Critical Success Factors in Hospitality ERP Models: Impact of IT Manager's Pro-activeness, Innovativeness and Rapport

In this paper, we examine the implications of Hospitality ERP (Enterprise Resource Planning) Systems, their Success Metrics, and what motivates people behind such systems. An analysis of the literature identifying and categorizing experimentally established critical success factors (CSFs) was conducted in order to accomplish this goal. Therefore, the result of the study is a proposal for a low-cost CSF implementation model. A crucial metric in that regard is innovation. Innovation can make or break a business model, and this is especially true in the Hospitality ERP Sector. Individuals' good ideas are at the core of innovations, so understanding how individuals and their personal characteristics contribute to innovation is crucial. We investigate how the values of employees have a direct influence on their innovative behavior in the current study as well. A worker's autonomy was hypothesized to mediate these relationships. Researchers found that values like openness to change and self-improvement values are positively correlated with job autonomy, whereas values like conservation and self-transcendence values are negatively correlated with it, which suggests that values play an important role in determining autonomy at work. A positive relationship between employees' self-enhancement values and their innovative behavior is also found, while a negative relationship appears to exist between conservation and self-transcendence values. Using a bias-corrected bootstrapping method, mediation analysis determined that job autonomy significantly mediates the relationship between employee personal values (except openness to change) and innovative behavior. Based on our research, we demonstrate that values provide the basis for innovative behavior. By showing the importance of job autonomy and personal values on inventive behavior in organizations, we also contribute to innovation research.