Influence of Authentic Leadership on Five-star Hotel employees’ Job Crafting, Job Satisfaction and Job Performance

2020 ◽  
Vol 23 (5) ◽  
pp. 211-239
Author(s):  
Jae-Young Cho ◽  
Ae-Joo Lee
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Authentic Leadership ◽  
Job Crafting ◽  
Hotel Employees

scholarly journals The effect of role ambiguity and role conflict on job performance in the hotel industry: the mediating effect of job satisfaction

2021 ◽  
Vol 17 (1) ◽  
pp. 45-58
Author(s):  
Engin Unguren ◽  
◽  
Serdar Arslan ◽  
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Role Conflict ◽  
Structural Equation ◽  
Role Ambiguity ◽  
Mediating Effect ◽  
Stress Factors ◽  
Equation Modeling ◽  
Future Research ◽  
Hotel Employees

Accommodation businesses are stressful workplaces due to their dynamic and demanding work environment. Role ambiguity and role conflict are major stress factors for hotel employees, causing low levels of satisfaction and performance and high levels of turnover. The main purpose of this study was to explore the mediating effect of job satisfaction on the relationship between role conflict, role ambiguity, and job performance. The data was collected through fully structured questionnaires from employees working in 3, 4 and 5 star hotels in Alanya, one of the leading tourism destinations in Turkey. The data was analyzed via structural equation modeling. The results revealed that both role conflict and role ambiguity have direct negative influences on job performance and job satisfaction for hotel employees. Moreover, it was also proved that job satisfaction mediates the effect of role conflict and role ambiguity on job performance. In line with the findings, theoretical and managerial implications, contributions, limitations, and future research directions were discussed. It was implied that role stress factors must be addressed seriously by hotel managers in order to increase job performance.

scholarly journals FAKTOR YANG MEMENGARUHI JOB PERFORMANCE PEGAWAI GENERASI MILENIAL

2021 ◽  
Vol 5 (2) ◽  
pp. 165-186
Author(s):  
Novryansyah Novryansyah ◽  
Dita Oki Berliyanti ◽  
Ida Ariyani
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Leadership Style ◽  
Ethical Leadership ◽  
Millennial Generation ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Purposive Sampling

Job performance of employees from the millennial generation is starting to be studied a lot because the proportion is starting to increase. Leadership style and job satisfaction are factors that are suspected to affect job performance. This study aims to examine the effect of ethical leadership, authentic leadership on job performance mediated by job satisfaction. This study was a cross-sectional design involving 350 millennial generation employees at the Tanjung Priok Customs and Excise Main Service Office, which were selected by purposive sampling. Data were analyzed using Structural Equation Modeling (SEM) with AMOS 26 software. The results of this study indicate that ethical leadership has a positive effect on job satisfaction and negative effect on job performance, but not significant. Meanwhile, authentic leadership has a positive and significant effect on job satisfaction, but not significantly on job performance. In addition, this study also finds that job satisfaction has a positive and significant effect on job performance and acts as a mediator in the influence of authentic leadership and ethical leadership on job performance. These results build and enrich models of the influence of ethical leadership, authentic leadership, job satisfaction on job performance in existing. In addition, this study recommends that superiors have a personality that is liked by their subordinates, so that it has an impact Keywords: ethical leadership, authentic leadership, job satisfaction, job performance, millennial generation employees. Job performance pegawai dari generasi milenial menjadi hal yang mulai banyak diteliti karena proporsinya mulai meningkat. Gaya kepemimpinan dan kepuasan kerja merupakan faktor yang ditengarai memengaruhi job performance. Penelitian ini bertujuan menguji pengaruh ethical leadership, authentic leadership terhadap job performance yang dimediasi job satisfaction. Penelitian ini berdesain crosssectional yang melibatkan 350 pegawai generasi milenial Kantor Pelayanan Utama Tipe A Bea dan Cukai Tanjung Priok yang dipilih secara purposive sampling. Data dianalisis menggunakan Structural Equation Modelling (SEM) dengan perangkat lunak AMOS 26. Hasil penelitian ini menunjukkan bahwa ethical leadership berpengaruh positif terhadap job satisfaction dan negatif terhadap job performance, tetapi tidak signifikan. Sementara itu, authentic leadership berpengaruh positif dan signifikan terhadap job satisfaction, tetapi tidak signifikan terhadap job performance Selain itu, penelitian ini juga mendapatkan bahwa job satisfaction berpengaruh positif dan signifikan terhadap job performance dan berperan sebagai mediator dalam pengaruh authentic leadership  dan ethical leadership terhadap job performance. Hasil ini membangun dan memperkaya model pengaruh ethical leadership, authentic leadership, job satisfaction terhadap job performance yang sudah ada. Selain itu, penelitian ini merekomendasikan  agar atasan memiliki kepribadian yang disenangi bawahan, sehingga berdampak pada job satisfaction dan job performance bawahan. Kata Kunci: ethical leadership, authentic leadership, job satisfaction, job performance, pegawai generasi milenial.

