scholarly journals Job Satisfaction of Hospitality Managers of the Department of Tourism Accredited Hotels in Baguio City Philippines

2021 ◽  
Vol 2 (2) ◽  
pp. 1-15
Author(s):  
Isagani A. Paddit, Ph.D.
Keyword(s):  
Job Satisfaction ◽  
Generation X ◽  
Middle Managers ◽  
Dominant Factor ◽  
Personal Factors ◽  
Level Of Satisfaction ◽  
Guest Satisfaction ◽  
Hospitality Managers ◽  
Descriptive Survey ◽  
Star Classification

Job satisfaction among managers in the hospitality industry has a direct correlation to the ability of the hotels to increase guest satisfaction and improve services. This study aimed to determine the level of job satisfaction of hospitality managers among accredited hotels according to the star classification, their level of management, assigned departments and personal factors. By determining the level of satisfaction of managers according to the identified factors, management and owners of hospitality businesses would be able to focus on sustaining the perceived essential factors and will increase the manager's level of performance. A descriptive survey was used to gather the result of the study involving 91 managers of 4-Star and 3-Star hotels. The findings showed that the managers of the Department of Tourism accredited hotels in Baguio City are very satisfied with their jobs. Managers of 3-Star hotels are very satisfied while those who are in 4-Star hotels are satisfied. Middle managers are satisfied with their jobs, while the top and lower-level managers are very satisfied with their jobs. Managers in the front offices have a higher level of satisfaction than the support departments. The varying levels of job satisfaction among managers are dictated by several factors other than the job. In the personal factors, Millennial managers are satisfied while the Baby Boomers and Generation X are very satisfied. In ranking the most dominant factor that affects the level of satisfaction of hospitality managers, salaries and wages, promotion chances, and company policies emerged as the top three factors.    

scholarly journals Application of the Servqual method to analyze the satisfaction level of hotel services and facilities

SinkrOn ◽  
2021 ◽  
Vol 5 (2) ◽  
pp. 239-245
Author(s):  
Nur Ainun ◽  
Volvo Sihombing ◽  
Masrizal Masrizal
Keyword(s):  
Service Quality ◽  
Quality Score ◽  
Average Score ◽  
Satisfaction Level ◽  
Perceived Service Quality ◽  
A Value ◽  
Level Of Satisfaction ◽  
Guest Satisfaction ◽  
Star Classification

With so many hotels and other accommodation facilities in the city of Medan. More and more people are coming and staying and using the facilities at each hotel. Whether it's rooms, meeting room facilities, facilities to hold events, and much more are available in every hotel. Every hotel wants to give satisfaction to guests who come to use the hotel facilities and services. Likewise with SwissbeliNN hotels which have a 3 (three) star classification. Therefore, the opinions of guests and complaints given are very useful to improve the quality of hotel services. To find out, we will look at the satisfaction level of each guest. In this case, the writer applies the servqual method to see the level of guest satisfaction that has been obtained. To find out what is still lacking in the services provided. The purpose of this research is to find out the shortcomings of the hotel for the services provided to hotel visitors, as well as to fulfill the complaints of each visitor to the hotel from the results of the research carried out, with the objectives described later to be able to provide solutions to hotel leaders to fulfill the research results. obtained. The research methods carried out include collecting data directly from the hotel related to the problems that arise to be researched, literature studies, analyzing the problems to be studied based on the data collection that has been obtained, designing applications to overcome problems that arise and making it easier to find out the level of satisfaction of visitors. against managed hotels, as well as testing applications that are made to test the level of success obtained from the application being built. Based on the research conducted, the average perceived service quality score was 3.54. This score is in the somewhat unsatisfactory category when compared with the average score of service quality score which is perceived to be lower than expected. This indicates a gap. The highest average score is given to responsiveness with a value of 3.62 while the lowest score is given to the dimension of empathy with a value of 3.44.

