Role Of Stress To Quitting Intention Between Men And Women Employees In Hotel Industry

2021 ◽  
Vol 4 (2) ◽  
pp. 867-889
Author(s):  
Isanawikrama Isanawikrama ◽  
Edwin Joyo Hutomo ◽  
Yud Buana
Keyword(s):  
Job Performance ◽  
Hotel Industry ◽  
Role Stress ◽  
Structural Equations ◽  
Customer Contact ◽  
Work Conflict ◽  
Women Employees ◽  
Interesting Variation ◽  
Female Employees

The attitudes and behaviors of employees who provide frontline service and address the extent to which relationships vary among male and female employees. The overall model predicts effects of role stress and work or no work conflict on customer-contact employees’ job performance, job, and life satisfaction, and quitting intent. Results of structural equations modeling suggest an important role for work/no work conflict overall as well as two areas of interesting variation across gender. Specifically, multisampling structural equations analyses suggest that role stress affects female service provider’s job performance more negatively than it does males’, and that job satisfaction is related more highly to quitting intent among males. Overall, results suggest interesting similarities and differences across gender.

Employee Behavior in a Service Environment: A Model and Test of Potential Differences between Men and Women

1998 ◽  
Vol 62 (2) ◽  
pp. 77-91 ◽  
Author(s):  
Barry J. Babin ◽  
James S. Boles
Keyword(s):  
Job Performance ◽  
Service Providers ◽  
Role Stress ◽  
Structural Equations ◽  
Employee Behavior ◽  
Customer Contact ◽  
Service Environment ◽  
Attitudes And Behaviors ◽  
Interesting Variation ◽  
Female Employees

The authors examine the attitudes and behaviors of employees who provide frontline service and address the extent to which relationships vary among male and female employees. The overall model predicts effects of role stress and work/nonwork conflict on customer-contact employees’ job performance, job and life satisfaction, and quitting intent. Results of structural equations modeling suggest an important role for work/nonwork conflict overall as well as two areas of interesting variation across gender. Specifically, multisample structural equations analyses suggest that role stress affects female service providers’ job performance more negatively than it does males’, and that job satisfaction is related more highly to quitting intent among males. Overall, results suggest interesting similarities and differences across gender.

A Study on Career Shift of Women from Hotels to Other Fields

2015 ◽  
Vol 1 (1) ◽  
Author(s):  
Anuradha Karmarkar
Keyword(s):  
Service Sector ◽  
Hotel Industry ◽  
Secondary Data ◽  
Primary Data ◽  
Marketing Department ◽  
Factors Associated ◽  
Women Employees ◽  
Sales And Marketing ◽  
Front Office ◽  
Female Employees

Women employees in hotels play a major role in rendering services which possibly may be done only by them. These includes specialized services in housekeeping, front office, guest service, sales and marketing department etc. It has been observed that very few women employees are take up jobs in departments as kitchen and F & B as compared to the departments mentioned above as GRE, Front Office etc. None of the hotels can have the workforce comprising of only of male employees and female employees have to be an integral part of this workforce. But a trend has been observed of the career shift of female employees from the service sector. The paper therefore focuses on this aspect of career shift of women employees and thereon finding the reasons for these employees to leave the industry thereon. Apart from this, the paper also tries to identify various other factors associated with the career shift as the tenure spend by the women employees in hotels. The growth pattern of the women employees, and the reasons highlighting their shift from the hotel Industry. The Primary data was collected through a questionnaire focusing on the population of women employees in hotel who have shifted from the hotel industry either to retail, academics or are homemakers. The secondary data however was collected from books, research articles and journals. The paper tries to identify the reason/s for women to shift from hotel to other fields.

Women‑dedicated Leadership Programs as One of More Effective Methods of Developing Women Leaders– Current Status and Future Vision in Companies in Poland

2014 ◽  
Vol 33 (3) ◽  
pp. 84-97
Author(s):  
Monika Schwertner
Keyword(s):  
Women Leaders ◽  
Current Status ◽  
Leadership Programs ◽  
Developmental Programs ◽  
Women Leadership ◽  
Women Employees ◽  
Female Employees ◽  
Development Paths ◽  
Future Vision

This paper considers the important role of developmental programs designed and run specifically for women, not as the only training offer recommended for them but as an addition to other leadership courses. The author examines first companies engagement in the idea of promoting women leadership and their strategies of achieving tangible effects in this matter. Based on a survey, the author checks whether female employees in Poland are provided with women‑dedicated leadership programs and whether the newest scien‑ tific findings on the benefits of women‑dedicated programs are considered by companies when they plan development paths for women‑employees. At the end the author inves‑ tigates on attractiveness of the idea of women‑dedicated leadership programs for female employees in Poland and what kind of benefits they would expect from participating in such programs.

