Human Resource Management Practices and Employee Commitment as Predictors of Job Satisfaction among Hotel Personnel in Region XII, Philippines

This study examined the influence of Human Resource Management (HRM) practices and employee commitment on the job satisfaction of hotel personnel in selected Department of Tourism (DOT)-accredited hotels in Region XII (SOCCSKSARGEN), Philippines. Specifically, it assessed the levels of HRM practices in terms of recruitment and selection, employee performance, training and development, compensation, employee retention, health and safety, and employee wellness; employee commitment in terms of attendance and punctuality, quality of work, initiative and accountability, productivity, teamwork and collaboration, organizational values, and work ethics; and job satisfaction in relation to the working environment and facilities, ethical practices, rewards, co-workers, promotion, organizational culture, and job security. The study also determined the relationships among these variables and identified the best predictor of job satisfaction using correlation and multiple regression analyses. The research was conducted among 271 hotel employees from selected DOT-accredited hotels in Region XII using a quantitative, non-experimental descriptive-correlational research design. The findings revealed that HRM practices, employee commitment, and job satisfaction were all rated at very high levels among the respondents. Correlation analysis showed that HRM practices had a strong positive and statistically significant relationship with job satisfaction, whereas employee commitment demonstrated a weak but significant positive relationship with job satisfaction. Furthermore, multiple regression analysis established that HRM practices significantly influenced and emerged as the strongest predictor of job satisfaction, while employee commitment did not significantly predict job satisfaction when analyzed alongside HRM practices. These findings emphasize the strategic importance of effective HRM practices in enhancing employee satisfaction, organizational effectiveness, and service quality within the hospitality industry. The study provides valuable insights for hotel administrators, human resource practitioners, and policymakers in developing evidence-based HRM strategies that promote employee well-being, strengthen organizational performance, and improve the long-term competitiveness of hotels in Region XII.