Job satisfaction factors for housekeepers in the hotel industry: a global comparative analysis

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Maureen Snow Andrade ◽  
Doug Miller ◽  
Jonathan H. Westover
Keyword(s):  
Job Satisfaction ◽  
Comparative Analysis ◽  
Positive Impact ◽  
Work Life ◽  
Work Life Balance ◽  
Turnover Rates ◽  
High Turnover ◽  
Extrinsic Rewards ◽  
Life Balance ◽  
Content Type

PurposeThis study offers a global comparative analysis of variables associated with job satisfaction, specifically work-life balance, intrinsic and extrinsic rewards, and work relations on job satisfaction for hotel housekeepers.Design/methodology/approachThe study analyzes these variants across 29 countries using International Social Survey Program data.FindingsFindings indicate significant differences in job satisfaction for hotel housekeepers across countries, lower job satisfaction for hospitality occupations compared to all other occupational categories, lower job satisfaction for hotel housekeepers than employees in other hospitality occupations, and a statistically significant positive impact of some elements of work-life balance, intrinsic and extrinsic rewards, and coworker relations on job satisfaction.Originality/valueThe hospitality industry is characterized by poor work-life balance, high turnover rates and limited rewards. Hotel housekeepers report lower levels of satisfaction than other hospitality workers in terms of work-life balance, pay, relationships with managers, useful work and interesting work. Housekeepers play an important role in hotel quality and guest satisfaction. As such, understanding and addressing factors contributing to job satisfaction for hotel housekeepers is critical for managers

scholarly journals Evaluating the Mediating Effect of Work-Life Balance between Emotional Intelligence and Job Satisfaction in Corporate Sector

2020 ◽  
Vol 5 (6) ◽  
Author(s):  
Mushk Qasim Memon ◽  
Mahvish Khaskhely ◽  
Adnan Pitafi
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Positive Impact ◽  
Work Life ◽  
Mediating Effect ◽  
Work Life Balance ◽  
Corporate Sector ◽  
Life Balance ◽  
Significant Difference ◽  
The Impact

Work Life Balance (WLB) is the current biggest problem being faced by the corporate employees. This research aims to evaluate the challenges of WLB that an employee has to face in his daily life, meanwhile what role does Emotional Intelligence (EI) play and to see how organizations can initiate to support them to improve their WLB and make them satisfied of their job. It aims to find out the impact of EI employee Job Satisfaction (JS) in the presence of WLB of corporate employees in Karachi, Hyderabad and Thatta. To fulfill this purpose, quantitative methodology was adopted, 300 questionnaires were distributed, and SPSS version 22 was used to analyse data. The results indicate that EI has significant and positive impact on employee JS whether in the presence or absence of WLB. Finally, the results of ANOVA test between male and female employees are statistically different for WLB and EI but no significant difference between the genders was statistically found for JS. There is also no significance difference observed between marital status for EI, WLB and JS. From the findings of the research, some solutions are recommended to improve employees WLB for their job satisfaction in corporate sector.

scholarly journals Actionable Items to Address Challenges Incorporating Peer Support Specialists Within an Integrated Mental Health and Substance Use Disorder System: Co-Designed Qualitative Study (Preprint)

2019 ◽  
Author(s):  
Margaret Almeida ◽  
Annie Day ◽  
Bret Smith ◽  
Cynthia Bianco ◽  
Karen Fortuna
Keyword(s):  
Mental Health ◽  
Substance Use ◽  
Peer Support ◽  
Work Life ◽  
Work Life Balance ◽  
Turnover Rates ◽  
High Turnover ◽  
Life Balance ◽  
Academic Researchers ◽  
Integrated Mental Health

