Effects of emotional exhaustion on hotel employee job satisfaction : Focusing on moderating effects of job autonomy

2019 ◽  
Vol 33 (12) ◽  
pp. 127-137
Author(s):  
Kwang-Hi Park
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Job Autonomy ◽  
Moderating Effects ◽  
Employee Job Satisfaction ◽  
Hotel Employee

scholarly journals The Effect of Job Autonomy on Employee Innovative Behavior: The Role of Job Satisfaction as Intervening Variable

2021 ◽  
Vol 4 (2) ◽  
pp. 2846-2853
Author(s):  
Nursiha Ramadani Nasution ◽  
Zulkifli Musannip Efendi Siregar ◽  
Pristiyono Pristiyono
Keyword(s):  
Job Satisfaction ◽  
Quantitative Methods ◽  
Small And Medium Enterprises ◽  
Job Autonomy ◽  
Innovative Behavior ◽  
Business Managers ◽  
Employee Job Satisfaction ◽  
Work Autonomy ◽  
Medium Enterprises ◽  
Innovation Behavior

Employee job satisfaction in covid-19 conditions and situations that need to be considered are those employees who work in Micro, Small, and Medium Enterprises (MSMEs) units. Interestingly, peeling employee job satisfaction in scientific studies is expected to provide various inputs to business managers or business owners who are controlled through work autonomy and innovative behavior in organizations. This research was conducted on the community in the Rantaurapat area around. The questionnaires collected were 100 questionnaires, the respondents in this study were 100 respondents. This research is research using quantitative methods, the researcher in this case distributes questionnaires to get data from respondents using Google Form, and then the data is analyzed using the help of SPSS 23 and AMOS version 23. Based on the results of research and discussion that have been trusted in the previous section, it can be concluded that work autonomy can increase job satisfaction in employees and be able to increase employee innovation behavior. The firm that can provide opportunities for their employees to develop and innovate without feeling pressured at work will provide satisfaction to these employees in working and advancing the company. The results of this study also indicate that job satisfaction did not mediate the effect of job satisfaction on innovation behavior, because the direct effect of job autonomy on innovative behavior was greater than indirect effect via job satisfaction.

scholarly journals The effect of job autonomy on innovation behavior

2012 ◽  
Vol 25 (1) ◽  
pp. 215-238
Author(s):  
Deukyoung Ko ◽  
TaeYong Yoo
Keyword(s):  
Job Satisfaction ◽  
Proactive Personality ◽  
Openness To Experience ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Job Autonomy ◽  
Moderating Effects ◽  
The Relationship ◽  
Innovation Behavior

The first purpose of this study was to examine the mediating effect of job satisfaction on the relationship between job autonomy and innovation behavior. The second purpose was to examine the moderating effect of proactive personality and openness to experience on the relationship between job autonomy and job satisfaction, And the third purpose was to examine the moderating effects of climate for innovation on the relationship between job satisfaction and innovation behavior. Data were gathered from 338 employees who were working in various organizations in Korea. As results, job autonomy had positive relationship with job satisfaction and innovation behavior, and job satisfaction had mediation effect on the relationship between job autonomy and innovation behavior. Proactive personality and openness to experience had moderating effects on the relationship job autonomy and job satisfaction because the relationship was more positive when proactive personality and openness to experience was high than low. Also climate for innovation had moderating effect on the relationship job satisfaction and innovation behavior because the relationship was more positive when climate for innovation was high than low. The implications for research and practice, limitations, and future research tasks were discussed.

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.

scholarly journals Peran Mediasi Emotional Exhaustion pada Pengaruh Work Life Balance terhadap Kepuasan Kerja Karyawan Wanita di Universitas Negeri Surabaya

2021 ◽  
Vol 9 (1) ◽  
pp. 228
Author(s):  
Cici Novita Sihaloho ◽  
Nurul Indawati
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Total Sample ◽  
Work Life ◽  
Partial Least Square ◽  
Least Square ◽  
Work Life Balance ◽  
Convenience Sample ◽  
Life Balance ◽  
Employee Job Satisfaction

The factors that influence employee job satisfaction are work-life balance and emotional exhaustion. Factors that can affect job satisfaction will affect employee job satisfaction. This study aimed to determine the influence of work-life balance on job satisfaction through emotional exhaustion. This research was conducted at Surabaya State University, with a total sample of 60 employees and used convenience sample techniques. Data collection uses surveys, interviews, and questionnaires. Data analysis techniques using PLS (Partial Least Square). The results of the study show that work-life balance has a positive effect on job satisfaction, while emotional exhaustion harms job satisfaction.

scholarly journals The Relationship between Employees Training and Job Satisfaction with Moderating Role of Organizational Culture. A Case of Banking Sector of KP, Pakistan

2020 ◽  
Vol 6 (3) ◽  
pp. 857-871
Author(s):  
Aziz Ullah ◽  
Amir Ishaque ◽  
Maaz Ud Din ◽  
Noreen Safdar
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Banking Sector ◽  
Interpersonal Relationship ◽  
Primary Data ◽  
Moderating Effects ◽  
Employee Job Satisfaction ◽  
The Relationship ◽  
Moderating Role

Employee job satisfaction has been widely acknowledged as one of the most important factors in the performance and productivity of the employees working in an organization. There are certain factors that contribute towards the job satisfaction of the employee’s and one such widely renowned factor is the training of the employees. The relationship between job satisfaction and the training of employees is further moderated by the organizational culture. This study analyzed the impacts of employees training on the level of their job satisfaction under the moderating effects of the organizational culture. Three different dimensions of satisfaction i.e. satisfaction with Pay, work itself and interpersonal relationship was analyzed in the study. Primary data was collected from as ample of 200 employees from different banks operating in Khyber Pakhtunkhwa, Pakistan. The data was analyzed using descriptive statistics, T-test and regression analysis techniques. The results of the study presented that Hierarchy and Adhocracy culture are the two most dominant cultures prevailing in the banking sector of Pakistan. The results further present that training has significant association with the level of job satisfaction of the employees with their, pay, work itself and interpersonal relationship. The results further established the moderating role of Adhocracy and Hierarchy Culture in determining the relationship between Training and job satisfaction of the employees.

scholarly journals The Impact of Enforced Working from Home on Employee Job Satisfaction during COVID-19: An Event System Perspective

2021 ◽  
Vol 18 (24) ◽  
pp. 13207
Author(s):  
Jun Yu ◽  
Yihong Wu
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Theory And Practice ◽  
Necessary Condition ◽  
Job Autonomy ◽  
System Perspective ◽  
Employee Job Satisfaction ◽  
Event System ◽  
Working From Home ◽  
The Impact

During the COVID-19 pandemic, working from home (WFH) became the only option for many organizations, generating increasing interest in how such arrangements impact employee job satisfaction. Adopting an event system perspective, this study employed an online survey to capture the WFH experiences of 256 workers from 66 Chinese enterprises during the pandemic. Using fuzzy-set qualitative comparative analysis (fsQCA), the study examined how satisfaction was affected by five job characteristics when working from home: longevity (time), home workspace suitability (space), job autonomy (criticality), digital social support (novelty) and monitoring mechanisms (disruption). The findings reveal that three configurations promote employee job satisfaction and that a suitable home workspace is a core condition. In the absence of a suitable workspace, digital social support and an appropriate monitoring mechanism, long-term WFH was found to undermine job satisfaction. However, job autonomy is not a necessary condition for employee job satisfaction. These findings have clear implications for theory and practice.

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