| Summary: | 碩士 === 東海大學 === 餐旅管理學系 === 99 === The nature of food service job, including long hours, low pay, and physically demands), results in high employee turnover rate. And this high turnover rate is a critical issue jerpadizes service quality. Thus, how to retain employees and to help employees developing their career in food service industry is an important issue. Therefore, the purpose of this stuy is to investiage restaurant employees’ career commitment level and how other factors influence employees’ intention staying in foodservice industry.
Blau (1985) defines career commitment as “one’s attitude towards one’s profession or vocation”. Carson and Bedeian (1994) used a motivation paradigm to define career commitment as one’s motivation to work rather than one’s attitude toward work. In sum, career commitment describes how individuals identify with a certain profession and are motivated to pursue a career in a chosen vocation. Thus, this study examines how individual factor, such as person-vocation fit and job involvement affects employees’ job satisfaction level, and thereafter, influences employees’ career commitment level.
This study used questionnaires to collect data from 255 restaurant employees. Structural equation modeling(SEM) was employed to examine the proposed model. The results found that job involvement has a poisitive effect on job satisfaction, and person-vocation also has a positive effect on extrinsic job satisfaction. In this study, it was found that intrinsic job satisfaction has a positive effect on career planning, and extrinsic job satisfaction has a positive effect on career indentity and career reslilence. The results could be used in helping foodservice in developing better selection tools, as well as, establishing more soficatcated training and development programs.
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