BACKGROUND Peer support specialists offering mental health and substance use support services have been shown to reduce stigma, hospitalizations, and health care costs. However, as peer support specialists are part of a fast-growing mental health and substance use workforce in innovative integrated care settings, they encounter various challenges in their new roles and tasks. OBJECTIVE The purpose of this study was to explore peer support specialists’ experiences regarding employment challenges in integrated mental health and substance use workplace settings in New Hampshire, USA. METHODS Using experience-based co-design, nonpeer academic researchers co-designed this study with peer support specialists. We conducted a series of focus groups with peer support specialists (N=15) from 3 different integrated mental health and substance use agencies. Audio recordings were transcribed. Data analysis included content analysis and thematic analysis. RESULTS We identified 90 final codes relating to 6 themes: (1) work role and boundaries, (2) hiring, (3) work-life balance, (4) work support, (5) challenges, and (6) identified training needs. CONCLUSIONS The shared values of experience-based co-design and peer support specialists eased facilitation between peer support specialists and nonpeer academic researchers, and indicated that this methodology is feasible for nonpeer academic researchers and peer support specialists alike. Participants expressed challenges with agency restrictions, achieving work-life balance, stigma, and low compensation. We present actionable items to address these challenges in integrated mental health and substance use systems to potentially offset workforce dissatisfaction and high turnover rates.

scholarly journals Impact of work-life balance on job satisfaction of women doctors

2016 ◽  
Vol 14 (2) ◽  
pp. 319-324 ◽  
Author(s):  
Anuradha ◽  
Mrinalini Pandey
Keyword(s):  
Job Satisfaction ◽  
Positive Impact ◽  
Working Women ◽  
Work Life ◽  
Work Life Balance ◽  
Private Hospitals ◽  
Life Balance ◽  
Women Doctors ◽  
The Impact ◽  
The Relationship

In the competitive era of today, women have to battle hard to establish their individuality in the society, as well as in professional life. Work-life balance is the major problem in the life of working women. The study covers work-life balance of women doctors of private hospitals of Jharkhand. This study helps to understand the impact of work-life balance on job satisfaction. Regression analysis and ANOVA Test have been used to test the relationship between the variables. The study has found that work-life balance has positive impact on job satisfaction

Global comparisons of job satisfaction across occupational categories

2019 ◽  
Vol 8 (1) ◽  
pp. 38-59 ◽  
Author(s):  
Maureen Snow Andrade ◽  
Jonathan H. Westover
Keyword(s):  
Job Satisfaction ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Social Survey ◽  
Content Type ◽  
Organizational Goals ◽  
Work Relations ◽  
The Impact ◽  
Creativity And Innovation

Purpose Job satisfaction has positive outcomes for individuals and organizations. These include decreased turnover and conflict, increased productivity, improved work quality and creativity and innovation. Determinants entail work–life balance, advancement and development opportunities, relationships with co-workers and managers, working conditions and intrinsic and extrinsic rewards, among others. Understanding these determinants across workers and contexts is critical for effective management and the achievement of organizational goals. The paper aims to discuss this issue. Design/methodology/approach This study, based on data from the International Social Survey Program, examines the impact of various aspects of work-life balance, rewards and work relations on job satisfaction across occupations. Findings Findings indicate more differences than similarities among countries and occupations with workers in managerial and professional positions experiencing the highest job satisfaction levels. Originality/value Although extensive research has documented the benefits and determinants of job satisfaction, it has not focused on global comparisons across occupational categories.

scholarly journals Work-life balance and its relationship with organizational pride and job satisfaction

2016 ◽  
Vol 31 (2) ◽  
pp. 586-602 ◽  
Author(s):  
Marta Mas-Machuca ◽  
Jasmina Berbegal-Mirabent ◽  
Ines Alegre
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Supervisor Support ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Job Autonomy ◽  
Life Balance ◽  
Content Type ◽  
The Relationship

