Regression Analyses and Hypotheses Testing

(1) Hypothesis 1: Quality of Training has a significant and positive influence on Organizational Commitment in five-star hotels.

The analysis of the relationship between sub-factors of Quality of Training and Organizational Commitment.

The first regression model is used to test the relationship between sub-factors of Quality of Training and Organizational Commitment. This model takes sub-factors of Quality of Training as independent variables and Organizational Commitment as dependent variable. The result is shown in Table 4.8.

According to this table, the F value is 92.543 (sig. < .05), it helps to explain the change of Organizational Commitment by sub-factors of Quality of Training. In addition, adjusted R² is 48.3%, it means sub-factors of Quality of Training have 48.3% affected in the change of Organizational Commitment. The beta values of sub-factors are β = .336 (Relevance) and β = .344 (Interaction) indicate that these two factors help determine the extent on Organizational Commitment. The beta value of Convenience is β = .095 (sig. > .05) means there is no relationship between this factor and Organizational Commitment. The model helps to explain the variance in Organizational Commitment through the alteration of Relevance and Interaction, the higher value of Relevance or Interaction, the higher value of Organizational Commitment.

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Table 4.8. Regression analysis of relationship between sub-factors of Quality of Training and Organizational Commitment

The analysis of the relationship between Quality of Training and Organizational Commitment.

To test the relationship between Quality of Training (as the total) and Organizational Commitment, the model sets Quality of Training as independent variable and the Organizational Commitment as dependent variable. The result is shown in Table 4.9.

Table 4.9. Regression analysis of relationship between Quality of Training and Organizational Commitment

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According to this table, the F value is 259.207 (sig. < .05), it helps to explain the change of Organizational Commitment by Quality of Training. In addition, adjusted R² is 46.4%, it means Quality of Training has 46.4% affected in the change of Organizational Commitment. The beta value of Quality of Training is β = .681 (sig. < .05). Consequently, it can be concluded that Hypothesis 1 is supported, with statement that Quality of training has a significant and positive relationship with Organizational Commitment in five-star hotels.

(2) Hypothesis 2: Quality of Training has a significant and positive influence on Job Satisfaction in five-star hotels.

To test the relationship between Quality of Training and Job Satisfaction, the model sets Quality of Training as independent variable and the Job Satisfaction as dependent variable. The result is shown in Table 4.10.

Table 4.10. Regression analysis of relationship between Quality of Training and Job Satisfaction Independent

According to this table, the F value is 505.325 (sig. < .05), it helps to explain the change of Job Satisfaction by Quality of Training. In addition, adjusted R² is 62.8%, it means Quality of Training has 62.8% affected in the change of Job Satisfaction. The beta value of Quality of Training is β = .793 (sig. < .05). Consequently, it can be concluded that Hypothesis 2 is supported, with statement that Quality of training has a significant and positive relationship with Job Satisfaction in five-star hotels.

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(3) Hypothesis 3: Job Satisfaction has a significant and positive influence on Organizational Commitment in five-star hotels.

The analysis of the relationship between sub-factors of Job Satisfaction and Organizational Commitment.

The first regression model is used to test the relationship between sub-factors of Job Satisfaction and Organizational Commitment. This model takes sub-factors of Job Satisfaction as independent variable and Organizational Commitment as dependent variable. The result is shown in Table 4.11.

Table 4.11. Regression analysis of relationship between sub-factors of Job Satisfaction and Organizational Commitment

According to this table, the F value is 536.780 (sig. < .05), it helps to explain the change of Organizational Commitment by sub-factors of Job Satisfaction. In addition, adjusted R² is 78.3%, it means sub-factors of Job Satisfaction have 78.3% affected in the change of Organizational Commitment. The beta values of sub-factors are β = .327 (Intrinsic Satisfaction) and β = .601 (Extrinsic Satisfaction) indicate that these two factors help determine the extent on Organizational Commitment. The model helps to explain the variance in Organizational Commitment through the alteration of Intrinsic Satisfaction and Extrinsic Satisfaction, the higher value of Intrinsic Satisfaction and Extrinsic Satisfaction, the higher value of Organizational Commitment.

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The analysis of the relationship between Job Satisfaction and Organizational Commitment.

To test the relationship between Job Satisfaction (as the total) and Organizational Commitment, the model sets Job Satisfaction as independent variable and the Organizational Commitment as dependent variable. The result is shown in Table 4.12.

Table 4.12. Regression analysis of relationship between Job Satisfaction and Organizational Commitment

According to this table, the F value is 1043.814 (sig. < .05), it helps to explain the change of Organizational Commitment by Job Satisfaction. In addition, adjusted R² is 77.7%, it means Job Satisfaction has 77.7% affected in the change of Organizational Commitment. The beta value of Job Satisfaction is β = .882 (sig. < .05). Consequently, it can be concluded that Hypothesis 3 is supported, with statement that Job Satisfaction has a significant and positive relationship with Organizational Commitment in five-star hotels.

(4) Hypothesis 4: Job Satisfaction has a mediating effect on the relationship between Quality of Training and Organizational Commitment.

The results show that Hypotheses 1 – 3 are supported. As a result, there is a need to test Hypothesis 4 in order to find if Job Satisfaction has a mediating effect on the relationship between Quality of Training and Organizational Commitment. Such result of this analysis is presented in Table 4.12.

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Table 4.13. Regression analysis of relationship between Training of Quality and Organizational Commitment with mediating effect of Job Satisfaction

Dependent Variables

Education Background -.097* .019 -.115**

Quality of Training .681** .793** -.047

Job Satisfaction .919**

R² .464 .628 .778

Adj. R² .463 .627 .777

F 259.207 505.325 522.617

Note. Values are standardized beta coefficients. *p < .05 **p < .01 Regression 1: Quality of Training and Organizational Commitment

Regression 2: Quality of Training and Job Satisfaction

Regression 3: Quality of training, Job Satisfaction and Organizational Commitment

According to this table, the direct effect of Quality of Training on Organizational Commitment is significant (β = .681, p < .01). The addition of the mediating variable of Job Satisfaction attenuates the significant relationship between Quality of Training and Organizational Commitment (change from β = .681, p < .01 to β = -.047, non-significant), demonstrating full mediation. Consequently, Hypothesis is supported, with statement that Job Satisfaction has a mediating effect on the relationship between Quality of Training and Organizational Commitment.

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