Workplace Environment, Leader Communication and Hotel Employee Retention: Job Satisfaction as a Mediator

2021 ◽  
Vol 37 (4) ◽  
pp. 384-404
Author(s):  
Haslina Halim ◽  
◽  
Tengku Mohd Asrulhaidar Tengku Radin ◽  
Farah Lina Azizan ◽  
Nazrul Shazleen Nazri ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Employee Retention ◽  
Future Research ◽  
Hotel Management ◽  
Workplace Environment ◽  
Employee Job Satisfaction ◽  
Significant Relationships ◽  
Hotel Employee ◽  
Leader Communication

Every organisation has invested its time, effort and resources to recruit, train and pay employees’ salaries. These investments are important to ensure that the organisation can produce high-quality employees who will remain with the organisation for a long period of time and be part of the successful members of the service team. Although a lot has been done to ensure that employees remain with the organisation, research has found that employee retention remains to be a problem to most organisations. In validating whether the findings from past studies are still consistent with the present situation, the present research aims to further investigate whether work environment, leader communication and job satisfaction still present significant relationships with hotel employee retention. In total, 550 self-administered questionnaires were distributed to hotel employees attached to 3-star and 4-star hotels located in Klang Valley, Malaysia. Of the total being distributed, 329 were returned and considered usable for data analysis. The hypothesised relationships between variables were tested using the multiple regression analysis. The findings reveal that workplace environment, leader communication and job satisfaction are significantly related to hotel employee retention. The results also demonstrate that job satisfaction mediates the relationship between workplace environment, leader communication and employee retention. The findings of this research advance the understanding of employee retention and create awareness among hotel management to better appreciate the dimensions of transformation which are essential towards ensuring employee job satisfaction. This will consequently lead to a long-term employee retention. Apart from the findings, the paper also highlights the limitations and suggestions for future research. Keywords: Workplace environment, leader communication, job satisfaction, employee retention, hotel industry.

A Study on Factors Determining Employee Job Satisfaction at Entrepreneurs Organisation

2016 ◽  
Vol 5 (1) ◽  
Author(s):  
Syamala Devi Bhoganadam ◽  
Dasaraju Srinivasa Rao ◽  
A. Mahesh Reddy ◽  
S. K. Malina
Keyword(s):  
Job Satisfaction ◽  
Employee Retention ◽  
Future Research ◽  
Personal Factors ◽  
Chi Square ◽  
Satisfaction Index ◽  
Employee Job Satisfaction ◽  
Chi Square Analysis ◽  
The Relationship ◽  
Real Assets

Employees are considered as real assets for any organization in the modern economy because modern organizations believe that due to globalization employee retention is a major problem hence employees are treated as real assets for the organizations. Once employees are satisfied with the organization then employee retention takes place. Employee satisfaction is linked with employee job satisfaction. So this study concentrates on factors determining employee job satisfaction at Balaji Agencies and Industries. The main objective of the study is to determine the factors influencing job satisfaction of employees at Balaji Agencies and Industries. The other objectives were to calculate the Job Satisfaction Index (JSI) and to find the relationship between the personal factors and job satisfaction of employees. Data were collected from 53 employees at Balaji Agencies and Industries at Nellore. Data were analyzed using chi square analysis. The findings of the study reveal that there is no relationship between age, gender, educational qualification of employee and experience to the job satisfaction. It may be in relation with some other factors which are included in the study considered for scope of future research.

scholarly journals Exploring the relationship between corporate social responsibility actions and employee retention: A human resource management perspective

2021 ◽  
pp. 1-13
Author(s):  
Hajar Boutmaghzoute ◽  
Karim Moustaghfir
Keyword(s):  
Job Satisfaction ◽  
Organizational Identification ◽  
Employee Retention ◽  
Employee Commitment ◽  
Theoretical Framework ◽  
Theoretical Research ◽  
Future Research ◽  
Behavioral Factors ◽  
The Relationship

