An integrated dataset on organisational culture, job satisfaction and performance in the hospitality industry

Dirisu, J. O.; Worlu, Rowland E.K.; Osibanjo, Adewale Omotayo; Salau, Odunayo Paul; Borishade, T. T.; Meninwa, Sandra; Atolagbe, Tolulope

doi:10.1016/j.dib.2018.04.137

Cited by 25 publications

(29 citation statements)

References 3 publications

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“…The results of our research show that the dependence between SP employee satisfaction and loyalty is strong (correlation coefficient 0.65). If SP wants to keep its employees, it is According to Lorincova et al [17], Dirisu et al [18], Razig and Maulabakhsh [19], Chinomona, and Dhurup [20], Bakotic and Babic [27], the quality of work life positively and significantly influences employee job satisfaction, and employee loyalty. The results of our research show that perceived quality (quality of workplace, quality of communications, quality of relationships, quality of teamwork, quality of education system) affect SP's employee satisfaction.…”

Section: Discussionmentioning

confidence: 99%

“…All these characteristics affect the employee satisfaction and loyalty ratings, which are the subject matter of our research. The objective to succeed, ensure sustainability, remain competitive, and to increase business efficiency can only be ensured by satisfying the needs of employees by providing them with good working conditions [17][18][19]. The quality of work life positively and significantly influences employee job satisfaction, and employee loyalty [20].…”

Section: Sustainable Human Resource Management Literaturementioning

confidence: 99%

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Employee Satisfaction and Loyalty as a Part of Sustainable Human Resource Management in Postal Sector

Strenitzerová

Achimský

2019

Sustainability

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The labor market situation in the postal and logistics sector has led to sustainable human resource management becoming increasingly important at the strategic level of each postal operator. This study proposes a new perspective of employee satisfaction assessment that not only quantifies total satisfaction but identifies job attributes and socio-demographic characteristics affecting employee satisfaction and loyalty as a key concern for sustainable human resource management. Findings of 1775 survey questionnaires of employees in Slovak Postal enterprise revealed that employee satisfaction is on average. The greatest dissatisfaction was related to the financial reward of employees and the employer’s lack of interest in the views and attitudes of employees. The use of regression and correlation analysis pointed to the fact that not only their satisfaction, but also the situation on the labor market in the region, the age of the employee, the job position and the length of employment have a strong influence on employee loyalty.

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Section: Discussionmentioning

confidence: 99%

Section: Sustainable Human Resource Management Literaturementioning

confidence: 99%

Employee Satisfaction and Loyalty as a Part of Sustainable Human Resource Management in Postal Sector

Strenitzerová

Achimský

2019

Sustainability

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“…The objective to succeed, ensure sustainability, remain competitive, and to increase business efficiency can only be ensured by satisfying the needs of employees by providing them with good working conditions [17,18]. Additionally, Al Mamun et al [19], Cantele, and Zardini [20], Delmas, and Pekovic [21], Pintão et al [22], and Dongho [23] referred to employee satisfaction as one of many challenges, since the productivity of employees was crucial to the company's success or failure.…”

Section: Introductionmentioning

confidence: 99%

Strategic Instrument for Sustainability of Human Resource Management in Small and Medium-Sized Enterprises Using Management Data

et al. 2018

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Quality human resources are an integral part of corporate strategy. Human capital development is an essential step towards the success of the business on the market. This paper fills the hole by providing the information about the ways how to motivate employees in terms of occupational classification and the age. The aim of the research was to determine whether there are statistically significant differences in the level of importance of employee motivation in terms of occupational classification and the age of respondents and the studied areas of motivation. A total of 3720 employees in small and medium-sized enterprises were analysed all over Slovakia using the method of simple random sampling. Descriptive statistics were used to describe sampling units. The differences in the values of the importance of motivation factors of individual groups were tested using the method of Tukey’s HSD at the level of significance α = 5%. Following the results, the fact that there are significant differences in terms of occupational classification and the age in the analysed areas of motivation can be stated. Therefore, the managers have to motivate employees in different ways that result in the more complicated management of human resources associated with meeting enterprise goals. Thus, the issue of individual motivation programmes created for individual employees tailored to employees’ needs must be discussed.

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“…This performance needs to be measured by the leader so that the development of employee performance in particular and organization performance, in general, can be investigated. Performance is the work results in their quality and quantity achieved by an employee in accomplishing the tasks based on the responsibilities given (Dirisu et al, 2018) (Ng & Feldman, 2013).…”

Section: Employee Performancementioning

confidence: 99%

Green Lifestyle and Pos: Which One Does Have the Biggest Role in Influencing the Influence of Green HRM on Employee Performance?

Wulansari¹,

Witiastuti²,

Ridloah³

2019

jbm

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This study aims to investigate the effect of Green HRM on performance, and how the correlation is moderated by Perceived Organizational Support (POS) and green lifestyle. The population of this study was employees in state universities in Central Java Province. The methods of data collection were by employing observation, interviews, and questionnaires. The sampling technique used purposive sampling technique, and the number of samples was 232. Structural Equation Modeling (SEM) analysis by using warp PLS program was used to test the hypothesis. The study result shows that Green HRM affects employee performance. Perceived organizational support strengthens the correlation of Green HRM and organizational identification. Meanwhile, green lifestyle does not become a moderating variable in the correlation of Green HRM and employee performance. This study provides a description of the importance of Green HRM to be applied in profit or non-profit organizations. This study provides a new point of view that Green HRM has a vital role in the university context.

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An integrated dataset on organisational culture, job satisfaction and performance in the hospitality industry

Cited by 25 publications

References 3 publications

Employee Satisfaction and Loyalty as a Part of Sustainable Human Resource Management in Postal Sector

Employee Satisfaction and Loyalty as a Part of Sustainable Human Resource Management in Postal Sector

Strategic Instrument for Sustainability of Human Resource Management in Small and Medium-Sized Enterprises Using Management Data

Green Lifestyle and Pos: Which One Does Have the Biggest Role in Influencing the Influence of Green HRM on Employee Performance?

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