Becoming an employer of choice: assessing commitment in the hospitality workplace

Smith, Kenneth; Gregory, Susan; Cannon, Debby F.

doi:10.1108/09596119610129795

Cited by 71 publications

(47 citation statements)

References 21 publications

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“…POS thus motivates employees to increase their positive outputs, attendance, and punctuality. Smith et al (1996) claimed that extrinsic factors such as organizational support, supervisor relations and immediate work environment all contribute to a hospitality employee's level of job satisfaction and can result in a positive attitude toward the organization.…”

Section: Perceived Organizational Support (Pos)mentioning

confidence: 99%

A study of critical factors of the job involvement for hotel employees—Taking hotels in Taiwan as an example

Cheng

2011

International Journal of Hospitality Management

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Section: Perceived Organizational Support (Pos)mentioning

confidence: 99%

A study of critical factors of the job involvement for hotel employees—Taking hotels in Taiwan as an example

Cheng

2011

International Journal of Hospitality Management

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“…He argued that motivational factors (sense of achievement, advancement opportunities, moral values, job security) lead to employee satisfaction (herzberg, 1959). This research is follow the studies (Hancer and George, 2003;smith et al, 1996;simons and Enz, 1995) that use distinct intrinsic factors categories to explore job satisfaction. Job satisfaction is a function of the difference between the amount of some outcome provided by a work role and the strength of a related desire or motive on the part of the person".…”

Section: Introductionmentioning

confidence: 99%

The Impact of Intrinsic Motivation on Employee’s Job Satisfaction

Raza¹,

Akhtar²,

Husnain³

et al. 2015

MOS

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The main purpose of present study is to identify the impact of intrinsic motivation on employee's job satisfaction. This is basically an empirical study and a scale was developed to find out the impact of four variables namely; job security, achievement, job responsibility and work itself (intrinsic motivation). The questionnaire was distributed among the respondents on the basis of simple random sampling. The findings of this study show a significant positive relationship among four variables and employees job satisfaction. The relationships among job security & job satisfaction, achievement & job satisfaction, job responsibility & job satisfaction and work itself and job satisfaction are significant and positive. This research study highlights the areas in which the organizational manager focuses to increase the individual and organizational performance. Keywords: Job security, Achievement, Job responsibility, Work itself, Country of origin, Employees satisfaction, PakistanObjective of the Study:The main objective of this research is to investigate the impact of intrinsic motivational factors on job satisfaction. Because in Pakistan the study related to intrinsic motivation is not conducted so we are going to investigate this issue.Research methodology: Data was collected from the different organizations and employees working in different organizations of Pakistan. The survey was completed by 182 employees, 95% responses were observed. The Results were made using Correlation, regression and ANOVA with the available data. Findings:The results showed that intrinsic motivation and employee's job satisfaction are reducing the risk. Finding is that employees' perception diverges significantly during the organizational problems.

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“…They asserted that as students are so accustomed to receiving feedback in their academic studies, it would be natural for them to also seek this characteristic, either formally or informally, in the workplace. This is further supported in studies conducted by Clark (2003), Feldman and Weitz (1990), Lee-Ross (1996, 1998a, Paulins (2006), Rothman (2003, K. Smith, Gregory, andCannon (1996), andWalo (2001), who all advocated for increased opportunities for feedback on performance (whether through undertaking the job itself or from agents).…”

Section: Stage 1: the Cjd Mapped To The Critical Psychological Statesmentioning

confidence: 85%

Internship Design and Its Impact on Student Satisfaction and Intrinsic Motivation

Stansbie

Nash

Jack

2013

Journal of Hospitality & Tourism Education

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This study examines the role that experiential education, in the form of internships, plays in the professional development of hospitality and tourism management students. In particular, it analyzes the internship through an evaluation of job design by both applying J. R. Hackman and G. R. job characteristics model and developing a proposed intern version of that model. The outcomes demonstrate that dimensions of work undertaken during the internship contribute significantly to an individual's satisfaction and intrinsic motivation. A comparison of the 2 models demonstrates that the proposed intern model offers improved R 2 coefficients over the original job characteristics model by using different predictive variables and thus may be seen as a better guide for designing effective internship experiences.

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Becoming an employer of choice: assessing commitment in the hospitality workplace

Cited by 71 publications

References 21 publications

A study of critical factors of the job involvement for hotel employees—Taking hotels in Taiwan as an example

A study of critical factors of the job involvement for hotel employees—Taking hotels in Taiwan as an example

The Impact of Intrinsic Motivation on Employee’s Job Satisfaction

Internship Design and Its Impact on Student Satisfaction and Intrinsic Motivation

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