BACKGROUND: This study builds on the little guidance in the existing literature to analyze the relationship between employee-oriented CSR actions and employee retention in a business context, while using Freeman stakeholders’ model as a theoretical research framework. This research also aims to shed light on significant behavioral factors facilitating the relationship between CSR endeavors and turnover rate. OBJECTIVE: This paper builds on the existing research gap in the literature and suggests that behavioral factors, including job satisfaction, organizational identification, and motivation facilitate the relationship between employee-oriented CSR actions and employee retention, which contributes to laying the foundations of a theoretical framework that has the potential to advance both theoretical and practitioner debates and disentangle the complexity of such a relationship, while offering strategically-focused development venues in CSR and HRM fields. METHODS: This research uses a single case study design to ensure an in-depth and detailed analysis of the phenomenon under scrutiny, while relying on a triangulation methodology for data collection, including a questionnaire used as exploratory approach, interviews to generate explanatory data, and archival data to bring confirmatory insights. Data analysis followed the procedures of a deductive approach. RESULTS: The research results show a positive relationship between employee-oriented CSR actions and employee retention, while demonstrating the facilitating role of job satisfaction, organizational identification, and motivation in moderating such a relationship. The findings also stress the importance of framing CSR interventions within the organization’s strategy and goals, while ensuring employee participation in such decision making processes to maximize the effect of CSR interventions on employee commitment and reduce turnover. CONCLUSIONS: This research has the potential to better clarify the nature of the relationship involving CSR interventions, from an employee perspective, retention, and turnover, while laying the foundations of a theoretical framework linking such constructs and other behavioral factors that underpin and support such a relationship. Building on the study’s findings and assumptions, future research is needed to gain a more comprehensive understanding of how HR-related CSR actions affect behavioral performance dimensions, resulting in employee commitment and retention. Future research should also consider multiple case study, multicultural, and ethnographic approaches for the sake of generalizability and theory building.

Compassion Fatigue: A Nurse’s Primer

2011 ◽  
Author(s):  
Barbara Lombardo ◽  
Caryl Eyre
Keyword(s):  
Job Satisfaction ◽  
Physical Health ◽  
Compassion Fatigue ◽  
Theoretical Perspective ◽  
Future Research ◽  
Spiritual Needs ◽  
Workplace Environment

Most nurses enter the field of nursing with the intent to help others and provide empathetic care for patients with critical physical, mental, emotional, and spiritual needs. Empathic and caring nurses, however, can become victims of the continuing stress of meeting the often overwhelming needs of patients and their families, resulting in compassion fatigue. Compassion fatigue affects not only the nurse in terms of job satisfaction and emotional and physical health, but also the workplace environment by decreasing productivity and increasing turnover. We begin this article with a case study of a reactive nurse who did not seek help for her continuing stress. This is followed by a review of Watson’s theoretical perspective related to compassion fatigue. Next we delineate symptoms of, and describe interventions for addressing compassion fatigue. We conclude by presenting a case study of a proactive nurse who avoided developing compassion fatigue and a discussion of future research needed to better prevent and ameliorate compassion fatigue.

Linking Job Satisfaction and Customer Satisfaction in the Cruise Industry: Implications for Hospitality and Travel Organizations

1998 ◽  
Vol 22 (1) ◽  
pp. 4-14 ◽  
Author(s):  
Mark R. Testa ◽  
Cindy Skaruppa ◽  
Dale Pietrzak
Keyword(s):  
Job Satisfaction ◽  
Customer Satisfaction ◽  
Latent Variables ◽  
Direct Relationship ◽  
Service Industries ◽  
Future Research ◽  
Cruise Industry ◽  
Employee Job Satisfaction ◽  
New Methods ◽  
The Relationship

Service quality and customer satisfaction are vital concerns in service industries, particularly in the cruise industry. As such, the development of new methods for improving both is essential. A model of attitudes, intentions, and behaviors proposed by Bagozzi and refined by Schmit and Allscheid was tested to determine if employee job satisfaction and customer satisfaction were related constructs in the cruise industry. The hypothesized model did not account for the relationship between the measured and latent variables; however, a direct relationship between employee job satisfaction and customer satisfaction was found to exist (R2 = . 30). Implications for hospitality and travel organizations are discussed, and recommendations are made for future research.

scholarly journals ANALISIS FAKTOR PENENTU KEPUASAN KERJA KARYAWAN HOTEL

2019 ◽  
Vol 2 (2) ◽  
pp. 197-209
Author(s):  
Rachel Dyah Wiastuti ◽  
Jenny Chandra
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Employee Satisfaction ◽  
Working Environment ◽  
Hotel Management ◽  
Employee Job Satisfaction ◽  
Career Opportunities ◽  
Research Implication ◽  
Major Factors ◽  
Job Content

