ABSTRACT Hotel industry represents one of the highly interactive service industries. Against this backdrop, hotel employees are likely to suffer an emotional exhaustion and hence experience a lower sense of belongingness to the company. As this will negatively impact organizational effectiveness, this research aims to explore whether and how better practices of Human Resource Management (HRM) serve as a solution to the issue. Due to the limited access, questionnaires were conducted on 410 employees from 10 four/five-star hotels chosen through convenience sampling technique. Results reveal that emotional exhaustion has significant negative impact on organizational commitment (H1); HRM not only has significant negative impact on emotional exhaustion (H2) but also has significant positive impact on organizational commitment (H3), and HRM regulates how emotional exhaustion affects organizational commitment (H4). In conclusion, this research provides some insights into the role in emotional exhaustion and organizational commitment played by HRM practices. The implications of finding were also discussed.

中文翻译：

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人力资源管理实践，情绪疲惫和组织承诺–以酒店业为例

摘要酒店行业代表了高度互动的服务行业之一。在这种背景下，酒店员工可能会情绪疲惫，因此对公司的归属感较低。由于这将对组织的有效性产生负面影响，因此本研究旨在探讨人力资源管理（HRM）的更好做法是否以及如何作为该问题的解决方案。由于访问受限，通过便利抽样技术从10家四星级/五星级酒店的410名员工中进行了问卷调查。结果表明，情绪疲惫会对组织承诺产生重大负面影响（H1）；人力资源管理不仅会对情绪疲惫（H2）产生重大负面影响，而且对组织承诺（H3）也具有明显的正面影响，人力资源管理规范情绪疲惫如何影响组织承诺（H4）。总而言之，这项研究提供了一些有关人力资源管理实践在情绪衰竭和组织投入中的作用的见解。还讨论了发现的含义。