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Generational Effects of Workplace Flexibility on Work Engagement, Satisfaction, and Commitment in South Korean Deluxe Hotels

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  • Hyo-Sun Jung

    (Center for Converging Humanities, KyungHee University, Seoul 02447, Korea)

  • Hye-Hyun Yoon

    (Department of Culinary Arts and Food Service Management, KyungHee University, Seoul 02447, Korea)

Abstract

This study examined the effects of workplace flexibility at deluxe hotels on work engagement, satisfaction, and commitment, to determine the moderating effect of generational characteristics (Generation X, Y, and Z). A total of 277 deluxe hotel employees in South Korea participated in the research. The results confirmed the positive effects of workplace flexibility on the engagement and satisfaction of deluxe hotel employees; second, employees’ work engagement had a positive effect on their satisfaction; third, employees’ satisfaction had a positive impact on employees’ commitment; and fourth, the influence of workplace flexibility on engagement did not differ by generation. However, Generation Z showed the largest increase in employee engagement resulting from work flexibility. This result signifies that, when compared to other generations, Generation Z places great importance on workplace flexibility. This study suggests that deluxe hotels should create flexible policies and organizational climates to increase employees’ work engagement, satisfaction, and commitment. The paper also discusses limitations and future research directions.

Suggested Citation

  • Hyo-Sun Jung & Hye-Hyun Yoon, 2021. "Generational Effects of Workplace Flexibility on Work Engagement, Satisfaction, and Commitment in South Korean Deluxe Hotels," Sustainability, MDPI, vol. 13(16), pages 1-13, August.
    • Handle: RePEc:gam:jsusta:v:13:y:2021:i:16:p:9143-:d:614985
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    References listed on IDEAS

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    2. Federica Origo & Laura Pagani, 2008. "Workplace flexibility and job satisfaction: some evidence from Europe," International Journal of Manpower, Emerald Group Publishing Limited, vol. 29(6), pages 539-566, September.
    3. Gabrielova, Karina & Buchko, Aaron A., 2021. "Here comes Generation Z: Millennials as managers," Business Horizons, Elsevier, vol. 64(4), pages 489-499.
    4. Peters, Pascale & Blomme, Robert Jan, 2019. "Forget about ‘the ideal worker’: A theoretical contribution to the debate on flexible workplace designs, work/life conflict, and opportunities for gender equality," Business Horizons, Elsevier, vol. 62(5), pages 603-613.
    5. Adriana AnaMaria Davidescu & Simona-Andreea Apostu & Andreea Paul & Ionut Casuneanu, 2020. "Work Flexibility, Job Satisfaction, and Job Performance among Romanian Employees—Implications for Sustainable Human Resource Management," Sustainability, MDPI, vol. 12(15), pages 1-53, July.
    6. Naser Valaei & Sajad Rezaei, 2016. "Job satisfaction and organizational commitment," Management Research Review, Emerald Group Publishing Limited, vol. 39(12), pages 1663-1694, December.
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    Cited by:

    1. Patchara Popaitoon, 2022. "Fostering Work Meaningfulness for Sustainable Human Resources: A Study of Generation Z," Sustainability, MDPI, vol. 14(6), pages 1-13, March.
    2. Dagmar Halová & Michal Müller, 2024. "Being an Employer of Choice: Attracting Generation Z to Work by Building Brand via Social Media," Corporate Reputation Review, Palgrave Macmillan, vol. 27(4), pages 283-298, November.
    3. Magdalena Inglot, 2025. "Generation Z and Work Efficiency: Identifying Barriers and Factors Limiting Professional Effectiveness," European Research Studies Journal, European Research Studies Journal, vol. 0(2), pages 961-976.

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