Responsible Hotels, Satisfied Employees? Job Quality and Job Satisfaction from an Internal CSR Perspective

This paper examines the relationship between job quality dimensions linked to internal Corporate Social Responsibility (CSR) and employees’ job satisfaction in the hotel industry, within the context of social sustainability in tourism. Although CSR has gained prominence in tourism research, less attention has been paid to its internal dimension and its relationship with specific aspects of job quality in hospitality. The study is based on survey data from 358 employees working in 3–5-star hotels in the Canary Islands (Spain). Descriptive analyses, chi-square tests, and binary logistic regression were conducted. The results show no significant differences in job satisfaction associated with socio-demographic characteristics or working conditions. However, dimensions related to work–life balance, job stability and promotion opportunities, and organizational commitment and loyalty are significantly and positively associated with higher levels of job satisfaction. Nevertheless, item-level analyses reveal a more nuanced picture, where specific non-significant coefficients emerge, particularly around work–life balance and job stability. These findings suggest that strengthening employee-oriented CSR practices focused on work security, work–life balance, and engagement may support job satisfaction and inform socially responsible management strategies in hospitality, while highlighting that internal CSR should be viewed as an ethical responsibility that underpins service quality and organizational retention.