Comparing working conditions and job satisfaction in hospitality workers across Europe

Díaz-Carrión, Rosalía; Romero, Virginia Navajas; Casas‐Rosal, José Carlos

doi:10.1016/j.ijhm.2020.102631

Cited by 51 publications

(31 citation statements)

References 63 publications

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“…This can be explained by the fact that higher income satisfied their living needs and relieved their worries about the risks later. Income is considered essential to providing health services [ 30 ]. These low-income PCPs are unable to meet the living expenses and have a sense of dissatisfaction with the current work.…”

Section: Discussionmentioning

confidence: 99%

Job satisfaction among primary care physicians in western China

Zhuo

Shi

et al. 2020

BMC Fam Pract

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Background There has been great shortage of primary care physicians (PCPs) in China, especially in western areas. Job satisfaction plays a great role in retaining people. The aim of this study is to investigate the job satisfaction of PCPs and associated factors in 11 provinces of western China, thus providing necessary reference values for stabilizing the primary care workforce and improving the quality of primary care services. Method A sample of 2103 PCPs working in western China were surveyed using a stratified, multistage and random sampling method in 2011. The characteristics of participants were recorded by a structured questionnaire. A multilevel model (MLM) and quantile regression (QR) were applied to assess the association between job satisfaction and possible risk factors. Results Of the 2103 doctors surveyed, the overall satisfaction score was 3.26 ± 0.68 (from 1 to 5). MLM indicated that age group, income satisfaction, unit policy approval, personal planning, career attitude, work value and patient recognition were positively correlated with job satisfaction, while turnover intention was negatively correlated with job satisfaction. QR were not completely consistent with MLM and further explored the differences in different job satisfaction score percentiles on each domains. Conclusion This study showed that the job satisfaction of PCPs in western China was not high. The MLM and QR discussed were not entirely consistent, the latter one provided more information and robust results. Measures should be taken in streamlining administration and institute decentralization, creating more opportunities for additional training, raising PCPs’ income, improving the social status of doctors and improving the relationship between doctors and patients.

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Section: Discussionmentioning

confidence: 99%

Job satisfaction among primary care physicians in western China

Zhuo

Shi

et al. 2020

BMC Fam Pract

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“…The variable talent management will be measured through working culture, working conditions, and talent development (Gallardo-Gallardo et al, 2020;Meyers et al, 2020;Narayanan et al, 2019). Job satisfaction variables are measured through aspects of satisfaction with the work environment, job satisfaction, and satisfaction with the compensation system (Hoboubi et al, 2017;Kianto et al, 2016;Mira et al, 2019;Navajas-Romero et al, 2020). Employee engagement variables are measured through job dedication, enthusiasm, dedication, job challenges, totality, and optimism for achieving work results (Cooke et al, 2019;Gupta & Sharma, 2016; C. J.…”

Section: Methodsmentioning

confidence: 99%

The Effect of Employee Engagement and Job Satisfaction on Workforce Agility Through Talent Management in Public Transportation Companies

Azmy

2021

mem

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This study aimed to analyzed employee engagement and job satisfaction with workforce agility through talent management as a mediating variable. The object of research was carried out at one of the public transportation companies. The number of respondents was 100 people. This research is purposive because it is following the research needs. The analysis tool uses the Partial Least Square (PLS) method. It aims to analyze specifically the variables and indicators that affect workforce agility. The results showed that employee engagement and job satisfaction had a positive effect on workforce agility. The role of talent management as a mediating variable affects workforce agility. Organizations must maximize the role of talent management to prepare employee competencies according to business challenges. The implementation of employee engagement and job satisfaction will make employees more agile, responsive, and have high initiatives to generate business innovation. Job satisfaction is very much needed in maintaining performance stability. The business process is very dependent on how the role and involvement of employees in executing the business plan. The four variables explain that workforce agility makes employee responsiveness higher in advancing the company's business. Therefore, organizations must be responsive and adaptive in empowering human resources optimally

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“…On the other hand, job dissatisfaction can significantly affect the behavior of employees resulting in absence from work, complaints and grievances, and termination of employment (Sempane et al, 2002). To create value for companies and society, employers need to generate job satisfaction because of its importance at the individual, organizational, and societal levels, including employees' perception of their job satisfaction (Díaz-Carrión et al 2020).…”

Section: Job Satisfactionmentioning

confidence: 99%

“…Job satisfaction in the tourist sector in Europe varies based on the model of working conditions. (Díaz-Carrión et al 2020). Job satisfaction in service industries varies in different countries, occupations, employment contracts and earnings levels (Bednarska & Szczyt, 2015).…”

Section: Job Satisfactionmentioning

confidence: 99%

Tourism Providers, Achievement, Culture and Job Satisfaction in Serbia

Srdić¹,

Ostojić²

2020

International Thematic Monograph: Modern Management Tools and Economy of Tourism Sector in Present Era

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This paper aims to investigate the relationships between GLOBE national culture dimensions, the facets of job satisfaction and the need for achievement relation in Serbian tourism providers. The sample consists of 120 managers in the Serbian service sector/tourism providers in Serbia (transportation, utility companies, telecommunications, and banks). The results obtained proved that national culture dimensions are significant predictors of all facets of job satisfaction and that the relations between some organizational culture dimensions and the facets of job satisfaction are moderated by the need for achievement variable. Our results may be of interest to human resources managers in the Serbian tourism service providers.

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Comparing working conditions and job satisfaction in hospitality workers across Europe

Cited by 51 publications

References 63 publications

Job satisfaction among primary care physicians in western China

Job satisfaction among primary care physicians in western China

The Effect of Employee Engagement and Job Satisfaction on Workforce Agility Through Talent Management in Public Transportation Companies

Tourism Providers, Achievement, Culture and Job Satisfaction in Serbia

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