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Job satisfaction, life satisfaction, and turnover intent: Among food-service managers
Abstract
A study of more than 400 food-service managers found that well over one-fourth of the respondents intended to leave their position in the near future—with at least half of those planning to depart the food-service business entirely. Even among the managers who were reasonably content with their jobs in the near term, two out of five thought it was unlikely that they'd stay with their company for five years. The top reason given by the respondents for wanting to leave was salary and benefits. Given previous studies of reasons for turnover, the authors examined the extent of a connection between turnover intention and the following factors: job satisfaction, life satisfaction, and interrole conflict, and such demographic variables as age, tenure, race, and gender. Three of those factors had a significant effect on respondents' intent to leave in the short term: intrinsic job satisfaction, life satisfaction, and age. In each case, the higher the value of the variable (more satisfaction, greater age), the less likely the chances of turnover. Satisfaction also played a significant part in expectations of long-term turnover.
... Restaurant employees can sometimes be expected to stay later than they were scheduled for if needed or work more hours per week if the restaurant is understaffed. Long and unusual work hours are the least desirable trait of working in foodservice and one of the most common reasons foodservice managers list for leaving their position or the restaurant industry in general (Brown et al., 2015;Ghiselli et al., 2001). ...
... The title of the job 6.2 3.3 230 employees typically intend to leave the restaurant industry because of hours, family, and quality of life (Ghiselli et al., 2001). The reasons why employees intend to leave and do leave or have left the restaurant industry are very similar and consistent. ...
... In the restaurant industry specifically, employees in managerial roles are more likely to experience WLC due to work-related stressors that occur outside of their scheduled or anticipated work hours, creating an overflow of responsibilities from the work sphere into the life sphere. Studies examining shift workers, not working compressed workweeks (CWW), demonstrate low WLB due to long work hours, ongoing stress, and little energy and time to enjoy activities outside of work (Ghiselli et al., 2001;Lingard et al., 2008). Workers also tend to feel that the amount of time they spend at work and the type of hours they are working limit the amount of time they are able to spend with their friends and families, as well as limiting their personal down time (Ghiselli et al., 2001). ...
This research looks to examine attractors and detractors for students looking to enter the hospitality and culinary industries, their perceptions of work/life balance, and their schedule preferences. To accomplish this, surveys were undertaken at 2 universities and 6 colleges located in Ontario, Canada. This study found that the long hours, mid shifts, and work-life balance deter students in culinary and hospitality programs from wanting to enter the industry and that there is a preference for four-day workweeks. The paper concludes by discussing the preferences of tomorrow’s workforce, proposing that the foodservice industry should look to offer schedules that will improve employee wellbeing and retention.
... There is a negative correlation between real turnover and job satisfaction (Mobley et al., 1979), but a positive relationship between intention to quit and job satisfaction (Jewell, 1998;Mobley, 1982;Steel and Ovalle, 1984). Additionally, according to the literature review, wage is effective on both job satisfaction (Salleh and Memmon, 2015;Ghiselli et al., 2001;Summers and Henfrix, 1991) and intention to quit (Tan and Waheed, 2011). Therefore, determining whether wage has an effect on private security officers' job satisfaction and intention to quit might help practitioners find a way to reduce turnover rate. ...
... Along with all this, wage is related to the attitudes which are of great importance for the effectiveness and efficiency of organizations such as motivation (Rynes et. All., 2004), organizational commitment (Byington and Johnson, 1991), organizational justice (Ay et al., 2018), organizational citizenship behavior (Allen, 2006), job satisfaction (Herzberg, et al., 1957;Young et al., 2014) and intention to quit (Ghiselli, La Lopa, and Bai, 2001). It is also known that wage has an effect on absenteeism (Carraher et al., 2006) and low job performance (Bretz and Thomas, 1992). ...
... Considering the literature review, it is seen that there is research showing the perception of wage level has a negative effect on intention to quit (Ghiselli, La Lopa and Bai, 2001;Summers and Henfrix, 1991). Also, there is a negative correlation between wage satisfaction and intention to quit (Singh and Loncar, 2010;Salleh and Memon, 2015). ...
... However, to achieve the objectives of these policies the organizations will need the support of line managers and their superiors (Hall 1990). Work sharing, provision of adequate resources and additional staff to reduce workloads and encouragement of staff through rewards have to be assessed against managing work flexibly (Ghiselli et al. 2001). ...
... Hobson et al. (2001) have stated that an individual should be able to work from any location at any time to suit his/her commitments. Moreover, according to Ghiselli et al. (2001) entertainment provided within a firm will also help to improve the health of the employees and will be a good strategy for reducing their stress. ...
... Job sharing (Ghiselli et al. 2001), part-time work (Pocock et al. 2004), rewards and child care allowances (Oke et al. 2017), gymnastic facilities (Ghiselli et al. 2001), sports activities (Quinn 1996), low workloads with extended breaks, maternity leave (Nickson et al. 2004) and flexibility of the organizations (Frame and Hartog 2003) are the solutions that will address the consequences of poor WLB that were identified from the literature and validated through the interviews. Additional solutions suggested are increased time made available to spend with the family, trips and get-togethers, restaurant facilities, counselling, meditation and yoga, pets, diary writing, music and dancing, gardening and crying. ...
Job demands compel construction professionals to work longer than what they are contractually obliged to. A study conducted in Africa revealed that most quantity surveyors (QSs) do not have job satisfaction for want of leisure time. Unlike the case of other professionals, there are hardly any studies done on the work life balance (WLB) of QSs despite their significant contribution to the construction industry. Thus, the aim of this study was to investigate the WLB of QSs working in Sri Lanka. A literature survey was first conducted and its findings were validated using 12 expert interviews through which additional information specific to QSs was also gathered. The findings of a questionnaire survey conducted subsequently among 115 professionals were ranked using Factorial ANOVA. WLB of QSs is found to depend on their gender and experience and deadlines is found to be its most influencing factor. Stress is one significant consequence of poor WLB. Yoga and meditation are found to minimize stress and other consequences of poor WLB. Factors affecting WLB can have a high impact on the technical and business cultures of organizations.
... In an organization, what makes an employee leave or intend to leave are always become the big question for any company. Several studies have examined job satisfaction as an antecedent of turnover intentions (for instance, Mobley et al., 1979;Price and Mueller, 1981;Shore and Martin, 1989;Hellman, 1997;Ghiselli et al., 2001;McBey and Karakowsky, 2001). These studies, however, were conducted in the United States and Canada. ...
... Job satisfaction has been repeatedly identified as the main reason why employees leave their jobs (Barak et al., 2001). Many studies (for example, Mobley et al., 1978;Price and Mueller, 1981;Shore and Martin, 1989;Aryee and Wyatt, 1991;Hellman, 1997;Chan and Morrison, 2000;Ghiselli et al., 2001;McBey and Karakowsky, 2001) have reported a significant negative relationship between job satisfaction and intention to leave the organization. Tan (1998) assess job satisfaction and turnover intention of employees in the travel agencies in Malaysia. ...
... The statistical results obtained in this study showed that both forms of job satisfaction (intrinsic and extrinsic satisfaction) have inverse relationship on employees' turnover intentions. This result is consistent with those of previous researchers (for instance, Mobley et al., 1978;Price and Mueller, 1981;Shore and Martin, 1989;Aryee and Wyatt, 1991;Hellman, 1997;Chan and Morrison, 2000;Ghiselli et al., 2001;McBey and Karakowsky, 2001). However it is found that in this research, the intrinsic satisfaction has significantly inverse correlated with turnover intention as compared to the extrinsic satisfaction. ...
Problem statement: The objective of this study were to determine the effect of job satisfaction on turnover intentions among the emplo yees in XYZ Sdn. Bhd, Malaysia. Approach: A total of 32 set of complete questionnaires gather ed from executives and non-executives of a local printing company were involved in the study a nd 32 completed the questionnaires. Using structured questionnaires in a controlled environme nt, the results manage to extract both intrinsic and extrinsic job satisfaction that influences the turnover intention. Results: The statistical results obtained in this study showed that both forms of jo b satisfaction (intrinsic and extrinsic satisfaction) have inverse relationship on employee s' turnover intentions. Conclusion: Eventhough Instrinsic Job Satisfaction have stronge r influence on Turnover Intention. Existence of Extrinstic Job Satisfaction also must be conside r in measuring the intention.