scholarly journals To Analyze the Level and Factors of Job Satisfaction Across Different Generations in India

2021 ◽  
Vol 11 (4) ◽  
pp. 5468-5485
Author(s):  
Ami sha ◽  
Philip Coelho ◽  
Sanjay Bhattacharya
Keyword(s):  
Job Satisfaction ◽  
Baby Boomers ◽  
Generation X ◽  
Quantitative Research ◽  
Job Security ◽  
Dominant Factor ◽  
Work Culture ◽  
Quantitative Research Methods ◽  
Generation Z ◽  
Career Growth

Firstly, the motive behind this research is to know about the factors that lead to Job Satisfaction; secondly, the most authoritative factor of Job Satisfaction; thirdly, to find out which generation is the most satisfied with their current job across different generations of people. The study provides a descriptive and comparative analysis of working professionals from all domains, industries, gender, age, and sectors across India selected based on random sampling using quantitative research methods. It aims to analyze the results on SPSS based on a survey in a close-ended and Likert-scale based questionnaire. Baby boomers are the most satisfied with their job. Generation X is satisfied but lesser than Baby Boomers. Generation Y and Generation Z are not satisfied. Still, Millennials are more satisfied than Generation Z. Their dominant factor for job satisfaction is Job Security, Work Culture, Equality, and Career Growth Opportunities. Not much research has been done on Gen Z by researchers, as they are young and will be entering the market. This study focuses on Gen Z. The findings will help analyze people of different ages to their work and participation levels. The HR could formulate their policies and practices according to the findings generated, which will help reshape their reward structure, decide how they can manage talent, control bad attrition, and a basis for further research, if anyone wants to study particularly about one factor.

An assessment of teacher's job satisfaction and its possible effects on student achievements

2018 ◽  
Vol 9 (01) ◽  
Author(s):  
Pradeep S. Kachhawa ◽  
Anushree Joshi ◽  
Anita Gajraj
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Secondary Level ◽  
Satisfaction Level ◽  
Low Level ◽  
Level Of Satisfaction ◽  
Student Achievements ◽  
Mathematics And Science

The present study was conducted on 160 teachers of different subjects (Hindi, English, Mathematics, and Science) of secondary level under public sector schools to assess their job satisfaction. Results suggested that job satisfaction level was found maximum in mathematics subject teachers and minimum in Hindi. The key findings of this study was lack of better opportunity, low salary and the work that an individual find boring are certain issues which affect teacher's responsibility. Low level of satisfaction was a significant cause to move out from their objectives and it proportionally affects learning methodology of students.

scholarly journals Job Quality in Scotland

2016 ◽  
Vol 25 (3) ◽  
pp. 337-371 ◽  
Author(s):  
John Sutherland
Keyword(s):  
Job Satisfaction ◽  
Job Security ◽  
Job Quality ◽  
Employment Relations ◽  
Level Of Satisfaction

This article examines job quality and job satisfaction for individuals who are employed at workplaces located in Scotland. Using a series of indices constructed from responses in the survey of employees associated with the 2011 Workplace and Employment Relations Study, it investigates how job quality and job satisfaction differ across individuals. It also examines whether job quality and job satisfaction for individuals employed in Scotland are different from individuals employed elsewhere in Britain. Individuals employed at workplaces in Scotland are seen to have positive perspectives about the quality of their jobs. Although most maintain that they work very hard, nonetheless they are seen to have considerable control over most aspects of their jobs; are confident about their job security; and view their workplace managers as being supportive. In terms of differences across individuals, who have higher (lower) levels of job quality depends upon the index of job quality used. With the exception of their pay, individuals are seen to be satisfied with all aspects of their jobs, although the level of satisfaction does vary across individuals. There is little difference between employees located in Scotland and employees located elsewhere in Britain with respect to either job quality or job satisfaction.

