Well-being, affective commitment and job satisfaction: influences on turnover intentions in casual dining employees

ABSTRACT

This case study examines a large franchise of an American style casual dining chain. The purpose of this research was to determine whether new changes to the operational procedures of a restaurant company facilitated positive or negative workplace responses. Specifically, the way the changes influenced well-being, affective commitment, job satisfaction, and turnover intentions was examined. Employees and managers from the 42-unit franchise yielded 270 completed responses. A mixed methods approach, utilizing PROCESS modeling and content analysis, was employed to determine the results of the study. The PROCESS modeling showed that workplace well-being significantly influenced turnover intentions when mediated by positive affective commitment, negative affective commitment, and job satisfaction. The qualitative analysis of the open-ended questions demonstrated themes of environment and responsibilities, with subthemes of management, teamwork, staff, and pay vs. work, Tablet X, and menu changes. Implications for practice are noted indicating that organizations should implement strategies that will bring about more positive emotional connections with their employees, while simultaneously reducing the negative emotions that employees have about their work environment. Further academic and practical implications are discussed.

本案例研究的是一家大型的美式休闲餐饮连锁店.本研究的目的是确定餐馆公司经营程序的新变化是否促进了工作场所的积极或消极反应.具体来说，研究了这些变化对幸福感、情感承诺、工作满意度和离职意愿的影响.来自42个单位特许经营权的员工和经理共收到270份完整回复.采用过程建模和内容分析相结合的混合方法来确定研究结果.过程模型显示，在积极的情感承诺、消极的情感承诺和工作满意度介导下，工作场所的幸福感对离职意愿有显著影响.对开放式问题的定性分析展示了环境和责任的主题，包括管理、团队合作、员工和工资与工作、表 X和菜单更改等子主题.对实践的影响表明，组织应实施战略，使其与员工产生更积极的情感联系，同时减少员工对其工作环境的消极情绪.进一步的学术和实际意义进行了讨论.

KEYWORDS:

• Restaurant employees
• well-being
• affective commitment
• job satisfaction
• turnover intentions