Herzberg’s theory of motivation and job satisfaction: Does it work for hotel industry in developing countries?

Sobaih, Abu Elnasr E.; Hasanein, Ahmed

doi:10.1080/15332845.2020.1737768

Cited by 32 publications

(27 citation statements)

References 44 publications

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“…Turnover intention refers to the probability of an employee quitting his/her current job. Several predictors were identified for the turnover intention in hotels, including job insecurity [ 4 ] organizational justice in general [ 33 ], procedural justice [ 34 ] and distributive justice [ 4 ] in particular, sexual harassment and trust in superior [ 35 ], leadership style and organizational commitment [ 36 ], job satisfaction [ 37 ]. On the other side, turnover intention can r influence job performance [ 38 ] and the spread of deviant behaviour as well as social loafing behaviour [ 4 ].…”

Section: Hypothesis Development and Conceptual Frameworkmentioning

confidence: 99%

Influences of Distributive Injustice and Job Insecurity Amid COVID-19 on Unethical Pro-Organisational Behaviour: Mediating Role of Employee Turnover Intention

Aliedan

Sobaih

Alyahya

et al. 2022

IJERPH

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Drawn on Social Exchange Theory and Conservation of Resources Theory, this study developed a research model to examine the direct influence of job insecurity and distributive injustice, which were common in many hotels amid COVID-19, on unethical pro-organisation behaviour (UPoB) among hotel employees. The study also examines the mediating role of turnover intention in the relationship between job insecurity, and distributive injustice, which was result of the COVID-19 pandemic on UPoB. For this purpose, a questionnaire survey was self-dropped and collected through personal network to hotel employees in Eastern Province of Saudi Arabia. The results of structural equation modelling using AMOS (version 23) supported all the study hypotheses. The results showed a significant positive influence of distributive injustice and job insecurity on UPoB among hotel employees. Moreover, turnover intention was found to have a partial mediation role in the relationship between job insecurity, distributive injustice and UPoB. The results extend our understanding of Social Exchange Theory and Conservation of Resources Theory that employees in hotels are more likely to protect themselves and their job by engaging in UPoB if they perceived their job at threat due to a crisis, i.e., the COVID-19 pandemic. The major conclusion of current research is that when hotels employees perceived job insecurity and distributive injustice because of the pandemic, they responded with high turnover intention and as a last choice engaging in UPoB to save their resources, in this case their jobs, since they have no other alternatives outside the organisations. However, this inappropriate antisocial behaviour could have a negative influence on both employees and organisation at the long term. The results of current research have several theoretical implications for tourism scholars and managerial implication for hoteliers.

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Section: Hypothesis Development and Conceptual Frameworkmentioning

confidence: 99%

Influences of Distributive Injustice and Job Insecurity Amid COVID-19 on Unethical Pro-Organisational Behaviour: Mediating Role of Employee Turnover Intention

Aliedan

Sobaih

Alyahya

et al. 2022

IJERPH

Self Cite

View full text Add to dashboard Cite

show abstract

“…In this regard, motivators are factors which can encourage employees to work harder while hygiene factors often make employees unmotivated if they are not present. Motivators such as money, achievements, recognition, responsibility, and work advancement are great source of job satisfaction (Sobaih & Hasanein, 2020) and positively affects job satisfaction. On the other hand, hygiene factors negatively affect job satisfaction as they often be the source of dissatisfaction.…”

Section: Motivation Theorymentioning

confidence: 99%

The Relationship between Job Stress, Job Performance and Job Motivation among Police Officers at the Federal Territory Police Headquarters

Arujunan¹,

Ismail²,

Othman³

et al. 2021

IJHRS

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Job performance is an important aspect of employees which ensures the efficiency and effectiveness of an organization. Job performance is influenced by job stress, while job stress affects job motivation. Hence, this paper is intended to identify the relationship between these three variables among Royal Malaysia Police (PDRM) officers at the Federal Territory Police Headquarters. This is a quantitative study for which data has been collected from 341 police officers through a survey. Data was analyzed statistically using PLS-SEM. Findings showed that there was a significant, negative relationship between job performance and job stress; and between job stress and job motivation.

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“…Recognition, as one of the most significant sources of organizational mobilization and participation (Alrawahi et al 2020), is essential to the success and sustainability of organizational change (Andavar & Ali, 2020) and acts as a base for learning organizations (Sobaih & Hasanein, 2020).…”

Section: Literature Reviewmentioning

confidence: 99%

Impact of Work Climate and Workers' Satisfaction in COBA SA in Portugal

Baía¹,

Ventura²

2021

EJBM

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The Work Climate represents the perception that workers have of the way a company offers the right conditions for them to develop their work in the best way. A positive organizational climate drives and sustains employee satisfaction and high performance. This investigation, supported by a questionnaire, presents a case study to workers at a COBA company, that is a world leader in the production of wires used in the car wiring harness, intending to understand their work climate and propose improvement measures.Although the overall classification of the Work Climate and the Worker Satisfaction in COBA is quite good, still exists opportunities for improvement. Our findings suggest that from the three dimensions, namely Safety, Hygiene and Health Conditions at Work, Motivation and Work Organization, considered in the Work Climate, only the first two dimensions influence the Worker Satisfaction. Motivation is the variable that most strongly predicts the perception of worker satisfaction.This study also reveals that the sociodemographic profiles are a key factor to consider, as the relationships between work climate dimensions and worker satisfaction vary across workers segments.No differences were found in the satisfaction of the workers related to age and contract type. On the other hand, workers, male, divorced, with more children, with a lower educational level, with less tenure and the ones that work in shifts, reported lower perception of the work climate and are less satisfied.

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Herzberg’s theory of motivation and job satisfaction: Does it work for hotel industry in developing countries?

Cited by 32 publications

References 44 publications

Influences of Distributive Injustice and Job Insecurity Amid COVID-19 on Unethical Pro-Organisational Behaviour: Mediating Role of Employee Turnover Intention

Influences of Distributive Injustice and Job Insecurity Amid COVID-19 on Unethical Pro-Organisational Behaviour: Mediating Role of Employee Turnover Intention

The Relationship between Job Stress, Job Performance and Job Motivation among Police Officers at the Federal Territory Police Headquarters

Impact of Work Climate and Workers' Satisfaction in COBA SA in Portugal

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