盧承杰Cheng-Chieh Allan Lu石永康SUBPA-UT KONGMEE2020-12-142020-06-292020-12-142020http://etds.lib.ntnu.edu.tw/cgi-bin/gs32/gsweb.cgi?o=dstdcdr&s=id=%22G060786023I%22.&http://rportal.lib.ntnu.edu.tw:80/handle/20.500.12235/109815noneThe hotel industry serves as a key source of economic growth in Thailand since the rate of growth is increasing yearly. The trend of growth leads to a high demand for quality hotel employees. It also becomes one of human resource management challenges to identify the particular skills and personalities which can predict the organizational outcomes. Thus, the purpose of this study is to explore the relationship between grit and organizational citizenship behavior. Further, organizational identification is investigated whether it can strengthen the positive effect of grit on OCB. Samples of this study were 288 hotel employees from four-star and five-star hotels in Bangkok, Thailand. The quantitative research approach and survey-based methodology were adopted. Hypotheses were tested using SPSS 23. The results reveal that grit, organizational identification, and OCB have a positive relationship with each other. Moreover, the finding shows that organizational identification can moderate the positive relationship between grit and OCB. In the end, practical implications of grit for human resource management and development strategies are discussed.nonegritorganizational identificationorganizational citizenship behavior