ABSTRAKPenelitian ini bertujuan untuk mengetahui faktor yang menentukan kepuasan kerja karyawan Restoran Cinnamon di Hotel Mandarin Oriental Jakarta. Data didapatkan melalui survei menggunakan kuesioner dengan pernyataan tertutup dalam pilihan jawaban skala Likert. Wawancara juga dilakukan kepada karyawan sebagai data primer. Sampel penelitian adalah 36 karyawan Restoran Cinnamon, baik karyawan pada bagian pelayanan maupun bagian produksi. Deskriptif statistik digunakan untuk mengetahui faktor penentu kepuasan kerja, yang menunjukkan bahwa lingkungan kantor yang nyaman dan evaluasi sebagai pengambilan keputusan menjadi dua faktor utamanya. Sedangkan analisis faktor konfirmatori digunakan untuk mengkonfirmasi faktor penentu kepuasan kerja yang kemudian dikelompokkan menjadi enam faktor yaitu kompensasi dan dukungan, lingkungan dan peluang karir, evaluasi dan tanggung jawab, otonom, komunikasi dan konten pekerjaan. Implikasi penelitian ini untuk memberikan saran bagi manajemen hotel dalam memahami karyawan agar tercipta komitmen organisasi yang tinggi dan mengarah pada tingkat turnover yang rendah. Kata Kunci : Faktor Kepuasan, Kepuasan, Kepuasan Kerja, Lingkungan Kerja FACTOR ANALYSIS OF EMPLOYEE JOB SATISFACTION AT HOTEL INDUSTRY ABSTRACTThe objective of this research is to identify the determinant factors of employee job satisfaction at Cinnamon Restaurant, Mandarin Oriental Hotel, Jakarta. Data was collected through survey using questionnaires with close-ended statement and Likert scale. Additional interview was conducted to support the data. Sample of this research is 36 employees of Cinnamon Restaurant, production and service department. Descriptive statistic was used to determine the job satisfaction factors. It shows that workplace environment and evaluation-based decision- making become the two major factors that determine the employee satisfaction. While, confirmatory factor analysis was used to confirm the existing factor of employee satisfaction. As a result, six factors were formed and named as benefit and support, environment and career opportunities, evaluation and responsibility, autonomous, communication, and job content. This research implication provide suggestion for the hotel management to better understanding their employee to enhance the organizational commitment that lead to low turnover rate. Keywords: Employee Satisfaction, Factor Analysis, Job Satisfaction, Working Environment

scholarly journals PENGARUH STRES KERJA, BEBAN KERJA, DAN KONFLIK PEKERJAAN KELUARGA TERHADAP KEPUASAN KERJA KARYAWAN SWISS BELINN HOTEL

2020 ◽  
Vol 9 (3) ◽  
pp. 863
Author(s):  
I Putu Suartana ◽  
I Gusti Ayu Manuati Dewi
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Family Conflict ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Hotel Management ◽  
Work Family Conflict ◽  
Employee Job Satisfaction ◽  
Analysis Technique ◽  
Work Family

The purpose of this study explains the effect of work stress, workload and work-family conflict on employee job satisfaction at Swiss Belinn Hotel Legian. This research was conducted at Swiss Belinn Hotel Legian with the research subject of employees involved directly serving consumers with 60 people as respondents. Data collection in this study uses a questionnaire. The analysis technique uses descriptive analysis and inferential analysis. The results of this study show that work stress has a negative and significant effect on job satisfaction of Swiss Belinn Hotel Legian employees, workload negatively and significantly influences the job satisfaction of Swiss Belinn Hotel Legian, work-family conflict has a negative and significant effect on job satisfaction of Swiss employees Belinn Hotel Legian. Reducing employee job satisfaction which results in decreased employee performance. The hotel management should focus on finding solutions to increase employee job satisfaction. Keywords: work stress, workload, work conflict, job satisfaction

scholarly journals HIERARCHICAL MODEL OF INTERNAL MARKETING TO PREDICT EMPLOYEE SATISFACTION AND TURNOVER INTENTION

2018 ◽  
Vol 2 (1) ◽  
pp. 44-58
Author(s):  
Athanasia An Nointin
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Structural Equation ◽  
Hierarchical Modeling ◽  
Internal Marketing ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Future Research ◽  
Employee Job Satisfaction

