| Summary: | 碩士 === 輔仁大學 === 餐旅管理學系碩士班 === 106 === Abstract
Talent loss is one of the most important problems of hospitality industry. Whether the employees can identify with their own organizational culture or not is one of the key factors for retaining talent. Ethical climate as a dimension of organizational climate, also parts of the organizational culture. When employees increase the organizational identification so that they will try hard on their work and then the o will be happened. The behavior can make much steady for organizational development. The purpose of our research is discussing the relationship of PEC, OI and OCB in hospitality industry. Verify that OI as a mediator between PEC and OCB, also LMX as a moderator between PEC and OI.
The research was used the questionnaire survey procedure and cluster sampling as the sampling method. Collected samples from supervisors and employees work in hotels departments in east, west, south and north districts of Taiwan. Questionnaire designed that matching for one supervisor with five its employees as a pair. A total of 336 employee and 73 supervisor questionnaires were issued. And the valid questionnaires were 305 employees and 68 supervisors. The effective questionnaires were 90.77% and 93.15%. Database were analysed by SPSS 22.0 and AMOS 21.0.
The results show that PEC has a significant effect on OI; OI has a significant positive effect on OCB, also as a mediator between PEC and OCB. Therefore, the study suggested that the organizations of the hospitality industry should value and shape the ethical climate of the organization, so that the employees will improve the OI and then show the citizenship behavior which conduce to the organization. Improve organizational performance and make the organization more perfect.
Key words：Hospitality industry, Perceived ethical climate, Organizational identification, Organizational citizenship behavior, Leader-member exchange.
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