This study aimed at establishing the relationship between the dimensions of leadership styles and employees’ job satisfaction in hospitality industry in Nigeria. This study was prompted by reports of high labour turnover in this sector of the economy (especially in the guesthouses), because of reduction in the satisfaction of the workforce. Cross-sectional research design which is quantitative in nature, was the methodology adopted for this study to assess the trends of relationships between the constructs. Questionnaire was used as the measuring instrument, and reliability and validity test for the instrument were established using cronbach alpha, for all the variables ranging between 71% and 89%. The study population comprises 410 employees in the six selected functioning guesthouses, which also represents the study sample. Total enumeration sampling technique was adopted. Statistical Package for Social Sciences (SPSS) software package (version 22) was used for the analysis of the data. The field dataset is available to the public for more rigorous, extensive, critical and extended analysis.
Medical practitioners’ migration to other countries of the world has a considerable effect on the appropriate health care delivery of the affected countries. Funding, training, work overload, capacity building is some of the contemporary issues confronting Nigeria health sector. All these have contributed to migration intention of many Nigerian health professionals to the developed nations.
Employees are the most essential resource of an organization. They are vital to a company’s success. Without them, it would seize to exist. Management will probably give employee compensation the first place in their priority list and rightly so. Because the importance that compensation holds for their lifestyle and self-esteem, individuals are very concerned that they be paid a fair and competitive wage. Organizations are concerned with pay not only because of its importance as a cost of doing business, but also because it motivates important decisions of employees about taking a job, leaving a job, and performance on the job. Hence, one of the most vital factors for attraction, motivation, and retention amongst the employees is the compensation system, policies, and review philosophies of any organization. Compensation as a function of human resource management that involves rewarding employees for performing organizational task is one of the most complex functions of the human resource manager. A lot of studies have shown the various components of compensation both for the executives and the employees, but no study has focused on the tools and techniques for designing and implementing effective compensation systems. Therefore, this article will look into these tools and techniques of effective compensation systems. To be able to do this effectively, we will look at the various definitions of compensation in the background to the study, the features of good compensation tools, the rationale for choosing effective compensation tools, and the various compensation tools we have—both intrinsic and extrinsic.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
hi@scite.ai
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.