Purpose – The purpose of this paper is to explore the relationship between work-life balance, organizational pride and job satisfaction. When evaluating employee work-life balance the present paper takes into consideration two relevant antecedents: supervisor support and job autonomy; and explores their link with organizational pride and job satisfaction. Design/methodology/approach – To verify the hypothesis, a questionnaire survey was used to collect data in a Spanish pharmaceutical organization; 374 responses were obtained. Structural equation modeling was used for the data analysis. Findings – Data confirms the relationship between the analyzed constructs. The results support the hypothesized relationships of supervisor work-life balance support and autonomy with employee work-life balance. In addition, employee work-life balance is positively related with organizational pride and job satisfaction. Practical implications – This study provides a useful measurement model that employers and employees can use to evaluate and improve work-life balance through job autonomy and supervisor support. Companies should pay attention to employee work-life balance to enhance organizational pride and job satisfaction. The research tries to help companies to more effectively use their human capital resources. Originality/value – The paper addresses gaps in the current literature in work-life, organizational pride and job satisfaction. The results may serve as the criteria for managers to better enhance employee job satisfaction in organizations.

scholarly journals Contextualising work–life balance: a case of women of African origin in the UK

2020 ◽  
Vol 52 (3) ◽  
pp. 133-153
Author(s):  
Loliya Agbani Akobo ◽  
Jim Stewart
Keyword(s):  
Job Satisfaction ◽  
Gender Gap ◽  
Career Advancement ◽  
Work Life ◽  
Work Life Balance ◽  
African Origin ◽  
Life Balance ◽  
Content Type ◽  
Work Family ◽  
The Uk

Purpose The existing gender gap in the workplace, that affects job satisfaction and career advancement of women, creates a need to understand further the causes and effects of the gender gap phenomenon. Although, there are many challenges that affect women’s job satisfaction and advancement in the workplace, this paper aims to investigate work–life balance using multiple theoretical lenses. Design/methodology/approach In total, 15 semi-structured interviews were conducted with women from Nigeria and Ghana residing in the UK, they were selected using a purposive sampling method. Findings The findings show four main factors that explain the choices these women make in relation to work–family. These are cultural sensitivities, current phase in family and work–life, personality types and other influences such as policies and financial commitment. Results also show how these women make these work–family choices using networks and services. Practical implications The paper postulates the need for organisation’s to pay attention to the acculturation and enculturation of these women, which would indicate observing their cultural behaviour’s, values, knowledge and identities to understand how they integrate, assimilate and to also prevent separation and marginalisation. In addition, the use of (internal and external) networks as support systems for these women can create the opportunity for informal learning. Finally, organisation’s should create structure that support workplace learning and should include activities such as decision-making, communication, career advancement planning and flexible work patterns. Originality/value This study contributes to theory using multiple theories (work-family, gender inequality and Theories X and Y in explaining the work–family construct of women of African origin in the UK.

scholarly journals PENGARUH WORK – LIFE BALANCE, KEPUASAN KERJA DAN WORK ENGAGEMENT TERHADAP TURNOVER INTENTIONS DENGAN MENTORING SEBAGAI VARIABEL MODERATING PADA KARYAWAN HOTEL DAFAM SEMARANG

2019 ◽  
Vol 12 (1) ◽  
pp. 17
Author(s):  
Bernardus Ferry Wahyu Laksono ◽  
Paulus Wardoyo
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Work Engagement ◽  
Turnover Intentions ◽  
Work Life ◽  
Work Life Balance ◽  
Negative Consequences ◽  
Font Size ◽  
High Turnover ◽  
Life Balance

