he Influence of Perceived Organizational Support and Employee Advocacy on Organizational Commitment in Hotels

Document Type : Original Article



Organizational commitment (OC) achieves numerous positive organizational outcomes as well as positive employee behaviors and attitudes that help the organization to succeed. Hence, it is important to identify employee organizational commitment in hospitality organizations and recognize the factors that influence it, such as perceived organizational support (POS) and employee advocacy. Therefore, the study aimed at investigating the influence of POS and employee advocacy on OC dimensions. For achieving these objectives, data were collected using questionnaires. A convenience sample of 600 hotel employees from 8 five-star hotels in Cairo was chosen for investigation. However, only 367 valid questionnaire forms were received from the respondents, representing a response rate of 61.2 percent. Descriptive analysis, correlation analysis, and multiple regression analysis were used to analyze the data. The findings showed that the two independent factors had significant positive effects on all dimensions of OC. POS as well as employee advocacy had the highest impact on continuance commitment (CC). However, employee advocacy is more important than POS in terms of its impact on normative commitment (NC) and CC. It was recommended that hotel management should increase hotel employees’ organizational commitment, particularly the affective commitment (AC), by raising organizational support through many practices, such as organizational rewards, good work conditions, promotion at work, job safety, etc. The results also suggested that hotel management should facilitate the access of employees to required information to improve employee advocacy.


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