Methodological approaches to job satisfaction measurement in hospitality firms

Abstract

Purpose -The purpose of this paper is to propose a new unbiased, reliable, exact, and systematic method of job satisfaction score estimation. The method considers affective and cognitive aspects simultaneously. Design/methodology/approach -A questionnaire survey following the optimum allocation stratified sampling method was conducted in four up-scale hotels of Tehran. Hotels' employees completed the questionnaires. Principal component analysis was used to identify facets, and the Friedman test was applied to examine their homogeneity. The Wilcoxon sign rank test and Pearson product-moment correlation coefficients were employed to determine the most effective method among those investigated. Findings -The weighted abridged job descriptive index (WAJDI) proposed in the study as a modified version of the job descriptive index seems to overcome the main limitations of the abridged job descriptive index (AJDI) and the perceived job satisfaction (PJS) methods when measuring job satisfaction in the hospitality sector. Research limitations/implications -This paper encourages researchers to consider different methods to assess job satisfaction along with WAJDI. However, although a stratified sampling approach was used, it focused on a limited sociocultural and economic environment, which limits the generalizability of findings. WAJDI must be used in different conditions to prove its efficiency in measuring job satisfaction. Originality/value -This study assesses and compares the power of the AJDI method, which is a cognitive-based structure, with PJS as a global, single-item scale to capture the affective aspects of job satisfaction. By introducing a new method of job satisfaction evaluation, this study contributes to the literature.

Pentingnya Kepuasan Kerja

“…Apabila menggunakan teori Goal Setting dari (Locke, 1969), maka kepuasan kerja pada dasarnya ditentukan oleh jarak antara apa yang diinginkan dan yang dimiliki seseorang dalam pekerjaan. Selanjutnya apabila mendasarkan pada pendekatan Vroom's Expectation Theory (Eerde, 1996) (Khalilzadeh, Chiappa, & Borujeni, 2013). Metode pengukuran diantaranya adalah skala wajah (faces scale), Minnesota satisfaction questionnaire (MSQ) dan job descriptive index (JDI).…”

“…Secara umum, kepuasan kerja diukur menurut "reaksi di tempat kerja", yang merupakan instrumen psikometri untuk penelitian organisasi. Selain itu, JDI (Khalilzadeh et al, 2013), juga merupakan salah satu ukuran kepuasan kerja kognitif yang mengukur kepuasan kerja dalam lima aspek seperti gaji, peluang promosi, hubungan rekan kerja, pengawasan, dan pekerjaan itu sendiri. Sebagian besar kuesioner JDI memerlukan tanggapan singkat dari "ya", "tidak", atau "saya tidak tahu".…”

“…Kuesioner kepuasan kerja lainnya meliputi Minnesota Satisfaction Questionnaire (MSQ), Job Satisfaction Survey (JSS), dan Skala Wajah (faces scale) (Khalilzadeh et al, 2013). Skala MSQ mengukur kepuasan dari aspek lingkungan kerja, peluang berkarir, kebebasan melakukan penilaian sendiri, penghargaan intrinsik dalam menyelesikan tiap pekerjaan secara baik, dan keinginan untuk berprestasi.…”

The Role of Knowledge Management Infrastructure in Enhancing Job Satisfaction at Aqaba Five Star Hotels in Jordan

“…Several methodologies exist for measuring satisfaction. [58] evaluated a weighted model, [59] focused on the stability of the job descriptive index (JDI), [60] challenged the facet importance of job satisfaction, [61] assessed asymmetric effects in satisfaction formation, and [62] debated the scale of JDI [63]. In conclusion, job satisfaction can be seen as a crucial social phenomenon for organizations, as it leads to the provision of high quality performance by improving the cohesion and morale of individuals.…”

January 2019

“…Also, several methodologies be presented for measuring satisfaction. Quinn and Mangion (1973) assessed a weighted model, Schneider and Dalcher (1978) payed attention on the stability of the job descriptive index (JDI), Acarpello and Campbell (1983) confronted the global single-item measurements, Furnham et al (2002) faced the facet significance of job satisfaction, Matzler and Renzl (2007) reviewed asymmetric outcome in satisfaction formation, and Carter and Dalal (2010) disputed the scale of JDI (Khalilzadeh et al, 2013).…”