Analysis of Job Satisfaction in the Hotel Industry: A Study of Hotels in Spain

Cruz, Francisco González Santa; López‐Guzmán, Tomás; Cañizares, Sandra Ma Sánchez

doi:10.1080/15332845.2013.807394

Cited by 25 publications

(11 citation statements)

References 27 publications

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“…These aspects may include the types of information shared, communication climate, and relationships among colleagues. Specifically, supervisor communication, work environment, and personal feedback were found to be major contributors to the communication satisfaction / job satisfaction relationship among nurses (Santa Cruz et al, 2014). In the same study, Santa Cruz et al (2014) also explored the relationship between communication satisfaction and job performance.…”

Section: Communicationmentioning

confidence: 94%

“…Specifically, supervisor communication, work environment, and personal feedback were found to be major contributors to the communication satisfaction / job satisfaction relationship among nurses (Santa Cruz et al, 2014). In the same study, Santa Cruz et al (2014) also explored the relationship between communication satisfaction and job performance. Results showed that employees' perceptions of communication satisfaction were related to job performance.…”

Section: Communicationmentioning

confidence: 94%

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Exploring the internal factors affecting job satisfaction in the fast food industry in Malaysia

Arokiasamy¹

2019

Int. j. adv. appl. sci.

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The food industry in Malaysia is a fast growing industry. It keeps transforming due to the high demands of food and beverage products. In this industry, having talent, skillful and knowledgeable employees in a company is important. This means that the satisfaction of these talented employees is a priority in this industry. The purpose of this study was to investigate the internal factors affecting the job satisfaction of employees at fast food outlets in Malaysia. Twelve fast food outlets were targeted at Klang Valley, Kuala Lumpur, Malaysia. A quantitative study was conducted, and questionnaires were collected from 440 fast food employees. Data was collected using a structured questionnaire based on the Minnesota Job Satisfaction Questionnaire (MSQ). The collected data was analyzed by adopting mean scores, Pearson's r correlation coefficient and multiple regression analysis. The study showed that internal factors like pay & benefits, fairness and promotion, working conditions, coworkers and communication significantly influenced employee job satisfaction in the fast food industry. The research provided a better understanding regarding the factors affecting job satisfaction in the fast food industry. The results can help managers to identify strategies to increase employee job satisfaction by increasing their motivation for the job performed thus leading to higher productivity and increased customer satisfaction.

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Section: Communicationmentioning

confidence: 94%

Section: Communicationmentioning

confidence: 94%

Exploring the internal factors affecting job satisfaction in the fast food industry in Malaysia

Arokiasamy¹

2019

Int. j. adv. appl. sci.

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“…Szivas (1999) argues that "only competent and motivated employees can deliver high-quality service and achieve competitive advantage for their firms and tourist destinations". Again the Job satisfaction of tourism employees is not influenced by the same factors in all the industries or all the countries (Rahman & Sanzi, 1995;Lam, Zhang, & Baum, 2001;Gallardo et al, 2010;Santa Cruz et al, 2014). The professional identity and the social esteem of the tourism career have been found to be very low in Bangladeshi society.…”