scholarly journals INFLUENCE OF CAREER DEVELOPMENT, WORK ENVIRONMENT, COMPENSATION AND IT’S IMPLICATION ON JOB SATISFACTION OF PERMANENT LECTURER AT MARITIME COLLEGES IN DKI JAKARTA

2020 ◽  
Vol 1 (3) ◽  
pp. 384-396
Author(s):  
Ali Muktar Sitompul ◽  
Marhalinda Marhalinda ◽  
Anoesyirwan Moeins
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Work Environment ◽  
Structural Equation ◽  
Research Method ◽  
Equation Modeling ◽  
Survey Method ◽  
Development Work ◽  
Exogenous Variables ◽  
Descriptive Survey

This study aims to analyze and prove the Influence Career Development, Work Environment, Compensation and it’s implication on job satisfaction of permanent lecturer of maritime colleges in DKI Jakarta both partially and simultaneously. The research method used is descriptive survey method and explanatory survey with 253 respondents. The analysis of the data used is Structural Equation Modeling (SEM), consisting of career development, work environment and compensation as exogenous variables, job satisfaction as an endogenous variable. Based on the partially and simultaneous research that Career development, work environment and compensation have a positive and significant effect on job satisfaction with a contribution (R2) of 92 %. Work environment has the most dominantt effect on the job satisfaction of lecturers at maritime colleges in DKI Jakarta.

scholarly journals ANALISIS KEPUASAN KARYAWAN DAN AKREDITASI RUMAH SAKIT UMUM DAERAH BLAMBANGAN KABUPATEN BANYUWANGI

2017 ◽  
Vol 2 (2) ◽  
Author(s):  
Diansanto Prayoga ◽  
Syifaul Lailiyah ◽  
Jayanti Dian Eka Sari
Keyword(s):  
Job Satisfaction ◽  
Employee Satisfaction ◽  
Descriptive Analysis ◽  
Quantitative Descriptive Analysis ◽  
Hospital Employee ◽  
Management Evaluation ◽  
Level Of Satisfaction ◽  
Quantitative Descriptive

Health services conducted by hospitals must prioritize quality and satisfaction for consumers. Internal hospital customers are hospital works that have a major role in providing services to consumers. Analysis Methods This study uses Quantitative Descriptive Analysis method. For a large sample of staff employees taken 20% of all employees (589 people) at Blambangan Regional General Hospital Banyuwangi regency of 125 people by systematic random sampling. The results of this study indicate that the level of satisfaction of employee employee karywan for 68.95 included in the category of satisfaction. Hospital employee satisfaction value is the highest indicator of job satisfaction that is mentally challenging with the value of employee satisfaction of 71.72, while the lowest hospital employee satisfaction value is a reasonable indicator of Rewards satisfaction with employee satisfaction score of 64.23. Accreditation of Blambangan Public Hospital of Banyuwangi Regency earned the title of Plenary.This study reviews materials for the management of the hospital to make improvements in the role of hospital employees to perform services to the community and management evaluation in improving the performance of employees in the organization. Keyword : Job Satisfaction, Accreditation, Quality of Hospital

scholarly journals THE EFFECT OF WORK ETHICS ON JOB SATISFACTION AND EMPLOYEE PERFORMANCE IN NIGERIA

2021 ◽  
Vol 6 (3) ◽  
Author(s):  
Bello Ahmed Nurudeen ◽  
Abigael Joy Aluku ◽  
Oladimeji Mustafa Rahman
Keyword(s):  
Job Satisfaction ◽  
Survey Research ◽  
Unethical Behavior ◽  
Employee Satisfaction ◽  
Research Method ◽  
Employee Performance ◽  
Secondary Data ◽  
Work Ethics ◽  
Descriptive Survey ◽  
Mediator Variable

