Recreational tourism as a niche market has prompted researchers to take a variety of approaches to investigate the elements that influence travelers’ decisions to engage in leisure activities. The reasons why Muslim visitors select leisure-based travel are commonly discussed in the tourism literature, although little research has been done in this area. By analyzing the significance of travel motivation, emotional response, and satisfaction in determining attitudinal loyalty for Muslim leisure travelers, this study aims to bridge this knowledge gap. This study employed Confirmatory Factor Analysis (CFA) and Structural Equation Modeling (SEM) using AMOS version 23 to answer the research questions. According to the findings, emotional experiences and extrinsic motives have a good direct impact on satisfaction and an indirect impact on the inclination to return. Having a deeper understanding of leisure-based travel from the perspective of Muslim tourists will benefit recreation managers.

This study seeks to investigate the association between organizational culture and employees' commitment in the Jordanian hotel sector. The data that were gathered from 248 hotel employees, were about the respondents' organizational culture and its impact on the employees' commitment. Data were collected using the Organizational Culture Index (Wallach, 1983) [Wallach, E. J. (1983). Individuals and organizations: The cultural match. Training & Development Journal,37, 29-36.], and Organizational Commitment Questionnaire (Mowday et al. 1982) [Mowday, R.T., Porter, L.W. and Steers, R.M. (1982). Employee-Organization Linkages: The Psychology of Commitment, Absenteeism and Turnover. Academic Press, New York.]. De-scriptive statistics were reported, and hypotheses testing using SmartPLS3 was used. Generally, and with some unexpected outcomes, organizational culture was found to be significantly associated with organizational commitment. It was confirmed that bureaucratic and supportive culture were the predictable dimensions of commitment, while innovative culture was found to be an unpredictable dimension of commitment. This study provides useful managerial implications and contributes to the existing pool of knowledge on the relationships be-tween organizational culture and organizational commitment. Different aspects and context of these variables were tested to provide a wider and more comprehensive understanding on the factors which affect organizations and employees.