Branded restaurants employees’ personal motivation, flow and commitment

The role of age, gender and length of service

Alastair William Watson, Babak Taheri, Steven Glasgow, Kevin D. O'Gorman

Research output: Contribution to journalArticle

Abstract

Purpose
Augmenting employees’ commitment is of important interest to hospitality managers, particularly in the branded restaurant industry where the workforce is often transient. This quantitative study identifies and analyses if levels of personal motivation and flow are drivers of commitment, and if the relationship between the variables is moderated by length of service, age and gender.

Design/methodology/approach
The study is a large scale empirical investigation of hospitality staff in the UK branded restaurants through 1133 survey responses, measuring levels of personal motivation, flow and commitment, as well as the moderating effects of multi-group differences among age, gender and length of service. PLS-SEM is used for analysis of data.

Findings
Using PLS-SEM found personal motivation to be important in determining employees’ level of flow and, in turn, employees’ commitment. Using multi group analysis, results revealed that relationship among personal motivation, flow and commitment played superior role for older employees and working for a long time in a hospitality organisation than those younger and working less than 5 years. No significant differences between male and female staff are found.

Research limitations/implications
Through finding flow and personal motivations to be drivers of commitment, branded restaurant practitioners can focus on emphasising these elements in their employees to increase commitment. Further, part-time roles are often taken by people likely to be non-committal in their job needs e.g. students funding their studies. By focussing on extending lengths of service to meet the optimum years identified, managers can fortify their businesses.

Originality/value
The paper is one of few large scale quantitative studies to examine personal motivation, flow, and commitment in the context of UK branded restaurants. It identifies that employees exhibit higher levels of commitment through intrinsic values over time, and establishes relationships between the constructs of flow, personal motivation and commitment.
Original languageEnglish
Pages (from-to)1845-1862
Number of pages18
JournalInternational Journal of Contemporary Hospitality Management
Volume30
Issue number3
DOIs
Publication statusPublished - 19 Mar 2018

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Employees
Restaurants
Hospitality
Managers
Staff
Employee commitment
Empirical investigation
Older employees
Moderating effect
Workforce
Design methodology
Intrinsic value
Funding
Age differences
Restaurant industry
Personal relationships
Multi-group analysis

Cite this

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abstract = "PurposeAugmenting employees’ commitment is of important interest to hospitality managers, particularly in the branded restaurant industry where the workforce is often transient. This quantitative study identifies and analyses if levels of personal motivation and flow are drivers of commitment, and if the relationship between the variables is moderated by length of service, age and gender.Design/methodology/approachThe study is a large scale empirical investigation of hospitality staff in the UK branded restaurants through 1133 survey responses, measuring levels of personal motivation, flow and commitment, as well as the moderating effects of multi-group differences among age, gender and length of service. PLS-SEM is used for analysis of data.FindingsUsing PLS-SEM found personal motivation to be important in determining employees’ level of flow and, in turn, employees’ commitment. Using multi group analysis, results revealed that relationship among personal motivation, flow and commitment played superior role for older employees and working for a long time in a hospitality organisation than those younger and working less than 5 years. No significant differences between male and female staff are found.Research limitations/implicationsThrough finding flow and personal motivations to be drivers of commitment, branded restaurant practitioners can focus on emphasising these elements in their employees to increase commitment. Further, part-time roles are often taken by people likely to be non-committal in their job needs e.g. students funding their studies. By focussing on extending lengths of service to meet the optimum years identified, managers can fortify their businesses.Originality/valueThe paper is one of few large scale quantitative studies to examine personal motivation, flow, and commitment in the context of UK branded restaurants. It identifies that employees exhibit higher levels of commitment through intrinsic values over time, and establishes relationships between the constructs of flow, personal motivation and commitment.",
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Branded restaurants employees’ personal motivation, flow and commitment : The role of age, gender and length of service. / Watson, Alastair William; Taheri, Babak; Glasgow, Steven; O'Gorman, Kevin D.

In: International Journal of Contemporary Hospitality Management, Vol. 30, No. 3, 19.03.2018, p. 1845-1862.

Research output: Contribution to journalArticle

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