The Impact of Hotel Social Events on Employee Satisfaction

ABSTRACT

Employee satisfaction is an important factor in the hospitality industry. This study offers a technique to gauge employee satisfaction and demonstrates its use in an actual setting. A case study of the Mercure Mirage Eilat Hotel evaluated employee's satisfaction, before and after organizational social event, revealing that satisfaction improved after the social event. The findings also demonstrate that the composition of satisfaction altered. Prior to the organizational activity, monetary compensation was of prime importance; following the organizational activity, social issues gained significant importance in forming employee satisfaction.     

Compensation,esteem valence and job performance: an empirical assessment of Alderfer's ERG theory

Improving the job performance of employees has been the focus of many motivation theories, especially the need theories. These theories have however been questioned because of a lack of research on the causal relationship between need satisfaction and job performance. Research on the link between the need satisfaction-job performance relationship and individual personality differences among people has also been neglected. This study addresses these research gaps as far as the intervening influence of personality variables on the need satisfaction-job performance relationship is concerned. The present study investigates the influence of need satisfaction (as suggested by the Alderfer theory) on self-esteem (the personality trait) and the influence of self-esteem on performance intention (the surrogate measure for job performance) of top managers and frontline employees. The empirical results show that esteem as a personality variable exerts a significant influence on the job performance of both top managers and frontline employees. These and other findings provide important guidelines for managers on how to address the motivational needs of top managers and frontline employees in order to improve their job performance.     

Gender Effect in Explaining Mobility Patterns in the Labor Market: A Case Study of Turkey

This paper examines the importance of gender for different job mobility patterns using an extensive household survey data from İzmir, the third largest city in Turkey. The determinants of job‐to‐job and job‐to‐nonemployment transitions are analyzed with the help of a multinomial logit estimation method. The results indicate that there is a distinction regarding the probability of job mobility patterns based on gender. It is more likely for women to be engaged in job‐to‐nonemployment transition, whereas men tend to change jobs more often. Although gender plays a significant role in job mobility patterns, traditionally imposed social constraints associated with childcare and household duties provide us with mixed results considering the behavior of women in the job market. On the other hand, having highly paid and secure jobs decreases the probability of both patterns of job mobility.     

Deviant behavior in retail,when sales associates “Go Bad”! Examining the relationship between the work–family interface,job stress,and salesperson deviance

The unique role of retail sales associates combined with retailers desire to establish relational selling, make associates vulnerable to work–family conflict (WFC). Unfortunately, research examining how retail sales associates cope with a WFC is limited. This research investigates relationships between WFC, job stress, and three dimensions of salesperson deviance: organizational, interpersonal, and frontline. Findings indicate that WFC has a significant direct effect on all three deviant behaviors, as well as job stress. Interestingly, the relationship between job stress and deviant behavior is not significant. This finding adds to the debate regarding job stress as a mediator between WFC and deviant behavior or outcome variable.     

The effects of ethical leadership on manager job satisfaction,commitment, behavioral outcomes,and firm performance

This study investigates the effects of ethical leadership on a hotel middle manager's job satisfaction and affective commitment, which in turn influence that manager's behavioral outcomes (e.g., extra effort and turnover intention) that can also impact the hotel's performance. Mail surveys were distributed to 30 U.S. hotels, representing more than 8 different national and international brands, and 324 middle managers participated in the survey. This study demonstrates that executives’ ethical leadership is positively related to their middle managers’ job satisfaction and their affective organizational commitment. Middle managers’ job satisfaction is positively related to organizational commitment, but job satisfaction does not necessarily lead to their willingness to exert extra effort. The positive linkage between middle managers’ extra effort and the hotel's competitive performance is also confirmed.     

基于角色冲突的高校青年教师职业倦怠缓解对策

角色冲突是社会角色理论中的一个重要概念,本文运用角色冲突理论来分析高校青年教师目前普遍存在的职业倦怠现象,总结了高校青年教师角色冲突的具体表现、对职业倦怠的影响,并在此基础上提出了有针对性的缓解策略。     

工作生活质量的研究述评

工作生活质量是在社会技术系统理论的基础上,在员工需求发生极大变化的时候出现的新概念,并引起国内外学者的极大关注。学者们对工作生活质量的概念内涵、内容维度以及测量进行了大量研究,其中也存在不可忽视的问题：工作生活质量没有统一的概念,而且其内涵也过于空泛庞大;工作生活质量的内容维度模糊,独立性差;对工作生活质量的测度具有片面性,缺乏具有良好信度和效度的测量工具。     

Custom fabric ventures: An instructional resource in job costing for the introductory managerial accounting course

Job costing is a core foundational concept in the introductory managerial accounting course. The purpose of this instructional resource (IR) is to provide a thorough hands-on, active learning resource that will allow introductory students to experience a full set of accounting and management activities necessary to produce a job and assign production costs to it. For example, the IR requires students to analyze overhead costs, determine the optimal job size, schedule production, calculate the amount of materials to purchase, complete material requisitions, update raw materials records, analyze labor time records, complete a job cost record and address critical thinking questions. The IR was developed for use in a “flipped classroom” in which students work under the guidance of the instructor, but could alternatively be assigned as an unsupervised out-of-class assignment or on-line project. Since the IR was specifically developed as a learning tool for novice introductory managerial accounting students, adequate guidance is provided throughout the activity. However, to add realism and challenge students to think beyond the confines of simple mechanics, management and accounting issues are seeded throughout. Student feedback indicates that the IR not only helps students learn how a job costing system operates, but also helps students become aware of management decisions and accounting issues that impact the costs assigned to a job.     

Vacancy posting, job separation and unemployment fluctuations

What is the relative importance of hiring and separation in driving unemployment fluctuations? This paper presents a framework to decompose the moments of unemployment and study the respective contributions of vacancy posting, a measure of firms’ hiring efforts, and separation. Separation accounts for about 40% of unemployment's variance, compared to 60% for vacancy posting, and contributes to about 60% of unemployment steepness asymmetry, the fact that unemployment increases faster than it decreases. Further, while vacancy posting is, on average, the most important contributor of unemployment fluctuations, the opposite is true around business cycle turning points, when separation is responsible for most of unemployment movements.     

Why is hospitality employees’ psychological capital important? The effects of psychological capital on work engagement and employee morale

This study examines work engagement as a partial mediator of the effect of psychological capital (PsyCap) on employee morale in a sample of hotel employees. A survey was carried out with 312 front-line staff from 15 five-star hotels in Seoul, Korea. A one-month time-lag design (Time 1: PsyCap and work engagement; Time 2: employee morale) was used to reduce potential common method bias. The hypothesized relationships in the model were tested using structural equation modeling. The results suggest that work engagement partially mediates the effect of PsyCap on job satisfaction and affective organizational commitment. Specifically, front-line employees with high PsyCap are more engaged with their work and more likely to display job satisfaction and affective organizational commitment. The study concludes with a discussion of its empirical findings, strengths, theoretical contributions, and practical implications. Limitations and their implications for future studies are also reviewed.