The Impact of Organizational Culture on Employee Engagement and Job Satisfaction in the Hospitality Sector: A Structural Equation Modeling Approach

Abstract

Purpose: This study investigates the impact of organizational culture on employee engagement and job satisfaction within the hospitality sector, focusing on the mediating role of engagement. Design/methodology/approach: A quantitative research design was employed using structured questionnaires distributed among 410 hotel employees across four major Indian cities. Structural Equation Modeling (SEM) via AMOS 24 was utilized to test the hypothesized relationships between organizational culture, engagement, and job satisfaction. Findings: The results reveal that organizational culture significantly influences both employee engagement and job satisfaction. Furthermore, employee engagement partially mediates the relationship between organizational culture and job satisfaction. Cultures characterized by adaptability, mission alignment, and employee involvement lead to higher engagement and satisfaction levels. Practical implications: Hospitality managers should focus on cultivating inclusive and mission-driven cultures that actively involve employees in decision-making, provide career development opportunities, and recognize contributions. This fosters engagement and leads to improved job satisfaction and retention. Originality/value: This paper extends the existing literature by empirically validating the mediating role of engagement between organizational culture and job satisfaction using SEM. It offers practical insights for HR practices and organizational development in the hospitality industry.