to examine the perceptions of front-line employees on the two aspects, perceived organizational support (POS) and affective organizational commitment (AC), to discover possible new information regarding the commitment process and also to discover, how it could be affected.
The qualitative study was done by using a phenomenographic research approach, which aims at discovering individual perceptions of particular aspects of the world rather than generalizations on the matter. The research data was collected through six thematic interviews, which were conducted in two weeks time during October 2012. The interviewees were front-line employees of the front office and the food and beverage departments of Radisson Blu Seaside.
The study showed that there are a number of categories that were perceived as both positive and negative contributors to POS. The main categories discovered included personified support, organizational policies and support in personal life. However, the subcategories, which contributed to POS and also affected AC were supervisor support, favorable job conditions, flexibility, favorable discretionary treatment and growth opportunities. These were also perceived as contributors in both positive and negative sense.
Consequently, the study could suggest that supervisors and the organization as a whole should focus more attention on the categories that were discovered in this study in order to have affectively committed employees and ultimately to gain business success.
Therefore, the interest of this study was to examine the perceptions of front-line employees on the two aspects, perceived organizational support (POS) and affective organizational commitment (AC), to discover possible new information regarding the commitment process and also to discover, how it could be affected.
The qualitative study was done by using a phenomenographic research approach, which aims at discovering individual perceptions of particular aspects of the world rather than generalizations on the matter. The research data was collected through six thematic interviews, which were conducted in two weeks time during October 2012. The interviewees were front-line employees of the front office and the food and beverage departments of Radisson Blu Seaside.
The study showed that there are a number of categories that were perceived as both positive and negative contributors to POS. The main categories discovered included personified support, organizational policies and support in personal life. However, the subcategories, which contributed to POS and also affected AC were supervisor support, favorable job conditions, flexibility, favorable discretionary treatment and growth opportunities. These were also perceived as contributors in both positive and negative sense.
Consequently, the study could suggest that supervisors and the organization as a whole should focus more attention on the categories that were discovered in this study in order to have affectively committed employees and ultimately to gain business success.