... Staffing issues and high turnover rates are perpetual challenges that firms in the hospitality industry have to face, especially those in the foodservice industry (Sunley, 2006). This is mainly due to the unpleasant working conditions of the industry (Ghiselli, La Lopa, & Bai, 2001). A study of independent restaurants revealed that high employee turnover rates are caused by employees' unrealistic expectations and inability to cope with foodservice operation pressures (Alonso, & O'Neill, 2009). ...
... Upon entry, all five entrepreneurs experienced difficulties coping with their family lives due to the demanding working conditions of the industry (Ghiselli et al., 2001). However, four of them emphasized that having supportive family members was the most important aspect to their success past the entry stage. ...
... Tesone and Ricci's (2005) recommendation was to create more realistic student expectations of the industry toward moderating the high incidence of employee turnover. Ghiselli, La Lopa, and Bai (2001) similarly discovered high hospitality industry employee turnover rates among managers assuaged by appropriate skill and knowledge levels. Their study revealed that over half of those who indicated an intent to leave were considering leaving the industry altogether. ...
... Striking the balance between liberal and vocational student learning outcomes means meshing industry competencies and general education proficiencies that any employer would relish over time with the ultimate goal of human resources self-management, shared organizational planning, and participatory profit sharing. Ghiselli, La Lopa, and Bai (2001) opined that curriculum discussion must be ongoing to reduce employee turnover and combat challenges in the recruitment and retention of quality managers in the hospitality industry. Finally, we must also pause and reconsider the reductive logic that increasingly guides so many curricular decisions. ...
... Often, employees who are dissatisfied with their jobs and perceive this dissatisfaction to be a reflection of the general working conditions in an industry will attempt to change careers. Several studies (Gunlu et al, 2009; Ghiselli et al, 2001) have been undertaken to establish the link between job satisfaction and career decisions of hospitality employees. Ghiselli et al, (2001), studied satisfaction and turnover intent among foodservice managers and found that satisfaction plays a major part in managers' career change intentions. ...
... Several studies (Gunlu et al, 2009; Ghiselli et al, 2001) have been undertaken to establish the link between job satisfaction and career decisions of hospitality employees. Ghiselli et al, (2001), studied satisfaction and turnover intent among foodservice managers and found that satisfaction plays a major part in managers' career change intentions. Another study conducted by Tutuncu and Kozak (2007) also established that overall job satisfaction levels influence employees' decisions to build careers in the hotel industry. ...
In the recent past, there has been an influx of hospitality management university graduate employees into non hospitality organizations in Kenya. However, the main causes of this career change have not been examined. This study thus intended to investigate career change intentions of hospitality management graduates of Maseno University. The employees sampling frame consisted of employees who graduated from Maseno University in the years 2005 to 2010. Snowballing sampling was used to identify 150 representatives. The findings indicated that some graduates would like to build permanent careers outside the hospitality industry.
... Nevertheless, among all the possible factors affecting job satisfaction, most studies classify factors such as work environment and coworker relationships as the most influential factors affecting job satisfaction (Cranny, Smith, and Stone, 1992; Robbins, 2003). Moreover, other studies have confirmed that salary level has a significantly positive effect on organizational commitment (Folger and Konovsky, 1989), as well as on turnover intention (Ghiselli, La, and Bai, 2001; Summers and Henfrix, 1991). It is apparent that the effect of work environment, salary level, and coworker relationships are important to turnover intention. ...
... As a result, salary management becomes even more important in human resource management. Greenberg (1990), Ghiselli, La Lopa and Bai (2001) suggested that most employees will choose to leave when the organization lowers their salaries. Folger and Konovsky (1989) pointed out that the salary level significantly affects the employees' organizational commitment, which in turn, has a significant effect on turnover intention. ...
This study used linear structural modeling to explore the factors affecting the turnover intention of hotel employees in Taiwan. A total of 400 questionnaires were distributed to hotel employees. Among these, 350 were valid samples, a valid return rate of 87.50%. The empirical results showed that (1) more harmonious coworker relationships between hotel employees and a higher level of satisfaction regarding their work environment have a significantly positive effect on job satisfaction; (2) a higher level of organizational commitment among hotel employees has a significantly negative effect on turnover intention; (3) the direct effect of employee job satisfaction and salary level on turnover intention has not reached a significant level. Nevertheless, the two factors have indirect negative effects on turnover intention.
... To manage employee satisfaction, the company must meet their needs and desires. (Ghiselli et al., 2011). In order to improve employee retention, a satisfaction survey (which includes variables such as compensation, supervision, coworkers, advancement opportunities, and the work itself) is commonly employed. ...
... Past studies have shown that the impact of technology on kitchen practice is not generally seen as benign but has been associated with chef attrition rates, changed the occupational culture (i.e., job-hopping), and diminished opportunities for creativity to nourish in the menu development process (Fine, 2008(Fine, , 2006Fraser & Lyon, 2018;Robinson & Barron, 2007;Robinson & Beesley, 2010). On the other cases, despite a long-debated controversy within the chef profession field, which has recapitulation; resembled a job of low repute, underpaid, and loaded with unattractive work conditions (Ghiselli et al., 2001;Pratten, 2003a), gender inequality (Albors Garrigos et al., 2020;Kiester, 2016), hostile work environment (Jung & Yoon, 2018;Mathisen et al., 2011;Murray-Gibbons & Gibbons, 2007) with a solid propensity to manifest violent and abusive behaviours (Bloisi & Hoel, 2008;Smith et al., 2021), packed with tedious and repetitive chores (Lee-Ross, 1999;Robinson et al., 2014). These traits, therefore, might loop the negative connotations for chefs to cultivate and disperse their creativity in developing innovative cuisines. ...
Creativity studies have progressed over time to become more accessible and diverse in conceptualising the depth of creativity. Although the concept of creativity has been widely explored in various fields of study, there is still a lack of empirical evidence and suggestion on how the chefs initialised their creative thought process into an organised pattern when creating novel dishes. This paper introduces a new conceptual framework that elucidates chefs’ creativity in utilising Malaysian local herbs (MLH) to develop modern Malaysian cuisine (MMC). It attempts to integrate Amabile's theory of creativity within Horng and Hu's model, suggesting that both theory and model can be integrated into a new framework of the chef's creative process of new culinary innovative product development. The development of this creative process framework offers the potential to depict creativity systemically. It implies that creativity can also be implemented into organised thinking, although it is debatably viewed as ‘subjectivity’ by many scholars. The proposed new framework feasibly fosters creativity in organisations and industrial uses, as creativity is seen as a survival skill-set in today's economy and society.
... As mentioned before, several factors influence turnover intentions, such as low salary, inflexible working hours, and low career advancement opportunities. Besides those factors, another factor influencing turnover intentions is job satisfaction (Ghiselli et al., 2001). Job satisfaction involves dimensions of the job itself, salary, and promotion opportunities. ...
This study aims to examine the effect of Organizational Justice on Turnover Intention at PT. Tiga Serangkai Pustaka Mandiri in Sumatra regional office, either directly or through Job Satisfaction as a mediating variable. The study used a survey research design by distributing questionnaires to 101 employees. This study measures Organizational Justice as an independent variable, Job Satisfaction as a mediating variable, and Turnover Intention as the dependent variable. The data was analyzed by PLS-SEM with the SmartPLS 3.0 software tool. The results showed that organizational justice has a negative and significant effect on employees' turnover intention, either directly or through Job Satisfaction. In addition, this study found that job satisfaction can explain the impact of organizational justice on the employees’ turnover intentions of PT. Tiga Serangkai Pustaka Mandiri in Sumatra regional office.
... The finding that employees' job satisfaction negatively effects their intention to leave their organization is matching with the studies of Ghiselli et al. (2001), Karatepe et al. (2006), Yang (2008), Hatipoğlu et al. (2013, p. 64), Marshall et al. (2015), Dusek et al. (2016) and Holston-Okae (2018) in the tourism sector. ...