scholarly journals Hotels’ Eco-Friendly Physical Environment as Nature-Based Solutions for Decreasing Burnout and Increasing Job Satisfaction and Performance

2020 ◽  
Vol 17 (17) ◽  
pp. 6357 ◽  
Author(s):  
Jongsik Yu ◽  
Antonio Ariza-Montes ◽  
Felipe Hernández-Perlines ◽  
Alejandro Vega-Muñoz ◽  
Heesup Han
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Empirical Analysis ◽  
Physical Environment ◽  
Discussion Section ◽  
Hotel Employees ◽  
And Performance ◽  
Set Up ◽  
The Relationship ◽  
Practical Implications

This study investigates the effect of the hotel’s nature-friendly environment on burnout, job satisfaction and job performance of hotel employees. A total of 11 hypotheses were set up to achieve the purpose of this study, and an empirical analysis was conducted based on 309 surveys collected from hotel employees. A total of 11 hypotheses were set to achieve the research goals, and an empirical analysis was conducted based on a total of 309 pieces of data collected from 320 hotel employees who are currently working in 11 hotels in South Korea. As a result, eight hypotheses were accepted and three were rejected. Specifically, it was found that the hotel’s nature-friendly environment reduced burnout in employees, and indirectly had a significant effect on job satisfaction and job performance. Therefore, the relationship between the variables presented was clearly demonstrated through the research results, and the purpose of this study was satisfactorily explained. The results are expected to be of great help to hotel employees and researchers in developing strategies to efficiently manage hotel employees through nature-based solutions (NBSs). Based on the results, the proposed theoretical and practical implications are discussed in detail in the discussion section.

scholarly journals Job Crafting as a Mediator between Work Engagement and Wellbeing Outcomes: A Time-Lagged Study

2019 ◽  
Vol 16 (8) ◽  
pp. 1376 ◽  
Author(s):  
Enrique Robledo ◽  
Salvatore Zappalà ◽  
Gabriela Topa
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Work Engagement ◽  
Job Crafting ◽  
Job Resources ◽  
Mediating Role ◽  
Time Lagged ◽  
The Relationship ◽  
Positive Effect

This time-lagged study, using the framework of the JD-R model, tested the mediating role of job crafting measuring: at T1, work engagement, workaholism and emotional exhaustion; at T2, job crafting; and, at T3, flourishing, job performance and job satisfaction. Respondents were 443 Spanish employees working in different companies. Results show that job crafting mediates the relationship between work engagement and some of its outcomes (job performance and flourishing). In particular, the job crafting component ‘increasing structural job resources’ mediates the positive effect of work engagement on flourishing and job performance, and the job crafting component ‘increasing challenging demands’ mediates the positive effect of work engagement on job performance. No job crafting mediation is found between work engagement and job satisfaction.

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