Organizational Commitment among Employees of the Leading Hotels in Bangkok, Thailand

This study examines organizational commitment among employees of leading hotels in Bang-kok, Thailand, and explores its implications for institutional effectiveness in the hospitality sector. Organizational commitment is assessed through four dimensions: job dedication, ac-ceptance of and compliance with organizational rules and regulations, maintaining the organi-zation’s reputation, and willingness to remain a member of the organization. A quantitative re-search approach was adopted using a census-based survey of 180 employees, of whom 174 provided usable responses, representing a response rate of 96.7%. Data were collected through a structured questionnaire consisting of demographic information and 21 organizational com-mitment items measured on a five-point Likert scale. Descriptive statistics, independent-samples t-tests, and one-way analysis of variance (ANOVA) were employed to analyze the data. The findings revealed a high overall level of organizational commitment, with a mean score of 3.73 (SD = 1.00). Maintaining the organization’s reputation recorded the highest mean score (M = 3.95), followed by job dedication (M = 3.88), willingness to remain a mem-ber (M = 3.61), and acceptance of and compliance with organizational rules and regulations (M = 3.49). Significant differences in organizational commitment were identified across age, marital status, monthly income, and length of employment, while gender, educational level, and job position showed no statistically significant differences. The findings highlight the im-portance of employee dedication, organizational loyalty, and a supportive workplace environ-ment in strengthening organizational performance and supporting institutional effectiveness. The study offers practical insights for hotel managers to improve employee engagement, estab-lish fair organizational policies, recognize employee contributions, and promote long-term em-ployee retention.