Role Stress, the Type A Behavior Pattern, and External Auditor Job Satisfaction and Performance

2001 ◽  
Vol 13 (1) ◽  
pp. 143-170 ◽  
Author(s):  
Richard T. Fisher
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Behavior Pattern ◽  
Type A ◽  
Type A Behavior ◽  
Role Stress ◽  
Type A Behavior Pattern ◽  
External Auditor ◽  
And Performance

This study examines the relationship between elements of role stress and two important external auditor job outcome variables: job satisfaction and performance. The study extends prior research by examining the moderating influence of the Type A behavior pattern on these relationships. The need to re-examine the linkages between the elements of role stress and both job satisfaction and job performance using theoretically based moderators, such as the Type A behavior pattern, has been highlighted in the role-stress literature. Analysis of survey data confirmed that both role conflict and role ambiguity are significantly negatively associated with auditor job performance and job satisfaction. However, the expected moderating role of the Type A behavior pattern on the relationships between the components of role stress and job satisfaction and auditor job performance was not found. Interestingly, however, a direct positive relationship between the Type A behavior pattern and both job outcome variables was apparent. The latter result suggests that, among audit professionals, Type A individuals tend to outperform and be more satisfied with their employment than Type Bs.

scholarly journals PERAN SOCIAL CAPITAL DALAM MEMITIGASI PENGARUH ROLE STRESS TERHADAP JOB PERFORMANCE (Studi Kasus pada Profesi Akuntan di Kebumen, Puworejo, dan Purwokerto)

2019 ◽  
Vol 2 (2) ◽  
Author(s):  
Arya Samudra Mahardhika ◽  
Anton Prasetyo
Keyword(s):  
Social Capital ◽  
Job Performance ◽  
Hypothesis Testing ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Role Stress ◽  
Negative Influence ◽  
One Year ◽  
The Relationship

The purpose of this study was to analyze the effect of role stress consisting of role conflict and role ambiguity on job performance, and to analyze the role of social capital as a moderating variable in the relationship. Respondents from this study were accountant professions in Kebumen, Purworejo, and Purwokerto, sampling was done by purposive sampling with the criteria of the accounting profession who had worked for 1 (one) year, the sample studied was 65. The results of hypothesis testing using WarpPLS software 3.0 shows that role stress has a significant effect on job performance, but the coefficient of job ambiguity shows the opposite direction of the hypothesis. Inaddition, this study also found that social capital has a role in reducing the negative influence of role conflict on job performance, but its role cannot be proven in role ambiguity

scholarly journals Perbedaan Gender dalam Peran Konflik, Emosional Kerja, dan Kinerja Pegawai Marketing Perusahaan Farmasi di Jawa Tengah

2018 ◽  
Vol 8 (1) ◽  
pp. 45
Author(s):  
Naning Kristiyana
Keyword(s):  
Emotional Intelligence ◽  
Self Control ◽  
Primary Data ◽  
Central Java ◽  
Work Conflict ◽  
Female Employees ◽  
And Performance ◽  
Quantitative Descriptive ◽  
Descriptive Method

<em>Marketing employees as the heart of the company have a duty to achieve good performance, work targets must be fulfilled in an effort to contribute to the company's performance. Gender differences in the domestic role of families with work and emotional differences in gender can provide benefits in the recruitment process and the job description of marketing employees. This study aims to determine differences between female employees and male employees in the role of work conflict and to know the differences between female employees and male employees in emotional work and performance as marketing employees of pharmaceutical companies. The sample of all marketing staffs of Takeda Indonesia Pharmaceutical Company in Central Java is 16 people. Primary data collection was done by a questionnaire. This research uses a quantitative descriptive method. The analysis of data uses an ANOVA analysis. The analysis of variance (ANOVA) is used because there are two independent variables with combinations scales, namely interval and nominal (gender), while the dependent variable is interval scale. The results of this research showed that the roles of conflict and performance have no differences between male employees and female employees. For emotional intelligence, there are differences between male employees and female employees. The significant differences mean that there are a real differences between male employees and female employees in their emotional intelligence. Self-control and self-motivation as a form of emotional intelligence showed differences between male marketing employees and female marketing employees.</em>

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