Abstract:
Turkey is one of the major global tourism markets. Recent research reveals that the employees of the Turkish tourism sector are dissatisfied with their jobs and employee turnover rates of the sector are very high, even higher than other sectors. Employee job satisfaction and retention are crucial challenges that face the tourism sector success and therefore they are in the focus of scholar interest. This study proposes to investigate the extent to which employees’ intention to leave the organization are related to the job satisfaction and perceived passive leadership behaviors. As a result of the research conducted with 472 employees in the tourism sector in Istanbul, it was determined that the perceived passive leadership behaviors of the managers decreased employees’ job satisfaction and increased their intention to leave. It was also found that job satisfaction has a partial mediating effect between perceived passive leadership and intention to leave.
Keywords: Intention to leave, Job satisfaction, Passive leadership, Laissez-faire leadership, Passive management by exception leadership.
Öz:
Türkiye, dünyanın en büyük turizm pazarlarından biridir. Son zamanlarda yapılan araştırmalar, Türk turizm sektörü çalışanlarının işlerinden tatmin olmadıklarını ve sektörde işgücü devir oranlarının çok yüksek, hatta diğer sektörlere göre daha yüksek olduğunu ortaya koymaktadırlar. Çalışanların iş tatmini ve elde tutulması, turizm sektörü başarısının karşı karşıya olduğu çok önemli zorluklardır ve bu nedenle bilim adamlarının ilgi odağında yer almaktadırlar. Bu çalışma, çalışanların örgütten ayrılma niyetlerinin iş tatmini ve algılanan pasif liderlik davranışları ile ne ölçüde ilişkili olduğunu araştırmayı amaçlamaktadır. İstanbul’da turizm sektöründe 472 çalışan ile yapılan araştırma sonucunda yöneticilerin algılanan pasif liderlik davranışlarının çalışanların iş tatminlerini azalttığı ve işten ayrılma niyetlerini artırdığı ortaya koyulmaktadır. Araştırma sonuçları aynı zamanda algılanan pasif liderlik ile işten ayrılma niyeti arasında iş tatmininin kısmi aracılık etkisi olduğunu da ortaya koymaktadır.
Anahtar kelimeler: İşten ayrılma niyeti, İş tatmini, Pasif liderlik, Laissez-faire liderlik, İstisna ile yönetim pasif liderlik.
... Job satisfaction increases when work characteristics (e.g. autonomy, diversity, job description, feedback and friendship relations) overlap with the demands of employees (Ghiselli et al., 2001) to create a positive emotional state or satisfaction due to an employee's work or evaluation of work experience. This depends on the positive emotions employees feel now and in the past (Brown and Peterson, 1993). ...
Purpose
This empirical study explored how tourist incivility, job stress and job satisfaction affect tourist guides' vocational commitment.
Design/methodology/approach
Data were collected via a questionnaire on a convenience sample of tourist guides during February–March 2018. A total of 172 valid questionnaires were collected, of which 100 were online and 72 face-to-face. The hypotheses were tested through multiple regression analyses.
Findings
The results show that job stress reduces both the affective and normative commitment of tourist guides whereas tourist incivility only reduces their normative commitment. The results also show that job satisfaction increases their affective commitment.
Practical implications
The results show that vocational commitment of tourist guides can be strengthened when job stresses are reduced, they are faced with less incivil behaviors and job satisfaction increases. Tour operators and travel agency managers can implement managerial practices that will reduce the job stress of tourist guides and increase job satisfaction. At the same time, it can be ensured that tourist guides develop a positive attitude toward their profession by supporting the legalization and implementation of regulations that protect from incivil tourist behavior.
Originality/value
Although both job stress and job satisfaction have received past research attention, no research has studied them in an integrated form with tourist incivility and vocational commitments of tourist guides. In this study, it is predicted that tourist incivility and job stress both affect the job satisfaction and vocational commitment of tourist guides. Conducting such a study of tourist guiding is important because the literature survey reveals that only very limited research has been done into the work of this profession.
... Literature says that unsatisfied employees are difficult to retain. The employees, no matter whatever their gender is, look forward to switch their jobs if they are not satisfied with their job (Ghiselli et al., 2001). ...
The findings of this research study is constructed depending the role of women in Islamic Banking industry of Pakistan. It has been conducted with an objective to determine the contrast of leadership opportunities, gender differences, working condition, employee performance with Job Satisfaction. The data has been collected from 200 male and female participants, representing the Islamic Banking Sector of Pakistan (Meezan Bank, Dubai Islamic Bank and Bank Islami). The result of the research shows a positive association in the selected dependent and independent variables. The study result further supports that in the current scenario the male gender participation for authoritative and leadership position is comparatively high as paralleled to female in the Pakistani Islamic Banking Sector of Pakistan. Further, it reveals that male working employees in the Islamic banking sector of Pakistan are far more satisfied as compared to female working participants. The result has reflected that the constructed model is significant (at the p < 0.001 level). The findings of this particular study possibly may assist the upper management to revisit their working environment policies and practices to consider females as equally responsible for challenging leadership roles, providing career path opportunities, and to promote Equal Employment Opportunities (EEO) in organizations.
... İş tatmininin öncüllerinden biri olan aşırı iş yükünün iş tatminini aksi yönde ve anlamlı bir şekilde etkilediği (Zeytinoğlu vd., 2007), iş tatmininin de işten ayrılma niyetini aksi yönde ve anlamlı bir şekilde etkilediği (Price & Mueller, 1981;Shore & Martin, 1989;Aryee, Wyatt & Min, 1991;Chan & Morrison, 2000;Ghiselli, Lopa, & Bai, 2001;McBey & Karakowsky, 2001;Lam, Zhang & Baum, 2001;Amah, 2009) çalışmalar bulunmaktadır. İş tatmininin ilişkili olduğu değişkenlerden biri de birey ile örgüt değerlerinin uyumunu temsil eden kişi-örgüt uyumudur (Boxx, Odom, & Dunn, 1991;Vancouver & Schmitt, 1991;Bretz & Judge, 1994;Kristof-Brown, 1996;Silverthorne, 2004;Sims & Kroeck, 1994). ...
... Researchers have also pointed out that recruitment and retention problems are not always about pay [24] cited in page383, [29], [36] ; specially, when the very existence of the BPO industry hinges on cost effective solutions. Fundamentally, the recruitment and retention of qualified staff is about matching job characteristics with peoples' motivation and satisfaction [14], [17], [20], [24] page 38, [35]. It is argued that, key talent can be retained by using effective recruitment practices to hire the right people, running an effective orientation process, integrating new employees quickly, meeting staff expectations, appointing exceptional managers, promoting staff development, having a clear policy on pay and promoting a good work-life balance [1], [28]. ...
Employee retention has become one of the biggest challenges that organizations and HR professionals face in the contemporary business environment. The platform for such investigation is significant to the business process outsourcing industry. A revolution in itiated through consistent improvements in the infrastructure of communications and technologies had enabled firms to recruit large band of talented individuals across boarders seeking cost arbitrage. The rise in global demand for ICT-ITeS exports/the business process outsourcing (BPO) sector has only recently been recognized, as a key driver for Bangladesh's growth in the future. The industry provides opportunity to younger population coming from middle-class background. Therefore, author investigates4 BPO firms (ServicEngine BPO, Legato Service Ltd., Virgo Call Center Services Limited and Dhaka Calls Limited) to pursue this specific research. The companies claim that their retention policies are robust and working well to counter th e turnover issue, and therefore give a proper insight into the factors enabling retention. This study intends on inspecting the topic from various viewpoints as turnover and retention is treated as opposite side of the same coin. Moreover, non-monetary factors are given preference over monetary ones due to the limitations that the industry entails. Numerous literatures had been scrutinized to identifying the factors that are involved in provoking employees' intention to leave a firm and then identify the critical retention factors that could help reverse such effect.
... This is reinforced by the results of a survey at one retail company in Purwokerto which also showed a high turnover rate, shown in table 1. Harnoto (Sianipar & Haryanti, 2014) states that turnover intentions are characterized by various things involving increased absenteeism, being lazy to work, increasing violations of work order, increasing protests against superiors and positive behavior that is very different from usual. According to Ghiselli, Lopa, and Bai (2001), the most important construction in trying to understand turnover is job satisfaction. As stated by Hom and Griffeth (1995), the relationship between satisfaction and absence is weaker than the relationship job satisfaction and intention to move. ...
