Organizational Systems Orientation and Organizational Culture Orientation in the Malaysian Hotel Organizations

Syed Munir Barakbah Syed Faozi Barakbah, A. Razak, May May Grace Derioh, Zainal Abidin Ramli
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Abstract

It has been recognized that hotel organizations gain competitive advantage through their employees that are able and willing to provide quality service, through their expertise and ingenuity. The intangible work environment evolved and is personified by the organization culture. The Soft HRM focuses on treating employees as valued assets and a source of competitive advantage through their commitment, adaptability and high-quality skill and performance. The objective of the research was to examine the relationship between the organizational cultural orientation and the Soft HRM orientation of selected hotel organizations in Malaysia. Specifically, it aimed to examine if there were similarities and differences in the culture-Soft HRM orientations and to determine if there was any association between these variables orientations with the turnover rates. It was proposed that when there was a high level of association between the two strategic orientations, the organization would be more effective, as indicated by the turnover rate of employees. The findings indicated there was an alignment between organizational culture orientation with the organizational Soft HRM orientation. However, partial support was found between culture-Soft HRM orientations with turnover rate. This study had contributed to a better understanding on the practices that relate to organizational culture orientation and Soft HRM orientation in the hotel organizations.
马来西亚酒店组织的组织系统导向与组织文化导向
人们已经认识到,酒店组织通过其员工能够并愿意提供高质量的服务,通过他们的专业知识和聪明才智,获得竞争优势。无形的工作环境是由组织文化演变而来的。软人力资源管理侧重于通过员工的承诺、适应能力和高质量的技能和绩效,将员工视为有价值的资产和竞争优势的来源。本研究的目的是研究马来西亚选定的酒店组织的组织文化取向和软人力资源管理取向之间的关系。具体来说,它的目的是检查是否有异同的文化-软人力资源管理取向,并确定是否有任何关联这些变量取向与流动率。有人提出,当两种战略取向之间的关联程度较高时,组织的效率会更高,这可以通过员工的离职率来体现。研究结果表明,组织文化取向与组织软人力资源管理取向之间存在一致性。然而,文化-软人力资源管理取向与离职率之间存在部分支持关系。本研究有助于更好地理解酒店组织中与组织文化导向和软人力资源管理导向相关的实践。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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