EMPLOYEE SATISFACTION AND PERFORMANCE: A STUDY OF THE RC HOTEL COMPANY KITCHEN ENVIRONMENT A Thesis Submitted to the Graduate Faculty of the University of New Orleans in partial fulfillment of the requirements for the degree of Masters of Science in Hospitality and Tourism Management by Melissa Bradberry Sims B.S. Nicholls State University‚ 2002 December 2004 Copyright Statement The following research uses secondary data that was provided by the RC Hotel Company human resources department
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Measuring Job Satisfaction Our definition of job satisfaction—a positive feeling about a job resulting from an evaluation of its characteristics—is clearly broad. 30 Yet that breadth is appropriate. A job is more than just shuffling papers‚ writing programming code‚ waiting on customers‚ or driving a truck. Jobs require interacting with co-workers and bosses‚ following organizational rules and policies‚ meeting performance standards‚ living with less than ideal working conditions‚ and the
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style of managers in Sierra Leone is based on autocratic-democratic approach Employee can be motivated and retained with concerns‚ and listening to the problems that arise and working with participatory‚ David and Christine (1998). Instilling satisfaction within employees is a crucial task within management‚ Mark and Robert (1998) Western theories are relevant to Sierra Leone practice of motivation‚ which has proved useful Employee Retention A stable workforce can bring a competitive advantage
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The purpose o f the present study was to examine the role o f equity theory in the context of the contemporary turnover process. A model was developed and tested with 192 hospital employees using structural equation modeling (SEM)‚ which placed satisfaction and intention to quit as mediators of employee turnover. The results strongly support the present model‚ but also suggest a role for other mediators‚ some of which are suggested for future research. Equity theory (Adams‚ 1963‚ 1965) continues
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satisfied or dissatisfied with their work? What factors primarily contribute to their satisfaction or dissatisfaction? Using my current place of employment‚ I am going to say that I think most people are satisfied with their work. The factors that seem most important are that they enjoy the kind of work they’re doing and they do enjoy the coworkers. I think most of the people I work with would say they don’t love their job but they don’t hate it either. Most of the employees have a strong work ethic
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do in an organization and how their behavior affects the organization’s performance. And because OB is concerned specifically with employment-related situations‚ you should not be surprised that it emphasizes behavior as related to concerns such as jobs‚ work‚ absenteeism‚ employment turnover‚ productivity‚ human performance‚ and management. OB includes the core topics of motivation‚ leader behavior and power‚ interpersonal communication‚ group structure and processes‚ learning‚ attitude development
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What Is Turnover? When employees leave a company and have to be replaced‚ that’s called turnover. A certain amount of turnover is unavoidable‚ but too much can ruin a company. Some employees will always retire‚ move away‚ go back to school‚ or leave the workforce. This level of turnover is not only unavoidable‚ it can be beneficial. It brings new people into the organization with new ideas and a fresh perspective. Types Of Turnover The two general types of turnover are voluntary and involuntary
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work-related environment where employees assumes that themselves or other forces controls their job‚ position‚ or task. (Sprung & Jex‚ 2012). CWB-I is defined as the interpersonal conflict‚ disagreement‚ and poor treatment at work directly linked to their performance; whereas‚ CWB-O refers to as organizational injustice‚ deviance (Lian et al.‚ 2013)‚ and employees perceptions of unfair treatment leading to job dissatisfaction (Hershcovis et al.‚ 2007; Penny & Spector‚ 2005; Sprung & Jex‚ 2012). Work
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Research Design The furtherance of the study employed descriptive and explanatory research methods. These research designs enabled the researcher to accomplish his objective in determining the significant effect of intrinsic and extrinsic job satisfaction to OCBI and OCBO. Participants The participants in this study were the full-time regular faculty members of the eight colleges of Holy Angel University. The said units have the following numbers of regular faculty members: College of Arts
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an area in which he believed he could make a significant contribution.” “He also believed that his current job would always be limited to operations only and that such a reality did not align well with his career objective.” Affect relates to the emotional response towards a person‚ group‚ organisation or situation. In this case study‚ one example is that Peter showed passion in his job and possessed good working attitude that influenced his staffs. This led to desired outcomes‚ increasing productivity
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