Employee turnover is a classic problem that is often faced by entrepreneurs. The behavior of employees who move from one company to another can be an indication of employee dissatisfaction with the company and the lack of good relations between employees and the company. Social support can increase the likelihood that employees will be tied to work as social support can help individuals overcome work problems. The sample of this research was 274 retail company sales employees in Purwokerto. Data were collected using the work satisfaction scale, psychological contract scale, and turnover intention questionnaire. The results showed that there was no effect on job satisfaction and Psychological contracts on Turnover Intention by using social support as a mediating variable, VAF was less than 20%. While the relationship between psychological contracts and turnover intention is significant.
... The explained variance of construct is measured by AVI (average variance extracted), as it's the square root of the average variance extracted that should be larger than the correlation of the construct along with any of the other constructs [67]. The square roots of the average variance extracted are not very high, but they are greater than the correlation of the variables, that is confirming construct validity [68][69][70] (Table 4). ...
Having committed employees is beneficent and sometimes essential for an organization. The current study investigates the mediating role of the job satisfaction in the relationship between authentic leadership and the organizational commitment. The participants of this study were 300 job holders working in different industries in Lahore, Pakistan. The Hayes’s Process showed full mediation. In this study, factor analysis (EFA/CFA) was conducted and different dimensions of all variables were witnessed, 3 new dimensions of organizational commitment and authentic leadership and job satisfaction become unidimensional by deleting a few items. The results of the factor analysis study also support the proposed hypotheses of the study. Moreover, the job satisfaction is better predictor of organizational commitment. When the leaders are authentic and well behaved with their employees, they become more satisfied and want to stay with the organization in future.
... Additionally, previous studies have identified that unfavorable working conditions of the service industry have caused significant employee retention issues (Ghiselli, La Lopa, & Bai, 2001). The issue was displayed among kitchen employees in Malaysian hotels, whereby younger employees with lesser industry exposure had high tendencies to leave their posts (Abdullah et al., 2009). ...
Hotel restaurants are of great importance in hotels, and the factors for this have so far been considerably understudied. This study investigated the challenges and critical success factors (CSFs) of restaurants owned and operated by five-star luxury hotels in Klang Valley, Malaysia. Four exemplar hotels were studied and 10 respondents responsible for hotel restaurants’ planning and operations were sampled in this multiple case study approach. A total of 13 challenges were identified, and thematic analysis found 10 common CSFs crucial to hotel restaurants. Among the 10 CSFs, 2 distinctive CSFs were identified playing exceptional roles, including: (1) the inseparable linkage between hotel restaurants and support centers, as well as (2) the inseparable linkage between hotel restaurants and revenue streams. Moreover, this study broadened the retrospective understanding of the term “inseparability” in service organizations, and also contributed several implications for hotel restaurant managers to incorporate into their businesses.
... Previous studies have posited that job satisfaction may be viewed as an attraction or reward that is valued by employees (Gupta & Jenkins, 1984;Yang, 2010). Determinants of employee job satisfaction have been examined in various foodservice and other hospitality industry settings (Deery & Jago, 2015;Ghiselli, La Lopa, & Bai, 2001;Liming, 2009;Wong, Siu, & Tsang, 1999). Positive outcomes on job satisfaction have been shown to include increased employee productivity, increased employee performance, greater organizational commitment, and lower turnover intention (Arnett, Laverie, & Mclane, 2002;Kim, Leong, & Lee, 2004;Yang, 2010). ...
This study explored the relationship between employment in the foodservice industry and higher risk of alcohol consumption, with consideration to job satisfaction and job escapism. A mixed method approach was used to examine whether a correlation exists between employment in the foodservice industry and a higher risk for heavy alcohol use. Job dissatisfaction was cited as a motivation for drinking as compared to those working individuals employed in industries other than foodservice. The interviews and survey confirmed the hypothesis that workers in the foodservice industry would report higher alcohol consumption than their colleagues in other sectors, concluded foodservice workers experience low levels of job satisfaction relative to non-foodservice employees, and revealed job dissatisfaction and job escapism are related to heavy alcohol consumption among foodservice workers.
... A literature review shows that managers' job satisfaction is similar to that of workers in terms of reasons. Expectation-outcome matches (Khare and Kamalian 2017), gender (Baral 2016), age and education level (Ghiselli et al. 2001), pay and promotion issues (Koh and El'Fred 2001), and empowerment (Katsikea et al. 2011), are effective on managers' job satisfaction. Beside this fact, managers also infer a greater job satisfaction provided that they have satisfactory relationships with their superiors and inferiors (Chandraiah et al. 2003), and perceive that there is justice within the business context (Djukic et al. 2017). ...
... The use of inter-departmental workshops that promote active communication between departments, and cross-functional training for both non-supervisory and supervisory employees may help to alleviate the detrimental effect of role stress perceived by supervisory employees. As early studies (e.g., Brymer et al., 1991;Zohar, 1994) argued, a close attention should be paid to the issue of managerial stress, since unsatisfied managers may easily quit the job and managerial turnover may cause much serious problems on businesses (Ghiselli et al., 2001). ...
Purpose
The purpose of this study is to explore the moderating effects of gender and income on the relationship between leadership style and quality of work life (QWL). This study provides meaningful implications for the hospitality industry in terms of gender and income between leadership and QWL.
Design/methodology/approach
Data are collected from five-star hotel employees (n = 443) in Turkey. The hypotheses are tested using hierarchical linear regression. The independent and dependent variables used to test the hypotheses involving the dependent variable of QWL are centered prior to the empirical analysis to avoid potential multicollinearity.
Findings
Transformational and transactional leadership styles were significant predictors of QWL, controlling for the demographic variables (i.e. age, employment statistics and education level), but gender and income were not significant antecedents of QWL. When it comes to the interaction effect of leadership styles and gender, gender showed a statistically significant moderating effect between transformational leadership and QWL, but not between transactional leadership and QWL. Income had a statistically significant moderating effect between both leadership styles and QWL.
Practical implications
The findings of the study potentially affect hotel management by identifying the moderating effect of gender and income of the employees and demonstrating how quality of life of the employees can be improved by leadership styles of managers.
Originality/value
Previous literature has addressed the issue of leadership and its outcomes. However, there has been limited research on examining the relationship among gender, income, leadership style and QWL in the case of hospitality management.
... Research into hospitality employee turnover has shown length of service, age and gender to be moderating variables (Ghiselli et al., 2001). As such, they are examined in this research. ...
Purpose
Augmenting employees’ commitment is of important interest to hospitality managers, particularly in the branded restaurant industry where the workforce is often transient. This paper aims to identify and analyse if levels of personal motivation and flow are drivers of commitment, and if the relationship between the variables is moderated by length of service, age and gender.
Design/methodology/approach
The study is a large-scale empirical investigation of hospitality staff in the UK branded restaurants through 1,133 survey responses, measuring levels of personal motivation, flow and commitment, as well as the moderating effects of multi-group differences among age, gender and length of service. Partial least square structural equation modelling (PLS-SEM) is used for analysis of data.
Findings
Using PLS-SEM found personal motivation to be important in determining employees’ level of flow and, in turn, employees’ commitment. Using multi group analysis, results revealed that relationship among personal motivation, flow and commitment played superior role for older employees and working for a long time in a hospitality organisation than those younger and working less than five years. No significant differences between male and female staff are found.
Research limitations/implications
Through finding flow and personal motivations to be drivers of commitment, branded restaurant practitioners can focus on emphasising these elements in their employees to increase commitment. Further, part-time roles are often taken by people likely to be non-committal in their job needs, e.g. students funding their studies. By focussing on extending lengths of service to meet the optimum years identified, managers can fortify their businesses.
Originality/value
The paper is one of few large-scale quantitative studies to examine personal motivation, flow and commitment in the context of UK branded restaurants. It identifies that employees exhibit higher levels of commitment through intrinsic values over time, and establishes relationships between the constructs of flow, personal motivation and commitment.
... The Flinders FSSQFSAC was designed to be self-administered via an online survey tool 'SurveyMonkey' (26). The initial version of the questionnaire, before pilot testing and feedback from the expert panel, utilised a five-point Likert scale (1=very dissatisfied; 5=very satisfied) based on the Minnesota Satisfaction Questionnaire (27), which is widely used in different population groups (28)(29)(30)(31). The meaning of each of these responses was clarified at the start of the Flinders FSSQFSAC to add validity and reliability to the scale (32). ...
