Role of individual and organizational variables as predictors of job satisfaction among hotel employees

2020 ◽  
Vol 20 (4) ◽  
pp. 466-480
Author(s):  
João Viseu ◽  
Patrícia Pinto ◽  
Sérgio Borralha ◽  
Saul Neves de Jesus
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Organizational Health ◽  
Organizational Variables ◽  
Positive Psychological Capital ◽  
Hotel Employees ◽  
Individual Variables

Job satisfaction is a key concept in the organizational literature, as satisfied employees allow organizations to achieve desired work-related outcomes. Nevertheless, more research is needed to understand what organizational and individual variables shape the job satisfaction of employees from the hospitality sector. This study assesses the role of organizational variables (perceived organizational support and organizational health) and individual variables (positive psychological capital and creative personality) as possible determinants of job satisfaction. A total of 504 hotel employees from the Algarve region, the main Portuguese tourism destination, participated in this study. Structural equation modeling with latent variables was used to evaluate the proposed model. Results showed that perceived organizational support was the most important predictor of job satisfaction, followed by organizational health. Organizational health also predicted positive psychological capital, which, in turn, was significantly associated with job satisfaction. These results have important practical implications for human resources management in the hospitality industry.

scholarly journals Analisis Dukungan Organisasional Persepsian Dan Employee Engagement Terhadap Kinerja Karyawan: Kepuasan Kerja Sebagai Pemediasi

2020 ◽  
Vol 9 (3) ◽  
pp. 286-304
Author(s):  
YUNI SISWANTI YUNI ◽  
Krisnandini Wahyu Pratiwi
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Organizational Support ◽  
Research Method ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Validity And Reliability ◽  
Permanent Employees ◽  
Simple Regression

This study aims to analyze the effect of perceived organizational support (POS) and employee engagement on performance and the role of job satisfaction in mediating the effect of perceived organizational support (POS) and employee engagement on performance. The population in this study were permanent employees at PT. Solusi Bangun Indonesia Tbk. The research method used was a survey and a sample size of 185 employees. The research instrument adopted from previous research. Retrieval of data by means of questionnaires and interviews. Validity and reliability tests show all questionnaire items are valid and reliable. To test H1 and H2 with simple regression, H3 and H4 test with Baron and Kenny regression model. The results of hypothesis testing show that: (1) perceived organizational support has a significant effect on employee performance, (2) employee engagement has a significant effect on employee performance, (3) job satisfaction partially mediates the effect of perceived organizational support on employee performance, and (4) job satisfaction does not mediate the effect of Employee engagement on employee performance.  

scholarly journals Perceived Organizational Support, Alternative Job Opportunity, Organizational Commitment, Job Satisfaction and Turnover Intention: A Moderated-mediated Model

Organizacija ◽  
2019 ◽  
Vol 52 (4) ◽  
pp. 310-324
Author(s):  
Abdulmajeed Saad Albalawi ◽  
Shahnaz Naugton ◽  
Malek Bakheet Elayan ◽  
Mohammad Tahseen Sleimi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Support ◽  
Turnover Intention ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Future Research ◽  
Job Opportunities ◽  
Job Opportunity

Abstract Background and Purpose: This article tested a structural model that examines the mediating role of organizational commitment on the link between perceived organizational support, perceived alternative job opportunities, and turnover intention, and the moderating role of job satisfaction on the proposed relationships. Methodology: Using convenience sampling technique, a self-administered survey was conducted on a pool of Jordanian small and medium sized enterprises (SMEs). The obtained data (n=270) were analyzed with contemporary variance-based structural equation modelling (PLS-SEM) software SmartPLS v3. Results: Findings revealed that organizational commitment mediates the association between perceived organizational support and turnover intention, perceived alternative job opportunities and turnover intention. In addition, job satisfaction did not moderate the associations between organizational support, perceived alternative job opportunity and organizational commitment. Conclusion: The present study is among the first to show the mediating mechanism of organizational commitment on the link between perceived organizational support, perceived alternative job opportunity and turnover intention. Theoretical and practical implications are drawn, before pointing to potential future research directions that build on the evidence-based positions argued for in this study.

scholarly journals PERAN PERSEPSI DUKUNGAN ORGANISASI TERHADAP KESIAPAN MENGHADAPI PERUBAHAN DENGAN MODAL PSIKOLOGIS SEBAGAI MEDIATOR

2020 ◽  
Vol 4 (2) ◽  
pp. 281
Author(s):  
Cecilia Meilian ◽  
Rita Markus Idulfilastri ◽  
Fransisca I. R. Dewi
Keyword(s):  
Linear Regression ◽  
Data Processing ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Change Readiness ◽  
The Relationship

Change is a necessity because no one can reject or avoid change. This can also happen in organizations, so it is important to be able to see a person's readiness in dealing with changes with the variables that influence it. The main objective of this study was to examine the role of psychological capital as a mediators in the relationship between perceived organizational support and readiness of change in PT X. Participants were 150 employees of PT X, a subsidiary of one of the BUMN. Data were collected using a change readiness questionnaire based on the Holt scale, Armenakis (2007), the scale of the perception of organizational support by Eisenberger, Huntington, Hutchinson, & Sowa (1986) to measure perceived organizational support. Psychological capital is measured using a concept from Luthans, Youssef-Morgan, Avolio (2015) which was later developed by the Faculty of Psychology at Tarumanagara University. Data processing using linear regression has proven the perceived of organizational support directly has a positive and significant effect on readiness of changes in PT X. The contribution of the variable perception of organizational support in explaining the variable readiness of change is 30.2%. Perceived organizational support have a positive and significant effect on readiness to face change through psychological capital mediators at PT X. The contribution of readiness of change and psychological capital in explaining the variables of readiness to face change is 46.6%.  Perubahan adalah keniscayaan karena tidak ada seorang pun yang dapat menolak atau menghindar dari perubahan. Hal ini pun dapat terjadi di organisasi, sehingga penting untuk dapat melihat kesiapan seseorang dalam menghadapi perubahan dengan mempertimbangkan variabel-variabel yang mempengaruhinya. Tujuan utama dari penelitian ini adalah untuk menguji peran mediator modal psikologis terhadap hubungan persepsi dukungan organisasi dengan kesiapan menghadapi perubahan di PT X. Partisipan adalah 150 karyawan PT X, anak usaha salah satu BUMN. Data dikumpulkan menggunakan kuesioner kesiapan berubah berdasarkan skala Holt, Armenakis (2007), skala studi persepsi dukungan organisasi oleh Eisenberger, Huntington, Hutchinson, & Sowa (1986) untuk mengukur persepsi dukungan organisasi. Variabel modal psikologis diukur dengan menggunakan konsep dari Luthans, Youssef-Morgan, Avolio (2015) yang kemudian dikembangkan oleh Fakultas Psikologi Universitas Tarumanagara. Pengolahan data menggunakan regresi linear telah membuktikan persepsi dukungan organisasi secara langsung berpengaruh positif dan signifikan terhadap kesiapan menghadapi perubahan di PT X. Kontribusi dari variabel persepsi dukungan organisasi dalam menjelaskan variabel kesiapan menghadapi perubahan sebesar 30.2%. Persepsi dukungan organisasi berpengaruh positif dan signifikan terhadap kesiapan menghadapi perubahan melalui mediator modal psikologis di PT X. Kontribusi dari variabel persepsi dukungan organisasi dan modal psikologis dalam menjelaskan variabel kesiapan menghadapi perubahan sebesar 46.6%.

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