The Effects of Managers’ Business Ethics Applications on Employees’ Job Satisfaction: A Study on Hotels in Turkey

Abstract

Thus far, much research on ethical aspects of different areas (business, marketing, medicine, managing and etc.) is made and various models are introduced in accordance with these researches. Each of these introduced models studies matters carrying ethical importance related to various areas. These researches in the aspect of establishments focus on whether the establishment applications are generally suitable to ethical standards or testing ethical appropriateness of manager behaviours. However, this research aims to introduce at which level the job satisfaction of employees, which are effected by factors such as physical conditions, payment types, social and safety opportunities and management types, are affected by the applications of managers in the extent of job ethics. In this context in the analysis related to data obtained from questionnaire studies on 813 employees working in city and resort hotel establishments, it is concluded that both job satisfaction and appropriateness of manager behaviours to ethical principles of employees working in city hotel establishments are more positive than resort hotel establishments. Besides, it is introduced by correlation and regression analysis that compliance of manager behaviours with ethical principles affects the job satisfaction level of employees drastically.

The Role of Employee Relations in Shaping Job Satisfaction as an Element Promoting Positive Mental Health at Work in the Era of COVID-19

“…These findings are consistent with Güçer and Demirdağ [68], where the level of organizational trust perception affects job satisfaction of the hotel employees. Furthermore, the results are in accordance with the findings of Dimotakis et al [44], implying that interpersonal interactions affect job satisfaction.…”

“…In an organizational context, trust is an effective predictor of positive attitudes and behavior of employees [64]. The results of previous research indicate that interpersonal trust positively influences the effectiveness and performance within an organization [65], commitment [66], collaboration [67], improving organisational loyalty [68], resistance to change and reduced stress levels [69] and a decrease in employee turnover [70]. In addition, trust activates the learning process by generating social relationships using different communication channels [71].…”

“…In organizations with a high level of mutual trust, employees participate in decision-making processes, feel happy coming to work, are more creative in performing their tasks [73,74]. In summary, interpersonal trust determines and improves management processes, influences the nature of interpersonal relationships [75] and job satisfaction [68]. These factors may contribute to employees' resilience to high levels of uncertainty and stress caused by pandemic and remote work [76].…”

“…Interpersonal trust is a dynamic and continuous process, which is based on mutual relations and taking actions to build trust in the organization [77]. An organization based on trust is an organization that strives to achieve success by actively involving employees [68]. Trust-supporting work environment, sense of community within the organization helps to build high quality employee relations [48].…”

The Role of Organizational Trust on the Relationship Between Work-Life Balance A

“…Employees' trust in supervisors and management helps them develop better relationships and interactions, which leads to better psychological mood and increased job satisfaction. In their study conducted in tourism industry, Güçer and Demirdağ (2014) found a strong relationship between hotel employees' organizational trust and their job satisfaction. It is seen that the increase in the perception of trust of the employees towards their supervisors and co-workers significantly increases their job satisfaction.…”