<div>Turnover intentions merupakan hal yang dihindari dari suatu organisasi, karena fenomena turnover memiliki biaya yang signifikan dan konsekuensi negatif lainnya untuk setiap organisasi. Penelitian ini ingin mengetahui pengaruh work – life balance, kepuasan kerja, work engagement terhadap turnover intentions, dan juga pengaruh work – life balance, kepuasan kerja, work engagement yang dimoderasi oleh mentoring terhadap turnover intentions.</div><div>Metode penelitian yang digunakan adalah menggunakan pendekatan kuantitatif. Metode pengumpulan data dalam penelitian ini adalah metode kuesioner, dan skala pengumpulan data dengan skala likert. Data yang ada kemudian dianalisa menggunakan aplikasi smart-PLS versi 3.2.7.</div><div>Terdapat pengaruh negatif signifikan dari setiap variabel bebasnya. Hal ini menunjukkan bahwa setiap variabel baik Work – Life Balance, Kepuasan Kerja, Work Engagement, dan Mentoring telah berkontribusi menekan tingginya Turnover Intentions di Hotel Dafam Semarang. </div><div> </div><div> </div><div><div>Turnover intentions are avoided by an organization, because the turnover phenomenon has significant costs and other negative consequences for each organization. This study wanted to know the effect of work-life balance, job satisfaction, work engagement on turnover intentions, and also the effect of work-life balance, job satisfaction, work engagement which was moderated by mentoring towards turnover intentions.</div><div>The research method used is to use a quantitative approach. The method of data collection in this study is the questionnaire method, and the scale of data collection with the Likert scale. The data is then analyzed using the smart-PLS version 3.2.7 application.</div><div>There is a significant negative effect of each independent variable. This shows that each variable both Work - Life Balance, Job Satisfaction, Work Engagement, and Mentoring have contributed to suppressing the high turnover intensity at Dafam Hotel Semarang.</div></div><h1><em>Turnover intentions</em> merupakan hal yang dihindari dari suatu organisasi, karena fenomena turnover memiliki biaya yang signifikan dan konsekuensi negatif lainnya untuk setiap organisasi. Penelitian ini ingin mengetahui pengaruh <em>work – life balance</em>, kepuasan kerja, <em>work engagement</em> terhadap <em>turnover intentions</em>, dan juga pengaruh <em>work – life balance</em>, kepuasan kerja, <em>work engagement</em> yang dimoderasi oleh <em>mentoring</em> terhadap <em>turnover intentions</em>.</h1><h1>Metode penelitian yang digunakan adalah menggunakan pendekatan kuantitatif. Metode pengumpulan data dalam penelitian ini adalah metode kuesioner, dan skala pengumpulan data dengan skala<em> likert</em>. Data yang ada kemudian dianalisa menggunakan aplikasi smart-PLS versi 3.2.7.</h1><span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt; font-family: 'Arno Pro','serif'; mso-fareast-font-family: Calibri; mso-bidi-font-family: 'Times New Roman'; mso-ansi-language: EN-US; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;" lang="EN-US">Terdapat pengaruh negatif signifikan dari setiap variabel bebasnya. Hal ini menunjukkan bahwa setiap variabel baik <em>Work – Life Balance</em>, Kepuasan Kerja, <em>Work Engagement</em>, dan <em>Mentoring</em> telah berkontribusi menekan tingginya <em>Turnover Intentions</em> di Hotel Dafam Semarang. </span>

Disentangling the implications of teleworking on work–life balance: a serial mediation analysis through motivation and satisfaction

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rocco Palumbo ◽  
Giulia Flamini ◽  
Luca Gnan ◽  
Massimiliano Matteo Pellegrini ◽  
Damiano Petrolo ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Mediation Analysis ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
Job Motivation ◽  
Study Results ◽  
European Working ◽  
Serial Mediation

PurposeLiterature is not consistent in discussing the implications of teleworking on work–life balance (WLB). Even though teleworking may enhance work arrangements’ flexibility, it blurs boundaries between life and work, endangering the individual WLB. The paper intends to illuminate this issue, moving forward our understanding of teleworking’s implications using the Social Exchange Theory framework.Design/methodology/approachSecondary data were collected from Eurofound’s sixth European Working Condition Survey. A large sample of Europeans (n = 16,473) was involved in this study. The authors designed a serial mediation analysis to investigate the direct and indirect effects of teleworking on WLB. The authors included employees’ job motivation and job satisfaction as intervening variables that mediate the relationship between teleworking and WLB.FindingsThe authors found teleworking to negatively affect WLB, putting under stress the teleworkers’ ability to handle the interplay between work and life. However, the serial mediation analysis pointed out that teleworking triggers an improvement of job motivation, which, in turn, boosts job satisfaction. Increased job motivation and job satisfaction nurture positive employees’ perception of WLB.Practical implicationsThe study results invite us to pay attention to the complex interplay between teleworking and WLB, emphasizing the mediating role of job motivation and job satisfaction. As a flexible work arrangement, teleworking may increase the employees’ sense of control over their work, which leads to better perceived WLB. However, confounding the boundaries between work and daily life, it may nourish work-to-life and life-to-work conflicts.Originality/valueThis paper advances what is currently known about teleworking’s implications on WLB, envisioning avenues for further conceptual and empirical developments.

