job satisfaction
CHAPTER 01
INTRODUCTION
Job satisfaction refers to an employees general affective evaluation of his or her job. Spector defines the concept more simply as “how people feel about their jobs and different aspects of their jobs” (1997, 2). He also considers it as a “related constellation of attitudes about various aspects or facets of the job” (Spector 1997, 2). The organizations should be concerned about their employees level of job satisfaction? Employee satisfaction increases employee retention (Arnett, Laverie, and McLane 2002; Press 2002) which is very important for hotel organizations, since they are characterized by a high level of the fluctuation of employees. Press reported the results from three hospital studies evaluating the effects of employee satisfaction on retention. The findings of the study indicated a significant relationship between employee satisfaction and retention. Retaining employees can play a critical role in an organization’s financial health because replacing employees can cost 150 percent or more of an employee’s annual salary (Bliss 2001). Job satisfaction in the hotel industry may results in an increase in many forms of positive employee behavior: commitment to providing the guest with good service, cooperation with other employees, and a commitment to the organization. These activities and beliefs contribute to the hotels ability to deliver a high level of service that encourages customer loyalty. An increase in employee satisfaction may motivate workers to be more engaged and, as a result, to take actions that result in increased guest satisfaction and profitability which is important for success of sustainability and organizational changes in hospitality industry.
Job satisfaction has been the source of extensive scholastic research, and it is linked to positive employee outcomes and firm performance (Sledge, Miles & Coppage, 2008: Thierry, 1998; Thomas & Au, 2002). Desirable employee outcomes attributed to satisfied
INTRODUCTION
Job satisfaction refers to an employees general affective evaluation of his or her job. Spector defines the concept more simply as “how people feel about their jobs and different aspects of their jobs” (1997, 2). He also considers it as a “related constellation of attitudes about various aspects or facets of the job” (Spector 1997, 2). The organizations should be concerned about their employees level of job satisfaction? Employee satisfaction increases employee retention (Arnett, Laverie, and McLane 2002; Press 2002) which is very important for hotel organizations, since they are characterized by a high level of the fluctuation of employees. Press reported the results from three hospital studies evaluating the effects of employee satisfaction on retention. The findings of the study indicated a significant relationship between employee satisfaction and retention. Retaining employees can play a critical role in an organization’s financial health because replacing employees can cost 150 percent or more of an employee’s annual salary (Bliss 2001). Job satisfaction in the hotel industry may results in an increase in many forms of positive employee behavior: commitment to providing the guest with good service, cooperation with other employees, and a commitment to the organization. These activities and beliefs contribute to the hotels ability to deliver a high level of service that encourages customer loyalty. An increase in employee satisfaction may motivate workers to be more engaged and, as a result, to take actions that result in increased guest satisfaction and profitability which is important for success of sustainability and organizational changes in hospitality industry.
Job satisfaction has been the source of extensive scholastic research, and it is linked to positive employee outcomes and firm performance (Sledge, Miles & Coppage, 2008: Thierry, 1998; Thomas & Au, 2002). Desirable employee outcomes attributed to satisfied
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