Section: Job Satisfaction In the Tourism Industrymentioning

confidence: 98%

Factors Affecting Job Satisfaction in the Tourism Sector of Bangladesh

Parveen¹,

Rahman²,

Khaled³

2020

HTR

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Purpose: The tourism sector is a very potential sector for Bangladesh in terms of growth and employment. Analyzing the literature, it can be observed that most of the researchers studied the tourist market and the degree of satisfaction of tourists. But job satisfaction as a human resource management concept, in the tourism sector has not been sufficiently investigated. Job satisfaction is particularly important in tourism sector as it is service oriented and people intensive. This study identified the antecedents of job satisfaction in tourism sector and their relative importance to the employees. Methods: The study is quantitative in nature. A number of hypotheses were tested for relationships between job satisfaction and related facets like payment and benefits, advancement and growth, the work itself, leadership, communication, performance feedback and recognition, rewards, colleagues, and employee stress. Data were collected through a survey method and structured questionnaire from employees of different tourism-related businesses. With 81.8% response rate, a total of 409 error-free response sheets containing a total of 38 independent variables were considered for the analysis through Smart PLS 3.01 software. The hypotheses were tested by following the path coefficients of the factors where job satisfaction was the dependent variable. The model of the satisfaction of employees for Bangladesh was established by using the coefficients of relationship with all nine facets and job satisfaction. Results: The standardized regression weights are shown with the nine factors Payment and Benefit (PB), Advancement and Growth (AG), Work Itself (WI), Work Itself (WI), Leadership (LE), Communication (COM), Performance feedback and Recognition (PFR), Rewards (RE), Colleague (COL) and Stress (STR). It was found that five factors (PB, AG, WI, LE, COM) are relatively more significantly responsible for job satisfaction or dissatisfaction, than other four factors (PFR, RE, COL, STR). It also found that the managerial and non-managerial employees show considerable differences in their job satisfaction across the organizations. Implications: The results found in the study may act as a basis for future research in the HR issues of the tourism sector. The owners and managers of tourism companies should appreciate the necessity of employees being satisfied, because this will lead to greater commitment, loyalty, and quality service to the customers. Originality: Due to the dominance of other factors like machines, materials, and other technologies, there is weak evidence in some cases whether there is always a positive and strong relationship between job satisfaction and firm performance. But in a human intensive service industry like tourism, job satisfaction of employees who are directly responsible for consumer experience, is bound to be a dominant factor. This paper is expected to be cited in that particular idea or context.

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“…An examination of the hospitality management literature demonstrates that there is still a need for empirical research concerning employee compensation and how it impacts employee perceptions of their jobs. To date, empirical studies pertaining to the impact of compensation on how employee perceived their jobs in the hospitality industry is sparse (Cruz et al , 2014; Gu and Siu, 2009; Jung and Yoon, 2015). Most of the existing hospitality studies investigated the impact of compensation on employees’ perceptions of their jobs using a singular approach.…”

Section: Relevance and Significance Of The Studymentioning

confidence: 99%

“…It is important to note that employee awareness of compensation could influence employee behavior at work (Gagne and Forest, 2008; Joo-Ee, 2016; MAH, 2013a, 2013b). Abundant research has examined the impact of compensation on individual employee work behaviors (Babakus et al , 2017; Cruz et al , 2014; Ghazanfar et al , 2011; Gu and Siu, 2009; Jung and Yoon, 2015; Moncarz et al , 2009; Negash et al , 2014); however, this study is unique in that it assessed perceived work-related variables [i.e. work motivation, work engagement, job satisfaction and turnover intention] after a minimum wage implementation in Malaysia.…”

Section: Introductionmentioning

confidence: 99%

Examining work factors after Malaysia’s minimum wage implementation

Ahmat

Arendt

2019

IJCHM

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Purpose This study aims to generate novel insights about minimum wage policy implementation through a joint assessment of the mediating roles of work motivation, work engagement and job satisfaction in predicting outcomes such as turnover intention and work engagement. Design/methodology/approach Data were collected from hotel employees in Malaysia using an electronic survey. A total of 239 responses were used in analyzing direct and indirect effects. Findings Results reveal that work motivation, work engagement and job satisfaction significantly mediated the relationship between employee compensation satisfaction and employee turnover intention. Work motivation was found to mediate the relationship between employee compensation satisfaction and employee work engagement. Additionally, work engagement and job satisfaction mediated the relationship between employee work motivation and employee turnover intention. Research limitations/implications Missing data are inevitable in survey research. Due to data missing for some of the demographic questions, the moderating effect of certain demographic characteristics (e.g. sex) could not be assessed. Practical implications Given recent minimum wage policy implementation in Malaysia, it is imperative that Malaysian hotel operators understand to what extent employee compensation satisfaction influences how employees perceived their jobs and to what extent work motivation, work engagement and job satisfaction mediate employee compensation satisfaction and employee turnover intention. Originality/value This study makes a significant contribution to the hospitality compensation research area, specifically regarding the impact of compensation on how employees perceived their jobs after minimum wage implementation.

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Analysis of Job Satisfaction in the Hotel Industry: A Study of Hotels in Spain

Cited by 25 publications

References 27 publications

Exploring the internal factors affecting job satisfaction in the fast food industry in Malaysia

Exploring the internal factors affecting job satisfaction in the fast food industry in Malaysia

Factors Affecting Job Satisfaction in the Tourism Sector of Bangladesh

Examining work factors after Malaysia’s minimum wage implementation

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