It has been shown that the bad degradation of ethical conduct in the organization, continuous investigation of the asymmetry between productivity and worker commitment about employment have been satisfied. Results shown in practice could not improve employee performance in different work ethics. The effect of work ethics on employee performance has been explained when employee satisfaction is perceived as a mediator variable. The purpose of this paper is to investigate the effects of unethical behavior on employee commitment and productivity in Nigeria. For the study, a descriptive survey research method was used, with fifty valid questionnaires distributed to employees from five cluster government establishments in Ilorin, Kwara State, Nigeria. Secondary data and documentation were also reviewed and used in the study. <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0857/a.php" alt="Hit counter" /></p>

scholarly journals A study on employees job satisfaction in organisations

2021 ◽  
Vol 11 (3) ◽  
pp. 14-15
Author(s):  
Jawahar Supraveen U ◽  
Jawahar Surendra U
Keyword(s):  
Job Satisfaction ◽  
Emotional Response ◽  
Job Attitudes ◽  
Job Security ◽  
Work Place ◽  
Personal Factors ◽  
Theoretical Orientations ◽  
Internal Locus Of Control ◽  
Organisational Factors ◽  
To Receive

Job satisfaction shows that personal factors such as an individual needs and aspirations determine his/her attitude, along with group and organisational factors such as relationships with co-workers and supervisors and working conditions, work policies, and compensation. Job satisfaction reflects the extent to which people find gratification or fulfillment in their work. A satisfied employee tends to make positive contributions to absent less often, and to stay with the organisation. The effect of job satisfaction goes beyond organisational setting and structure. Satisfied employees are more likely to be satisfied responsible citizens. These people will hold a more positive attitude towards life in general and make for a society of more psychologically & physically healthy. Job satisfaction has been considered as state of pleasurable condition. Job satisfaction is often thought to be synonymous with job attitudes, but is important to recognize that those with different theoretical orientations may use the term somewhat differently. Some measure job satisfaction in terms of the gratification of strong needs in the work place. Others see it as the degree of divergence between what a person perceives is actually and what he expects to receive from the work and what that person performs. It can also be defined as the extent to which work is seen as providing those things that one considers conducive to one’s welfare. In yet another view, job satisfaction is considered a purely emotional response to job situation. Job satisfaction depends on several different factors such as satisfaction with pay, promotion opportunities, fringe benefits, job security, and relationship with co-workers and supervisor. Employees who have an internal locus of control and feel less alienated are more likely to experience job satisfaction,job involvement and organizational commitment.

scholarly journals Job Satisfaction: Analysis of Gender Differences (On the Materials of a Sociological Survey of the Vologda Region)

2020 ◽  
Vol 20 (4) ◽  
pp. 232-245
Author(s):  
Elena A. Basova
Keyword(s):  
Job Satisfaction ◽  
Management Practices ◽  
Personality Type ◽  
Well Being ◽  
Quality Of Working Life ◽  
Work Activity ◽  
Men And Women ◽  
Level Of Satisfaction ◽  
Subjective Assessments ◽  
High Degree

Improving the quality of working life (QWL) is one of the conditions for intensifying economic growth. The key benchmark here is satisfaction with the work of the working population. Knowledge of the specifics of gender distribution in assessments of job satisfaction contributes to a detailed study of motivational mechanisms and directions (methods) of management practices. A limited cross-section of research on this topic justifies research interest in this area of scientific knowledge. The use of methods of statistical analysis made it possible to identify the features of subjective assessments of men and women in well-being and satisfaction with work life. The information base of the study was the survey data conducted by the Vologda Research Center in 2018. The lowest level of satisfaction among men and women with respect to wages and activities of a trade union organization was determined. An equally high degree of subjective assessments was revealed in the two studied groups in terms of the psychological aspects of labor. The typology of personalities among men and women in relation to satisfaction (well-being) with work activity has been substantiated. Among men, the professionally and status-prosperous personality type predominates; among women, a socially prosperous personality type is distinguished (apart from the material and professional components). The directions are proposed that contribute to the growth of job satisfaction in the context of the two studied groups.

Sign in / Sign up

Export Citation Format

Share Document