Background
Food service staff are integral to delivery of quality food in aged care homes yet measurement of their satisfaction is unable to be performed due to an absence of a valid and reliable questionnaire. The aim of this study was to develop and perform psychometric testing for a new Food Service Satisfaction Questionnaire developed in Australia specifically for use by food service staff working in residential aged care homes (Flinders FSSQFSAC). MethodsA mixed methods design utilizing both a qualitative (in-depth interviews, focus groups) and a quantitative approach (cross sectional survey) was used. Content validity was determined from focus groups and interviews with food service staff currently working in aged care homes, related questionnaires from the literature and consultation with an expert panel. The questionnaire was tested for construct validity and internal consistency using data from food service staff currently working in aged care homes that responded to an electronic invitation circulated to Australian aged care homes using a national database of email addresses. Construct validity was tested via principle components analysis and internal consistency through Cronbach’s alpha. Temporal stability of the questionnaire was determined from food service staff undertaking the Flinders FSSQFSAC on two occasions, two weeks apart, and analysed using Pearson’s correlations. ResultsContent validity for the Flinders FSSQFSAC was established from a panel of experts and stakeholders. Principle components analysis revealed food service staff satisfaction was represented by 61-items divided into eight domains: job satisfaction (α=0.832), food quality (α=0.871), staff training (α=0.922), consultation (α=0.840), eating environment (α=0.777), reliability (α=0.695), family expectations (α=0.781) and resident relationships (α=0.429), establishing construct validity in all domains, and internal consistency in all (α>0.5) except for “resident relationships” (α=0.429). Test-retest reliability coefficients ranged from 0.276 to 0.826 dependent on domain, with test-retest reliability established in seven domains at r>0.4; an exception was “reliability” at r=0.276. Conclusions
The newly developed Flinders FSSQFSAC has acceptable validity and reliability and thereby the potential to measure satisfaction of food service staff working in residential aged care homes, identify areas for strategic change, measure improvements and in turn, improve the satisfaction and quality of life of both food service staff and residents of aged care homes.
... Concerns about human resources were frequently raised by the focal firms with restaurants in their supply chain. The low status of jobs in the food service industry means that staff turnover Baş et al., 2007; Ghiselli et al., 2001; Wildes, 2005). Therefore, it is very difficult for franchisees to establish strong staff teams in a restaurant. ...
Purpose
The purpose of this paper is to propose a food supply chain (SC) integrity framework in the context of halal food.
Design/methodology/approach
This paper provides a discussion on the development of food SC integrity framework using triangulation of interviews’ insights with literature.
Findings
Current industry practices such as standards have not been sufficient in embracing the concept of food SC integrity. As the food SC is complex, food SC integrity framework is proposed as a solution. This paper proposes food SC integrity framework for halal food. It consists of four dimensions, namely: raw material, production, service, and information integrity. In addition, key elements for each dimension are derived from the interviews’ insights.
Research limitations/implications
The framework provides the evidence that the safeguarding of halal food integrity does not rely solely on certification; but it requires an extensive effort beyond certification.
Practical implications
Safeguarding of food integrity should involve all stages and actors of the SC. Religious standards should incorporate SC integrity profiling through a controlling mechanism to promote higher food product integrity.
Originality/value
Food SC integrity framework is important to religious food as it plays a significant role to the population. This study contributes to a newly developed SC integrity framework in the context of halal food.
... These perceptions can be either positive or negative, the latter of which have been reported extensively (Lo and Lamm, 2005;Wildes, 2005;Martin et al., 2006). These include the long and unsocial working hours, unclear career progression paths, low salaries, emotional labor, stress and burnout, seasonality, the physical nature of the work, autocratic management styles and the continual need to provide quality service via specific behaviors (Ghiselli et al., 2001;Baum, 2002;Lo and Lamm, 2005;Wildes, 2005;Martin et al., 2006;Zopiatis et al., 2014b). This situation not only influences the individual's career choice decision but also will impact employee satisfaction (Kim et al., 2005;Karatepe and Sokmen, 2006;Yang, 2010). ...
Purpose
This study aims to examine the association between the elements which influence the career decision-making process of tenured hospitality employees and their existing level of career satisfaction (CSat) and future intention.
Design/methodology/approach
Adopting a quantitative approach, a questionnaire survey collected data from 564 individuals working as full-time employees at all levels of the hierarchy in four- and five-star hotel establishments in Cyprus. Structural equation modeling analysis, preceded by exploratory factor analysis, was utilized to assess the constructs’ relationships and address the postulated hypotheses.
Findings
The results suggest that accurate job-person fit, reflective career awareness and the individuals’ pragmatic occupational perceptions, positively influence their CSat and, subsequently, strengthen their intention to remain and progress within the industry.
Research limitations/implications
The study’s setting, the Cyprus hospitality industry, a Mediterranean seasonal destination with unique operational characteristics, may limit the generalizability of the findings to business environments in other regions.
Practical implications
Insights are of interest and value to stakeholders, including academic scholars wishing to build on this investigation, industry professionals striving to revitalize interest toward relevant professions, career counselors’ vocational decision guidance tactics and strategies and individuals envisioning a prosperous hospitality career.
Originality/value
The paper enhances and enriches our conceptual knowledge of a relatively barren landscape, investigating the behavior of mature employees’ choice of a hospitality career.
... Frontline service positions, however, are characterized by long working hours, irregular work schedules, high turnover levels, holiday work, split-shifts and relatively low pay (Kim et al., 2007;Mulvaney et al., 2007;Pienaar and Willemse, 2008;Dawson et al., 2011;Wan and Chan, 2013;Qiu et al., 2015;Zhao and Ghiselli, 2016). Tourism and hospitality staff spend considerable amounts of personal time, resources and efforts improving job performance and service quality, but often have difficulty balancing work duties and family demands (Ghiselli et al., 2001;Cleveland et al., 2007;Zhao et al., 2011). The interaction between work and family has thus become a critical issue in tourism and hospitality management. ...
Purpose
This review aims to summarize previous research on work–family relationships in the tourism and hospitality contexts. It then integrates the various approaches into a holistic model and identifies important areas for future research.
Design/methodology/approach
Over 150 research papers from the past 20 years were retrieved from Elsevier Science Direct, SAGE, Emerald, Taylor & Francis and EBSCOHost. In total, 77 papers reporting empirical research were analyzed in terms of concepts, theories, antecedents, consequences and methods.
Findings
The major findings on work and family issues in the tourism and hospitality contexts were synthesized. Critical topics for future research were identified. A holistic model of the factors that affect work and family was developed to improve the consistency of future research.
Research limitations/implications
An overview of work–family studies will provide a solid research background to tourism and hospitality faculty members and graduate students who are considering research in this area. This paper is a general review of previous research, and the review focus is relatively global.
Originality/value
This paper is the first comprehensive summary and narrative review of work and family studies in tourism and hospitality.
... Research (Ghiselli, La Lopa, & Bai, 2001) has shown that in the hospitality industry, the salary and benefits package is one of the most prevalent reasons employees leave an organization. In previous work, Pizam and Ellis (1999) found a company's approach to compensating (in terms of monetary and non-monetary benefits) their employees has an impact on turnover intention. ...
As the United States approaches mid-2016, seats throughout the Executive, Judicial, and Legislative branches of the federal government are in play. As Republicans and Democrats fight for control, the docket of debatable topics continues to grow. One issue in particular, employee compensation, continues to be one of the most popular in both state and federal level politics.
... Nevertheless, among all the possible factors affecting turnover intentions, most studies classify factors such as work environment and coworker friendliness as the most influential factors affecting turnover intentions (Cranny et al., 1992; Robbins, 2003). Moreover, other studies have confirmed that salary level has a significantly positive effect on organizational commitment (Folger and Konovsky, 1989), as well as on turnover intention (Ghiselli et al., 2001; Summers and Henfrix, 1991). Based on these functional values of WF, previous empirical research in psychology, sociology, and management commonly revealed that WF can influence employees' work-related attitudes, intentions, and behaviors such as job satisfaction, organizational citizenship behavior (OCB), job performance, turnover intention, and absenteeism (Riordan and Griffeth, 1995; Ross, 1997). ...
