An Expectancy Theory Model for Hotel Employee Motivation: Examining the Moderating Role of Communication Satisfaction

Chiang, Chun-Fang; Jang, SooCheong; Canter, Deborah D.; Prince, Bruce

doi:10.1080/15256480802427263

Cited by 43 publications

(43 citation statements)

References 44 publications

(54 reference statements)

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“…Wood and Wall (2007) defined that information sharing as members within an organization obtain the correct information regarding business results, customer feedback, and quality. Chiang et al (2008) argued that when employees experience higher information sharing, they are more motivated in their work to contribute towards the achievement of the organization's goals. Frontline employees represent the relationship between the organization and its customers.…”

Section: Employee Participation and Employee Engagementmentioning

confidence: 99%

The impact of human resource management practices on employee engagement and moderating role of gender and marital status: An evidence from the Vietnamese banking industry

Vương¹,

Suntrayuth²

2020

10.5267/j.msl

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The aim of this research is to examine the effect of human resource management (HRM) practices on employee engagement, and the moderating roles of gender and marital status. The survey was conducted with a total of 457 frontline employees who are working in the Vietnamese banking industry. Partial least squares structural equation modeling (PLS-SEM) was estimated using the SmartPLS 3.0 program to examine the hypotheses. The results indicated that HRM practices and its four key dimensions (Training; Reward and recognition, Employee engagement, and Information sharing) positively impacted employee engagement. Moreover, this study provided an empirical evidence about the moderating roles of gender and marital status. It implied that male frontlines employees heightened the positive relationship between HRM practices and employee engagement, but this positive relationship was weakened by married employees. The finding also suggested that bank managers should develop a suitable HRM practices to reinforce employee engagement.

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Section: Employee Participation and Employee Engagementmentioning

confidence: 99%

The impact of human resource management practices on employee engagement and moderating role of gender and marital status: An evidence from the Vietnamese banking industry

Vương¹,

Suntrayuth²

2020

10.5267/j.msl

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“…Effective communication among employees in the organization are relate on the mode of communication to develop an understanding of strategies that foster quality communication which gives impact to any organization success. According to [3] employers and employees must be consistent, clear, complete and accurate when communicate between each other. Some of the barriers may include body gesture, language, cultural, emotions and different personalities [4] when communication breakdowns occur.…”

Section: Effective Communication Allows the Sender To Understand The mentioning

confidence: 99%

Effective Communication As a Tool for Achieving Organizational Goals

Razak¹,

Athmar²,

Durani³

et al. 2019

KSS

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“…Self motivation is interpreted as a force that directs various alternatives. This theory proposes three concepts, expectations, instrumentality, and valence (Chiang, Jang, Canter, & Prince, 2008). Expectation is a perception of the possibility that the business will bring good results.…”

Section: Theories On Training Managementmentioning

confidence: 99%

Training Management of Apprenticeship Program: A Comparison of Expectation Theory, Self Determination Theory, and Social Identity Theory

Tamrin¹,

Muis²,

Nursyamsi³

et al. 2018

Scientific Research Journal

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Expectation theory, self-determination theory, and social identity theory are prominent theories in training management research. Each theory results in different style of management. The theories also related to corresponding organizational culture to support the training. In this article, we compare the theories to find the best theory to fit with apprenticeship program in private sector context in Indonesia. We compare the management styles and associated organizational culture from four mining companies in South Sulawesi Indonesia, consisting of total 250 trainees. Best management style should be results in best model and significant relationships across components of training (training curriculum, training process, training effectiveness, and job performance) and across organizational cultures. Without looking at organizational culture, the best management training is training management based on the self determination theory. Training management based on the self determination theory is able to give effect to the process and effectiveness of training as well as on employee performance. Results suggest self-determination theory as the basis for management across any types of organizational culture.Index Terms -training management, apprenticeship program, organizational culture, self-determination theory I.

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An Expectancy Theory Model for Hotel Employee Motivation: Examining the Moderating Role of Communication Satisfaction

Cited by 43 publications

References 44 publications

The impact of human resource management practices on employee engagement and moderating role of gender and marital status: An evidence from the Vietnamese banking industry

The impact of human resource management practices on employee engagement and moderating role of gender and marital status: An evidence from the Vietnamese banking industry

Effective Communication As a Tool for Achieving Organizational Goals

Training Management of Apprenticeship Program: A Comparison of Expectation Theory, Self Determination Theory, and Social Identity Theory

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