The objective of this paper is to assess the predictive influence of internal marketing on employee job satisfaction and turnover intention of frontline employees of travel agencies in Sabah. Specifically, the study aims to investigate the extent to which each of the four dimensions of internal marketing (internal communication, reward system, working condition and training) affects employee job satisfaction and the intention to leave the organization.Conceptually, this study extends the concept of Internal Marketing by re framing it as a formative hierarchical construct and modeling its impact on job satisfaction and turnover intention. The two-stage approach was adopted in partial least square structural equation modeling to examine the hierarchical modeling of internal marketing. The findings suggest that internal marketing is a significant predictor of job satisfaction and indirectly influences employees‟ turnover intention. The conceptualization of internal marketing as reflective formative type of second order model was justified in this study. Other than the conceptual and empirical contribution, this study also offers an alternative method in modeling internal marketing of which could be adopted in future research.

scholarly journals Influence of engagement, work-environment, motivation, organizational learning, and supportive culture on job satisfaction.

2020 ◽  
Vol 10 (4) ◽  
pp. 186
Author(s):  
Muhammad Majid ◽  
Mohamad Faizal Ramli ◽  
Basri Badyalina ◽  
Azreen Roslan ◽  
Azreen Jihanx Azreen Jihan Che Mohd Hashim
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Organizational Learning ◽  
Work Environment ◽  
Education Sector ◽  
Future Research ◽  
Significant Relationships ◽  
The Social ◽  
Supportive Culture ◽  
Asian Context

This paper intends to investigate the role of engagement, motivation, work environment, supportive culture, and organizational learning on job satisfaction. Responses were collected from 169 employees in Malaysian higher education sector. Further, the data obtained were analysed by using Statistical Package for the Social Sciences (SPSS). The results indicated that there are positive and significant relationships between engagement, supportive culture, motivation, and work environment on job satisfaction among employees of Malaysian higher education sector. However, organizational learning is not a significant towards job satisfaction. In future research, employees from private universities and public universities can be studied as comparison. By conducting these comparisons, it will help in creating plans to narrow down the gaps between these two sectors. In addition, the results will help to enhance the rising literature on job satisfaction from Asian context as this study was based on Malaysian samples. Data from employees working in different higher education institutions was utilized for this study to ensure the unbiased responses. Therefore, this study contributes to the literature concerning job satisfaction among employees, and the results of this study provide significant evidence on the influence of engagement, motivation, work-environment, organizational learning and supportive culture on job satisfaction in Malaysian higher education sector.Keywords: Malaysia, Engagement, Motivation, Work Environment, Organizational Learning, Supportive Culture, Job Satisfaction, Higher Education

Predicting Long Term Job Satisfaction and Persistence Among Rehabilitation Counselors

1976 ◽  
Vol 7 (1) ◽  
pp. 27-33
Author(s):  
John E. Muthard ◽  
John D. Morris
Keyword(s):  
Job Satisfaction ◽  
Graduate School ◽  
Social Service ◽  
Rehabilitation Counselors ◽  
Multiple Correlation ◽  
Rehabilitation Counselor ◽  
Significant Relationships ◽  
Preference Inventory ◽  
Vocational Preference

Rehabilitation counselors who completed the Strong Vocational Interest Blank (SVIB) and Holland's Vocational Preference Inventory (VPI) in 1970 while in graduate school, were followed up in 1975. Of the 164 for whom correct addresses could be obtained, 58 percent responded to questions about their satisfaction and persistence in the job of rehabilitation counselor. Although the SVIB and VPI scales usually associated with social service occupations were not related to subsequent job satisfaction, multiple correlation of several other scales predicted 18 percent of the job satisfaction score variance. For women counselors the best predictor of later job satisfaction was the academic achievement key of the SVIB; scores of this key were inversely related to later satisfaction as rehabilitation counselors. Multiple correlations also yielded small but significant relationships between SVIB and VPI scores and persistence in rehabilitation counselor work.

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