Due to the significance of friendliness in any workplace, and the imperative need of
hospitality educators to communicate effectively with all employees in the work
environment, this study examined the relationship among workplace friendliness,
work commitment, and intention to leave. The population of the study included all
staff members working in different departments in governmental faculties of Tourism
and Hotels in Egypt. The overall pattern in the relationships between the variables
measured, suggested that friendliness at work do have a significant influence on the
determined organizational outcomes. The outcomes of this study, when correlated to
the review of literature, raised major recommendations that have to be directed to staff
members in all faculties of Tourism and Hotels.
Objetivo: Esta investigación tuvo como finalidad analizar los motivos que incidieron en la rotación del personal en una empresa de alimentos colombiana para la mejora en el reclutamiento y retención de los empleados. Método: Se desarrolló un estudio descriptivo, longitudinal, retrospectivo y transversal de enfoque mixto, donde para la recopilación de la información se aplicaron las técnicas de la entrevista semiestructurada y la encuesta. Resultados: se encontró que los motivos de mayor influencia en la rotación de personal según la empresa corresponden al tipo de vinculación laboral y al cargo; y según los desvinculados a la carga de trabajo, salario, horarios laborales, desmotivación, insatisfacción y oportunidad de ascenso. Conclusiones: Se constituye la satisfacción y el tipo de contratación como aquellas dimensiones a tener en cuenta para minimizar la rotación de personal y generar un mejor bienestar.Palabras clave:Condiciones de trabajo; Índice de rotación de personal; Motivación laboral; Recursos humanos; Satisfacción laboral.Clasificación JEL:M54, J63
Background:
COVID-19 challenged and brought turmoil to the healthcare workers' mental and psychological well-being. Specifically, they are feeling tremendous pressure and many of them worry about their work conditions and even intent to leave them. In this situation, it is of utmost for them to satisfied their lives during the challenging situation.
Objective:
This paper explores the relationship of life satisfaction with an important aspect of healthcare workers' turnover intention during the COVID-19 pandemic. It was hypothesized that this relationship would be mediated by trust climate, and this mediation association would be stronger when workers experience job embeddedness in the workplace.
Methods:
Survey data were collected from the 520 healthcare workers. A moderated mediation examination was employed to test the hypotheses.
Results:
Results revealed that life satisfaction is positively related to a trusting climate that, in turn, is negatively related to workers' turnover intention. Moreover, the association between life satisfaction and turnover intention was moderated by job embeddedness.
Conclusions:
Focusing on improving healthcare workers' job embeddedness and increasing their trust climate might enhance life satisfaction and reduce turnover intention. The implications of the findings are also discussed for research and practice.
Bu araştırma, yiyecek-içecek işletmeleri çalışanlarının iş yaşamındaki sorunlarını tespit etmek üzere tasarlanmıştır. Araştırmanın temel amacı, ilgili konuya dikkat çekmek ve turizm yazınına katkı sunmaktır. Araştırmanın nüfusu, Şırnak şehir merkezinde faaliyet gösteren yiyecek-içecek işletmeleri çalışanlarıdır. Araştırma verisi, anket aracılığıyla ve 15 Ekim-9 Kasım 2018 tarihleri arasında toplanmıştır. Araştırmada olasılık dışı örnekleme yöntemlerinden amaçlı örnekleme kullanılmıştır. Toplamda 169 adet kullanılabilir anket elde edilmiştir. Araştırmada, tek madde dağılımlarının incelenmesi için frekans analizi ve merkezi eğilim için ortalama puanlar kullanılmıştır. Her madde için tek değişkenli dağılımların yanı sıra, katılımcıların genel sorunlarını belirlemek için özet indeksler geliştirilmiştir. Ayrıca özet indeksler, ordinal ölçümün her bir düzeyindeki genel frekans dağılımı puanlarını sağlamak amacıyla hesaplanmıştır. Yapılan analiz sonucunda, katılımcıların sorunları orta sıklıkta yaşadığı tespit edilmiştir. Araştırma sonuçları, benzer konudaki araştırma sonuçlarıyla paralellik göstermektedir. Yöneticilerin, mutlu bir çalışma ortamı yaratmak için, çalışanlarının sorunlarının üzerine gitmesi önem arz etmektedir. Araştırma, yiyecek-içecek çalışanlarının sorunlarını göz ardı eden yazına katkı ve yiyecek-içecek işletmeleri yöneticilerine karar destek zemini sunması bakımından değerlidir.
The purpose of this study was to examine the impacts of psychological capital on workplace outcomes of ethnic minority employees in the foodservice industry. Guided by the social exchange theory and the equity theory, this study developed and tested a survey instrument and collected 407 valid responses through an online survey. Results of the structural equation model analysis confirmed the positive impact of psychological capital on work engagement and workplace happiness, and their further impacts on job satisfaction and commitment. The results of multi-group comparisons showed differences between salaried and hourly employees. For individuals holding salaried positions, it was work engagement, rather than psychological capital, that affected their workplace happiness. For hourly employees, although psychological capital influenced their work engagement and workplace happiness, their work engagement and work happiness remain unrelated. Based on the findings, this study offered practical implications on how to enhance psychological capital for ethnic minority employees.
The paper examined the impact of business environment on the entrepreneurial performance of bottled water companies in Nigeria. Literature on the business environment and entrepreneurial performance in Nigeria is also presented. Second, on the basis of a sample of 3 bottled water companies with a sample size of 105, a questionnaire was developed to gather information from respondents, using a correlation analysis, the collected and analysed data. In conjunction with measures such as productivity and customer satisfaction, dimensions such as the internal environment and the external environment include a moderating variable which is organizationally structured to capture all aspects of the model. The study found that the internal environment, a proxy for business environments, shows a positive and significant relationship with productivity as the best measure for the environment in bottled water companies in Port Harcourt, and the external environment shows a positive and meaningful relationship with productivity as the best measure for the environment in bottled water companies in Port Harcourt It is recommended that, as far as possible, the management of Bottled Water companies should provide employees with an attractive working environment and provide opportunities for development to enhance employee career growth and make them satisfied to remain in the organization and plan strategically for changes to the external environment. The study concluded that there was an impact on entrepreneurial performance on the external business environment, political, economic, technological and socio-cultural, etc. To identify opportunities and threats to their company and organization, organizations should therefore understand the implications of the entrepreneurial performance of their business activities. KEYWORDS: Business Environment, Internal environment, external environment, Entrepreneurial performance, Bottle water companies
Through utilizing a mixed-method approach, this study critically reviews and synthesis work-family research in the hospitality contexts. Academic research on work and family relationships of hospitality employees has developed over the last 20 years, and findings have been inconsistent. The present study provides an up-to-date assessment of work-family research in hospitality occupations. First, a narrative literature review identified research progress and trends in terms of publication outlets, research methods, participants, contexts, theories, and terminology. Second, meta-analytic techniques were used to describe the relationships between work-family conflict and some factors that affect it. Both consistent and conflicting information were identified. Work-family conflict significantly relates to employees’ work, family and life attitudes. However, there is no evidence indicating that work-family conflicts vary across demographic groups of employees. Managers in hospitality organizations should notice individually specific work-family episodes of their subordinates and take appropriate actions to provide assistance. This is one of the first studies in tourism and hospitality that offers a synthesis of work-family research in hospitality. It offers specific discussions related to theoretical and practical implications. Suggestions for future research are also provided.
Due to the nature of the interaction between gamblers and gaming company employees, casino operations are particularly vulnerable to excessive staff turnover. This study investigated the intrinsic, extrinsic, and general factors of employee job satisfaction and their influences on the intent to leave employment among casino operation employees. The results show that both high job satisfaction as well as significant job dissatisfaction exist within the organization. Of the variables examined, age and department worked were the factors that significantly influenced their intent to leave. This study revealed the casino employees’ primary reasons for leaving their jobs.
India’s steel sector has experienced high employee turnover in the last couple of years due to the complex business environment, such as market competition, technology up-gradation, changes in business process, and management practices. This study is first of its kind in Indian literature to address the influence of employee morale on turnover intention in the context of the Indian steel industry. The study uses statistical software packages such as SmartPLS 2.0 and IBM SPSS 20 to analyze and validate the conceptual framework. Confirmatory Factor Analysis (CFA) and Structural Equation Modelling (SEM) were used to evaluate the model with a sample size of 386 male employees of steel firms in Chhattisgarh state, the central part of India. The study makes a twofold contribution. First, it explores the influential morale factors that explain employee turnover and measure the extent of its influence on employee turnover intention. Second, it suggests that steel firms should support their human resources either in the form of management, supervisor and co-worker support or through offering material reward and career development opportunities or reducing workload by assigning appropriate task that enhances employee morale and reduces their turnover intention within the firms.
