Identifying job satisfaction dimensions among rank and file employees in selected budget hotels as correlates of organizational commitment and turnover intentions

For any organization to have competitive advantage, it needs a highly committed, dedicated, focused and well-engaged workforce. Manpower is very instrumental in the success of any service industry. However, with today's baby boomer generation beginning to retire from the labor market, many companies are finding it increasingly difficult to retain employees. Turnover can be a serious problem in today's corporate environment as it is now relatively common to change jobs every few years It is in this context that this research was conducted to determine job satisfaction dimensions among rank and file employees in selected budget hotels in Oriental Mindoro, Philippines, thereafter correlate it with organizational commitment and turnover intentions. The study made use of descriptive-correlational research design with fifty rank and file randomly selected respondents from five budget hotels in Oriental Mindoro. A four-page survey questionnaire was used to gather the relevant information. The results of the study showed that the five job satisfaction dimensions are all very important to the respondents. As regards the level of commitment, normative commitment got the highest mean score while continuous commitment got the lowest rating. Results of the study also indicate that compensation is negatively related to continuous commitment while career development is positively related to affective commitment. On the other hand, only two job satisfaction dimensions such as career development and job nature are negatively related to turnover intentions. Lastly, the study revealed that no relationship exists between organizational commitment and turnover intentions.