An Analysis of Hotel Employees' Motivation Using Kovach's Ten Factor Model

Breiter, Deborah; Tesone, Dana V.; Leeuwen, Dawn Van; Rue, Vanessa

doi:10.1300/j171v01n04_05

Cited by 14 publications

(9 citation statements)

References 8 publications

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“…Although men were less motivated than women when it comes to interesting work, there was no significant difference in terms of their education levels. The results of this study were different from those of Charles and Marshall (1992), Simons and Enz (1995) and Breiter et al (2002), who previously examined motivational factors. Good wages also were the most important factor in all three studies, whereas it was the second important one in DiPietro et al 2014survey.…”

Section: Literature Reviewcontrasting

confidence: 99%

“…Kovach found two significant findings in his study. Firstly, he identified that the order of motivational perceptions changed over time among employees and managers generally had different motivational priorities from them (Breiter et al, 2002). These results are also consistent with assumptions in general management research on workplace motivation (Cherrington, 1989).…”

Section: Literature Reviewsupporting

confidence: 73%

“…Good wages also were the most important factor in all three studies, whereas it was the second important one in DiPietro et al 2014survey. Even though sympathic help with problems is the least significant motivational factor in Simons and Enz (1995), Breiter et al (2002) and DiPietro et al (2014) studies, tactful discipline is the least significant motivational factor in Charles and Marshall study (1992), Tactful discipline was rated the nineth motivational factor out of tenth motivational factor in DiPietro et al 2014and Charles and Marshall study (1992), Chiang and Jang (2008) discussed the expectancy theory in their studies of employee motivation in hotel businesses. According to the study results, it was determined that the expectation positively affected the motivation of the hotel employees, while the extrinsic means did not influence the motivation of the employee but the intrinsic means did positively.…”

Section: Literature Reviewmentioning

confidence: 98%

“…A survey of hotel employees by Breiter et al (2002) in the United States also dealt with Kovach's 10 Motivational Factor Model. As a result of the research, the motivational factors were prioritized as follows: Good wages, job security, good working conditions, opportunities for advancement and development, interesting work, appreciation for accomplishments, personal loyalty to employees, tactful discipline, feeling of being in on things, sympathetic help with problems.…”

Section: Literature Reviewmentioning

confidence: 99%

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The Relation between Motivation, Job Satisfaction and Task Performance: Kovach s Ten Factor Model

Nergiz¹,

Akbıyık²

2019

jotags

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Employees do not have much motivation to work in the hospitality industry. Understanding hotel employees' motivations has become a useful area of research in the industry. The first aim of the study is to define what the motivational factor that is most important to hotel employees. The second aim is to find out the relation between motivational factors, job satisfaction and task performance. The result based on the data from 161 respondents. Using Kovach's model, this study found that the most important ranked motivational factor is "good wages". "interesting work" and "feeling of being in on things" are related with job satisfaction. "Tactful discipline", "job security", "feeling of being in on things", "opportunities for advancement and development", "personal loyalty to employees" and "appreciation for accomplishments" are related with task performance.

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Section: Literature Reviewcontrasting

confidence: 99%

Section: Literature Reviewsupporting

confidence: 73%

Section: Literature Reviewmentioning

confidence: 98%

Section: Literature Reviewmentioning

confidence: 99%

See 2 more Smart Citations

The Relation between Motivation, Job Satisfaction and Task Performance: Kovach s Ten Factor Model

Nergiz¹,

Akbıyık²

2019

jotags

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“…2014, Breiter et al 2003. Also it was found that hotel employees, who are not happy with their pay (Brown et al 2015), promotion opportunities, and perceive unfair compensation (Blomme et al 2009), are more likely to leave the industry.…”

Section: Discussionmentioning

confidence: 99%

Designing an effective organizational employee motivation system based on ABCD model for hotel establishments

Çakır

Kozak

2017

Tour. hosp. manag.

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Purpose -The objective of the study is to create an organizational motivation system that could provide solutions for low employee motivation problem, which became an organizational pathology for hotel establishments. Methodology -Within a quantitative approach, data were gathered by surveying hotel employees working in Istanbul and Antalya. 356 from Istanbul and 449 from Antalya, a total of 805 valid questionnaires were collected via face-to-face surveys. Factor analyses and importancesatisfaction analysis were utilized to interpret data. Findings -CFA results demonstrated that ABCD model performed well in explaining employee motivation phenomenon in hotel establishments. With the help of the importance-satisfaction analysis findings, we were able to determine which motivation tools were utilized best by the managers in practice, in which tools were used in excess, which tools were less important in providing motivation, and which motivation tools the managers should focus at. Originality of the research -In the study, ABCD model which is a new drive-based motivation model that includes current information obtained from different disciplines, was tested for the first time in tourism context. ABCD model performed well in explaining employee motivation phenomenon in hotel establishments. Based on the findings of EFA, CFA and importancesatisfaction analysis, recommendations for an effective organizational employee motivation system based on ABCD model for hotel establishments were discussed.

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Effects of minimum wage policy implementation: Compensation, work behaviors, and quality of life

Ahmat

Arendt

2019

International Journal of Hospitality Management

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An Analysis of Hotel Employees' Motivation Using Kovach's Ten Factor Model

Cited by 14 publications

References 8 publications

The Relation between Motivation, Job Satisfaction and Task Performance: Kovach s Ten Factor Model

The Relation between Motivation, Job Satisfaction and Task Performance: Kovach s Ten Factor Model

Designing an effective organizational employee motivation system based on ABCD model for hotel establishments

Effects of minimum wage policy implementation: Compensation, work behaviors, and quality of life

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