Yaşam memnuniyeti, kişinin iş, boş zaman ve diğer iş dışı zamanından oluşan yaşama gösterdiği duygusal tepkiler olarak tanımlanabilir. Yaşam memnuniyeti, bireylerin kendi yaşam örüntüleri ve standartları ile ilişkili süreçlerin bir bütünüdür. Bireylerin yaşam memnuniyeti birçok şeyden etkilenebilir. Bunlardan bazıları, çalışma hayatı, gelir durumu, sağlık durumu, eğitim seviyesi, çevre faktörleri, sosyal ve fizik güvenliği, ekonomik güvenlik ve sosyal ilişkilerdir. Yaşam memnuniyeti, kapsamlı bir mutluluğun önemli bir öğesi olarak ifade edilmektedir. Yaşam memnuniyeti tümdengelimci bir yaklaşımla, daha çok kişilik gibi etmenlere bağlı olarak yaşamın genel değerlendirmesidir. Tümevarımcı bir yöntemle ise yaşam alanlarındaki memnuniyet, iş, aile, sağlık gibi farklı alanların toplamı olarak iyi olmayı açıklamaktadır. Bu çalışmada tümevarımcı bir yaklaşıma ilişkin ölçümler ve değerlendirmeler yapılmaktadır. Çalışmanın amacı; Türkiye İstatistik Kurumu (TUİK) verileri kapsamında, Karadeniz Bölgesi’nde bulunan illerin yaşam memnuniyet düzeyleri ve bu memnuniyete neden olan öncüllerinin değerlendirilmesi olup, elde edilen bulgular ışığında ilgili paydaşlara önerilerde bulunulması hedeflenmektedir. Bu bağlamda çalışmada TUİK’in 2015 yılına ait yaşam endeksi verileri kullanılmıştır. Sonuç olarak sadece Karadeniz Bölgesi’nde değil Türkiye sıralamasında yaşam memnuniyeti en yüksek olan il Sinop, en düşük olan il ise Zonguldak olarak belirlenmiştir. Tüm bu bulgular ışığında, paydaşlara, Karadeniz Bölgesi’ne yatırım düşünen örgütlere ve diğer yatırımcılara nelere dikkat edilmesi gerektiği ve önceliklerinin neler olması gerektiği gibi konularda önerilerde bulunulmuştur.
Life satisfaction can be defined as emotional reactions towards life which can be composed of one's work, leisure and other non-business time. Life satisfaction is a set of processes related with individuals’ own life patterns and standards. Individuals’ life satisfaction
can be affected by many things. Some of them are; work life, income, health status, education level, environmental factors, social and physical security, economic security and social relationships. Life satisfaction is expressed as a key element of a comprehensive happiness. In a deductive approach, life satisfaction is a general assessment of life depending mostly on factors such as personality. In an inductive approach satisfaction in the life areas descibes the wellbeing in the sum of different areas such as work, family, health and so on. In this study, measurements and evaluations of an inductive approach are utilized. The purpose of the study is evaluating the life satisfaction level of the provinces in the Black Sea Region and the antecedents of this satisfation in the scope of the data taken from Turkey Statistical Institute (TurkStat) and it is aimed to make recommendations to the relevant stakeholders in the light of the findings. In this context, data of wellbeing index of TurkStat for the year of 2015 was used in this study. As a result, not only in the Black Sea Region, but also in Turkey rank it is specified that the province
which has the highest life satisfaction is belong to Sinop and the lowest is belong to Zonguldak. In the light of all these findings, recommendations were made to stakeholders, organizations
who are considering investments to Black Sea Region and other investors about what should be paid attention and what should be necessary as priorities.
Havacılık sektörü her geçen gün teknoloji ve küreselleşmenin etkisiyle gelişmekte ve değişmektedir. Bu gelişim ve değişim çalışanların yaşam doyumlarını da etkileyebilecek birçok olumlu ve olumsuz olayı beraberinde getirmektedir. Artan iş yükü, yeni teknolojilerin getirebileceği karmaşık iş süreçleri, uçuş yoğunluğu, yorgunluk, stres, tükenmişlik bunun gibi bazı olumsuz durumların çalışanların yaşam doyumlarını etkileyebileceği düşünülmektedir. Yaşam doyumu, bireyin gerek iş yaşamında karşılaştığı olumlu veya olumsuz durumlar gerekse de iş harici sosyal yaşamında karşılaştığı olumlu veya olumsuz durumlar olarak tanımlanmakta ve bireyin yaşamdan duyduğu hazzı bütünüyle etkilemektedir. Bireyin beklentileri ve halihazırda neye sahip olduğunun kıyaslanması sonucu elde edilen durum olarak da tanımlanan yaşam doyumu, bireylerin iş ve sosyal hayatı boyunca yaşadığı olumlu veya olumsuz olarak nitelendirilen olayların toplamıdır. Çalışmanın amacı, havacılık çalışanlarının yaşam doyumunun demografik özellikleri bakımından incelenmesidir. Araştırma verileri havacılık alanında faaliyette bulunan bir işletmenin 263 çalışanı üzerinden anket yöntemiyle toplanmıştır. Araştırmada kullanılan anket formunun birinci kısmında demografik sorular, ikinci kısmında ise çalışanların yaşam doyumu ile ilgili sorular bulunmaktadır. Araştırmada kullanılan yaşam doyumu ölçeğinin güvenilirlik değeri %86,3 olarak belirlenmiştir. Havacılık çalışanlarının yaşam doyumunun demografik özellikleri bakımından nasıl farklılık gösterdiği varyans ve t-testi analizleri kullanılarak incelenmiştir. Araştırma bulgularına göre; havacılık çalışanlarının yaşam doyumu eğitim, yaş ve toplam hizmet süreleri açısından anlamlı farklılıklar gösterirken, medeni durumları ve hobileri açısından herhangi bir farklılık gözlenmemiştir.
Aviation sector is constantly evolving and changing with the effects of technology and globalization. This evolution and change brings with it many positive and negative events which can affect life satisfaction of employees. It is thought that some negative situations such as increased workload, complex business processes that new technologies can bring, flight intensity, fatigue, stress, burnout can affect life satisfaction of employees. Life satisfaction is defined both as positive or negative situations which an individual has encountered in work life and as positive and negative situations which he has
encountered in social life external to work life, and it affects life pleasure of individual as a whole. The life satisfaction, which is also defined as the situation attained with comparison of expects of the individual and what he/she already has, is the sum of the positive or negative events lived by the individual during his/her work and social life. The aim of the study is to examine the aviation employees' life satisfaction due to their demographic characteristics. Data of the research were collected by questionnaire from 263 employees of a company in aviation sector. First part of the questionnaire contains demographic questions and second part of the questionnaire contains questions related with life satisfaction of employees. The reliability of
life satisfaction scale used in the study was determined as 86,3%. How aviation employees’ life satisfaction differ due to their
demographic characteristics is examined by using variance and t-test analysis. According to research findings; life satisfaction of aviation employees was found significantly different due to their education, age and total seniority but there wasn't seen any differences due to their marital status and hobbies.
The spa industry has been growing rapidly in Thailand since the 1990s (Hirankitti, Mechinda, & Manjing, 2009). Being that employee productivity is a primary factor driving the success of a business, it is important to understand how employees are motivated, engaged, and retained at the work place. Therefore, the goal of this research study is to explore attitudes and levels of job satisfaction among Thai spa therapists working at day spas. An in-depth interview process was used as the primary qualitative research method for this study. Fifteen interviews were given and from a thematic analysis of the data, five themes emerged. These themes included strong open relationships in the workplace, tangible benefits, deeply rewarding career beyond financial benefits, involvement in day spa development process, and job perception conflict. Spa therapists' internal fulfillment was generated through good relationships with spa operators, co-workers, and customers as well as through involvement in the decision making process. Expectancy theory provides a model that helps explain the results of this study. Through a continuous motivation-effort-reward cycle, employees develop feelings of being satisfied with their jobs. Therefore, it is important for spa employers to be aware of the needs of their employees and to create opportunities for employees to successfully meet those needs in order to increase job satisfaction and work performance.