Working from home, job satisfaction and work–life balance – robust or heterogeneous links?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Lutz Bellmann ◽  
Olaf Hübler
Keyword(s):  
Job Satisfaction ◽  
Job Characteristics ◽  
Work Life ◽  
Work Life Balance ◽  
Control Group ◽  
Life Balance ◽  
Content Type ◽  
Working From Home ◽  
Wide Range ◽  
The Impact

PurposeIt is analyzed whether working from home improves or impairs the job satisfaction and the work–life balance and under which conditions.Design/methodology/approachBlocks of influences on job satisfaction and work–life balance – personal traits, job characteristics, skills and employment properties – are estimated separately and in combination. To select the variables, the least angle regression is applied. The entropy balancing approach is used to determine causal effects. The study investigates whether imbalances are determined by private or job influences, whether firm-specific regulations and the selected control group affect the results and whether it only takes place during leisure time.FindingsNo clear effects of remote work on job satisfaction are revealed, but the impact on work–life balance is generally negative. If the imbalance is conditioned by private interests, this is not corroborated in contrast to job conditioned features. Employees working from home are happier than those who want to work at home, job satisfaction is higher and work–life balance is not worse under a strict contractual agreement than under a nonbinding commitment.Originality/valueA wide range of personality traits, skills, employment properties and job characteristics are incorporated as determinants. The problem of causality is investigated. It is analyzed whether the use of alternative control and treatment groups leads to different results. The empirical investigation is based on new German data with three waves.

Women’s work in urban Bangladesh: do types of organizations matter?

2016 ◽  
Vol 31 (2) ◽  
pp. 78-96 ◽  
Author(s):  
Farida Chowdhury Khan
Keyword(s):  
Job Satisfaction ◽  
Developing Countries ◽  
Labour Force ◽  
Work Life ◽  
Work Life Balance ◽  
Second Phase ◽  
Formal Sector ◽  
Life Balance ◽  
Content Type ◽  
Governmental Institutions

Purpose Women’s participation in the formal labour force has increased over the past three decades and continues to do so in Bangladesh. This paper aims to look at trends in that phenomenon and how it has been influenced by privatization in the economy and the social transitions that have occurred during this process. Design/methodology/approach The findings are based on a survey of women in large formal sector organizations in Dhaka, Bangladesh. The study focuses on the adjustment of women in various ranks to work in different organizations – public, non-profits, and private – and makes comparisons among these workplaces. Seven individuals were interviewed and filled out questionnaires on work–life balance and job satisfaction. Findings Results show that although private organizations pay better, non-governmental institutions evoke a greater sense of employee commitment to organizational mission and public organizations provide women with a greater perception that their work is valued and respected. It is found that stated and implemented policies with respect to family-friendly work environments are variable. Research limitations/implications The sample size has some limitations that were addressed through interviews. Practical implications Each type of organization has its own set of advantages and setbacks with respect to work-life balance and job satisfaction, pointing to the need for concerted policies that could encourage women to choose and remain in their professions. Originality/value Work–life balance is a new concept in developing countries. As they go through the second phase of demographic transition, this is a key factor in stabilizing population growth. A comparison of the three types of organizations as workplaces for women has not been done. The phenomenon is not unique to Bangladesh and has lessons for many developing countries.

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