Employee Job Satisfaction Determinants Within a National Restaurant Company

Tas, Richard F.; Spalding, J.B.; Getty, Juliet M.

doi:10.1177/109634808901300313

Cited by 9 publications

(6 citation statements)

References 3 publications

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“…The context 01 a job can be defined as the immediate work environment, which includes satisfaction with employees and supervisory experiences, receipt of recognition and feedback, work-unit size, and satisfaction with peer group interactions (Porter & Steers, 1973;Sneed, 1988;Tas, Spalding, & Getty, 1989). Prior research reported that variables that influence job context also are fairly consistent predictors of employee turnover (Dienhart, 1991).…”

Section: The Studymentioning

confidence: 97%

Retention of Fast-Food Restaurant Employees

Dienhart

1993

Hospitality & Tourism Educator

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Section: The Studymentioning

confidence: 97%

Retention of Fast-Food Restaurant Employees

Dienhart

1993

Hospitality & Tourism Educator

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“…One paper presented a study that examined the measurement items of job satisfaction (Khalilzadeh et al, 2013). Three papers discussed the difference between job satisfaction of different people, such as full-time and part-time employees (Tas et al, 1989) and first employment sector and current employment sector (Kang and Gould, 2002). The job satisfaction of hotel workers in different countries also varied (Fisher et al, 2010).…”

Section: Othersmentioning

confidence: 99%

Job satisfaction research in the field of hospitality and tourism

Kong

Jiang

Chan

et al. 2018

IJCHM

151

102

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Purpose This study aims to conduct an overview of previous studies on job satisfaction, particularly its determinants and outcomes, and the research objectives, main themes and years of publication of previous studies. This study also seeks to analyze research trends on job satisfaction in the field of hospitality and tourism. Design/methodology/approach The top hospitality and tourism journals were reviewed, and relevant papers were searched using the keyword “job satisfaction.” Content analysis was performed to identify the research objectives, main themes, influencing factors, outcomes and journals. Findings A total of 143 refereed journal papers were collected, of which 128 papers explored the influencing factors of job satisfaction, and 53 papers aimed to investigate outcomes. The predictors of job satisfaction were further classified into four groups, namely, organizational, individual, social and family and psychological factors. Research limitations/implications This study conducted a literature review on job satisfaction by using content analysis. A relatively comprehensive review of job satisfaction is provided. However, this preliminary study still has considerable room for improvement given the extensive studies on job satisfaction. Future studies may perform meta-analysis and attempt to find new values of job satisfaction. Practical implications Findings may shed light on practical management. From the individual perspective, education, interest and skills were found to be related to job satisfaction. Thus, managers should provide their employees with opportunities to train and update their skills. From the organizational perspective, organizational support and culture contributed positively to job satisfaction. This perspective highlighted the importance of effective management activities and policies. From the social and family perspective, family–work supportive policies must be implemented to enhance job satisfaction. From the psychological perspective, psychological issues were found to be closely related to job satisfaction. Thus, the employees’ stress should be reduced to ensure that they perform their jobs well. Social implications This study analyzed the determinants and outcomes of job satisfaction and highlighted the importance of enhancing job satisfaction from different perspectives. The interest of employees should be enhanced, their family–work conflict should be reduced and their psychological issues should be addressed to stimulate their enthusiasm. As job satisfaction contributes positively to organizational commitment and intention to stay, managers should conduct a series of organizational supportive activities to enhance job satisfaction, which will retain qualified employees. Originality/value This study conducted extensive research on job satisfaction and drew a systematic picture of job satisfaction on the basis of its determinants and outcomes, research objectives, main themes and journals. All findings were comprehensive and combined to contribute to the literature and serve as a foundation for further study.

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“…The Job Descriptive Index was used by Tas, Spalding, and Getty (1989) to examine the employee turnover process for full-time and part-time employees by identifying job satisfaction determinants. They found no statistically significant differences between part-time and full-time employees on their level of satisfaction with present pay, supervision, coworkers, and job in general.…”

Section: Job Satisfaction Research In the Hospitality Industrymentioning

confidence: 99%

Job Satisfaction Of Restaurant Employees: An Empirical Investigation Using The Minnesota Satisfaction Questionnaire

Hançer

George

2003

Journal of Hospitality & Tourism Research

107

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The primary purpose of this study was to examine job satisfaction of restaurant employees working in nonsupervisory positions. A survey instrument including the Minnesota Satisfaction Questionnaire (MSQ) short form and demographic questions was used in the study. Factor analysis was conducted to investigate the dimensions of the MSQ short form. A total of 798 usable surveys from 52 restaurants, representing a 50.5% response rate, were included in the analysis. The factor analysis resulted in a four-factor structure of the MSQ short form. A low level of satisfaction was indicated by 50.2% of the respondents, whereas 25.6% indicated an average level and 24.2% a high level of job satisfaction. Security was ranked as the highest and compensation was ranked as the lowest of the examined items. Significant differences in job satisfaction scores were found between the pairs within the subgroups of age, job tenure, gender, and job type.

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Employee Job Satisfaction Determinants Within a National Restaurant Company

Cited by 9 publications

References 3 publications

Retention of Fast-Food Restaurant Employees

Retention of Fast-Food Restaurant Employees

Job satisfaction research in the field of hospitality and tourism

Job Satisfaction Of Restaurant Employees: An Empirical Investigation Using The Minnesota Satisfaction Questionnaire

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