İnsan kaynakları örgütsel başarıda oldukça önemli bir rol oynar. Bu nedenle araştırmacılar insan
kaynaklarının etkinliğini ve verimliliğini artırmak için çabalamışlardır. Özellikle iş doyumu bu çabalar
sonucu ortaya çıkmıştır. İş doyumunu etkileyen birçok faktör araştırmalarda karşımıza çıkmaktadır. Söz
konusu sebeplerden ötürü, insan kaynaklarında iş doyumunu etkileyen bağımsız bir değişken olarak
kurumsal kimliğin incelenmesi amaçlanmaktadır.
Yöntem: Araştırma kurumsal bir bankanın 142 çalışanı üzerinde gerçekleştirilmiştir. Elde edilen veriler
LISREL ve SPSS paket programlarında analize tabi tutulmuştur.
Bulgular: Elde edilen sonuçlara göre kurumsal tasarım algısı, kurumsal iletişim, kurumsal yapı ve kurumsal
davranış ile iş doyumu arasında güçlü ve olumlu ilişkiler tespit edilmiştir. Ancak yapısal eşitlik modelinde
sadece kurumsal tasarım algısının iş doyumuna etkisi belirlenmiştir.
This study aimed to construct an updated employee satisfaction scale especially focusing on hospitals. A critical literature review is done to screen potential determinants of employee satisfaction from recognizable journals. Pretest was conducted with 250 samples and 150 valid questionnaires to implement item analysis and exploratory factor analysis. A total of 906 samples (excluding 250 pretest ones) were distributed with 524 valid ones returned (57.84% valid returned rates). Multivariate normality test, confirmatory factor analysis, and various indices of model fit were adopted to ensure the appropriateness of the employee satisfaction model. The results indicate that there are 7 factors, including 34 items confirmed as the measurements of employee satisfaction, especially for the use in the healthcare industry.
The hotel industry admits to struggling to attract and retain well-qualified, skilled labour; this article questions if this difficulty is due to internal and external ‘image’ of the industry. Just over four thousand hotel employees were surveyed on their views of life working in a hotel with results advising that though hotels are not a bad place to work, they are not a good place to work. When this internal view/image merges with the external realities and image characteristics of other job and career options, remuneration (particularly compared with other industries), hours, and turnover, it potentially projects an overall ‘negative industry image’. As the international hotel industry continues to grow, the challenge of attracting and retaining employees will be even greater; this article concludes that it is time for the hotel industry to undergo an ‘industry-image-makeover’.
Insurance sectoInsurance sector in India has undergone a sea-change, specifically after liberalisation. In
India, before opening up of the insurance sector, public sector general insurance companies alone offered
health insurance products and thereby enjoyed the monopoly status in the country. After liberalisation,
more number of private players with foreign alliances have entered into the Indian health insurance
market and offers variety of policies, which results in increased competition. As a result, public players
are slowly loosing their market share to private insurers in the country. In this backdrop, it is imperative
to find out the variables that determine the policyholder satisfaction on service quality of public general
insurers. An attempt has been made in this paper to ascertain the variables that determine policyholder
satisfaction on service quality of public sector general insurers in Coimbatore District. Step-wise
regression analysis, used to ascertain the prominent variables that contribute for the piling up of service
quality satisfaction, shows that, „Awareness on Mediclaim Insurance‟, „Premium Amount‟, „Period o f
Awareness‟, „Gender‟, „Sources of Awareness on Mediclaim Policy‟, „Occupation – Professional‟ and
„Level of Education – Illiterate‟ are the prominent variables that determine policyholder satisfaction. The
results of the study reveal that Public Sector General Insures have to concentrate more on spreading
awareness as high level of satisfaction is associated with awareness on mediclaim insurance.r in India has undergone a sea-change, specifically after liberalisation. In
Making beer is a multifaceted endeavor. Arguably, there are over 14 production stages in beer making, which can be simplified down to three stages – the brewing stage, the fermentation and maturation stage and finally, the packaging and distribution stage. Each production stage provides an opportunity for the brewery to engage in [more] sustainable views and practices. Given the focus of this edited volume, we were particularly interested in the economic, environmental and social sustainability attitudes and actions of craft breweries located in urban areas. Specifically, we wanted to explore the similarities and differences in sustainability attitudes and actions among urban craft breweries, as well as different brewery types, categorized here as brewpubs, microbreweries, and regional craft breweries. Using the three pillars of sustainability, we developed a survey designed to ascertain the attitudes and practices embraced by these brewery types. Findings show minor differences among the brewery types under the economic pillar, while brewpubs significantly differed from microbreweries and regional/regional craft breweries under the environmental and social pillars.
Bu çalışmada turizm sektörünün önemli bir kesimini oluşturan ve maalesef genellikle de gözardı edilebilen yiyecek- içecek işletmelerinde çalışanların örgütsel bağlılık, örgütsel adalet ve bunların alt boyutlarının işten ayrılma niyeti üzerinde etkisi olup olmadığı araştırılmıştır. Bu amaçla Tokat ilinde faaliyet gösteren toplam 11 işletmede 158 anket formu ile anket çalışması yapılmıştır. Çalışmaya derinlik katabilmek ve daha ayrıntılı sonuçlara ulaşabilmek amacıyla örgütsel bağlılık ve örgütsel adalet alt boyutları ile birlikte araştırılmıştır. Analiz sonuçlarına göre çalışanların örgütsel bağlılıklarının ve örgütsel adalet algılarının onların işyerinden ayrılma niyetleri üzerinde istatistiksel olarak anlamlı bir etkisinin olmadığı görülmüştür. Örgütsel bağlılığın alt boyutlarından duygusal bağlılığın işten ayrılma niyeti üzerinde anlamlı bir etkisi olmadığı görülmüştür. Diğer yandan normatif bağlılığın işten ayrılma niyetini negatif yönde etkilediği görülürken zorunlu bağlılığın işten ayrılma niyetini artırdığı görülmüştür. Dağıtım adaleti ve prosedürel adalet işten ayrılma niyeti üzerinde anlamlı bir etki göstermezken, etkileşim adaletinin işten ayrılma üzerinde olumlu yönde anlamlı bir etkisi görülmektedir.
Hospitality literature constitutes a considerable accumulation of data for follow-up studies. This study used CiteSpace to analyze investigations published in three top journals of hospitality research: International Journal of Hospitality Management (2008–2014), Cornell Hospitality Quarterly (2008–2014), and International Journal of Contemporary Hospitality Management (2009–2014). This application resulted in comprehensive knowledge maps of hospitality research. The study identified major disciplines that provide knowledge and theories for the hospitality discipline as well as contemporary research topics and most influential researchers.
The nation's hospitality schools are graduating a cadre of educated, professional managers. But many of them leave the industry. The dimensions of this problem are substantial … and a solution must be found
There is no question that restaurant managers work hard. Here is a job that is often plagued by long daily work hours plus a schedule that may include nights, weekends and holidays. As noted by O'Reilly (1990), company restructuring and heightened competition have left many of today's managers working harder than ever. Speculation exists that the concern with excessive work hours may cause otherwise willing and competent managers to leave the restaurant industry.This study seeks to determine if the nature of hours worked is linked to restaurant manager intentions to leave. The results of the regression analysis reveal that the total number of hours worked was a significant predictor of intentions to leave. Implications for management include hiring more managers and/or shortening the operating hours of the dining establishment.
The form of the relationship between job satisfaction and life satisfaction was examined through a profile analysis of subgroups of respondents. Survey respondents were classified as high on job satisfaction and life satisfaction, low on job satisfaction and life satisfaction or in two intermediate categories (low on one, high on the other). Results of discriminant analysis indicated that the four subgroups could be systematically characterized by different profiles. Prediction of the subgroup in which an individual would be classified, based on the profile, was not highly reliable, however.
A Model of Work, Family, and Interrole Conflict: A Construct Validation Study
Connolly, " A Model of Work, Family, and
Interrole Conflict: A Construct Validation Study, "
Organizational Behavior and Human Performance,
Vol. 32 (1983), pp. 198–215.