The impact of employees’ positive psychological capital on job satisfaction and organizational citizenship behaviors in the hotel

Jung, Hyo Sun; Yoon, Hye Hyun

doi:10.1108/ijchm.2014.0019

Cited by 46 publications

(63 citation statements)

References 71 publications

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“…Employee satisfaction is a measure of the extent to which people like their jobs and their positive perceptions of job quality (Al-Refaie, 2015; Lee et al, 2015;Jung and Yoon, 2015). Understanding job satisfaction is important, as it is regarded as a major influence on employee behavior and organizational effectiveness (Spector, 1997;Spinelli and Canavos, 2000).…”

Section: Literature Review Employee Satisfactionmentioning

confidence: 99%

Satisfaction, value and intention to return in hotels

Worsfold

Fisher

McPhail

et al. 2016

IJCHM

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Purpose -This research investigates employee and guest satisfaction, guests' perceptions of value and their intention to return. Considered are: hotel workers' job satisfaction, how job satisfaction impacts on guests' satisfaction with the service experience and with the physical attributes of the hotel, and finally how these variables affect perceived value and intention to return. Design/methodology/approach -Structural equation modeling is used to analyze data from a large global hotel chain. Findings -Guest satisfaction with service and the physical attributes of the hotel differentially impact guest outcomes of intention to return and perceptions of value. Key findings include guest satisfaction with the physical attributes of a hotel are significantly more strongly linked to guests' intention to return than are satisfaction with service received. Staff job satisfaction is significantly linked to guests being more satisfied with the service experience and their return intentions. Of all the factors directly contributing to guests' return intentions, guest satisfaction with the physical attributes of the hotel was largest in impact. In contrast guest satisfaction with service is linked to guests' perceptions of value, while satisfaction with the physical aspects is not significant. Guests' perceptions of value do not impact intention to return.Research limitations/ implications -The research was conducted within one global hotel chain, which while possibly a limitation may also be considered a control for organizational variables. However, its single organizational nature does not diminish the importance of the findings. Practical implications -Hotel managers need to consider the importance of the physical attributes of properties in what has been largely a services dominated debate. What guests value may not lead to repeat business. Originality/value -Providing excellent customer service may not be the main motivation for return business. Also, holistic measures of guest satisfaction may not accurately measure what guests' value. Perceived value is not a significant predictor of intention to return.

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Section: Literature Review Employee Satisfactionmentioning

confidence: 99%

Satisfaction, value and intention to return in hotels

Worsfold

Fisher

McPhail

et al. 2016

IJCHM

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“…Denial and resilience are considered optimistic constructs in glass ceiling beliefs. Optimism and resilience, which are parts of the psychological capital, show strong positive relationships with job satisfaction (Jung and Yoon, 2015;Kwok et al, 2015;Bakker and Demerouti, 2008;Youssef and Luthans, 2007;Matos et al, 2010). Moreover, Smith et al (2012a) showed that denial is positively related to job satisfaction.…”

Section: Glass Ceiling Beliefs and Their Relationship With Job Satisfmentioning

confidence: 96%

Linking women's glass ceiling beliefs and employee satisfaction: the mediation of engagement

Balasubramanian

Lathabhavan

2018

IJHRDM

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The role of employee engagement and satisfaction is very important in today's world of changing labour market, technology, and job patterns. With an increase in women participating in the labour market, understanding their attitude towards the glass ceiling and its relationship with work engagement and job satisfaction is important for individual, organisational, and societal progress. This article studies the relationship between glass ceiling beliefs and job satisfaction through the mediating role of work engagement. Four hundred twenty women employees were surveyed as the sample for this study and structural equation modelling was used to understand the relationships. The relationship between glass ceiling beliefs and job satisfaction was found to be fully mediated by work engagement. The study recommends longitudinal studies for future studies in this area.

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“…Çünkü güçlendirme koşulları, çalışanların sahip olduklarını takdir etmelerine yardımcı olan karar özerkliği, zorluk ve sorumluluk için fırsatları içermektedir (Joo ve Lim, 2013). Bu durum bireyde bir anlam, yeterlilik, otonomi ve etki duygusu ile sonuçlanmaktadır (Spreitzer, 1996) (Chiang ve Jang, 2008;Gazzoli vd., 2010;Jung ve Yoon, 2015;Salazar vd., 2006) bu bulgularla paralellik göstermektedir. Ayrıca diğer araştırmalar da (Kim vd., 2012;Namasivayam vd., 2014) psikolojik güçlendirmenin yalnızca kariyer tatmini değil aynı zamanda iş tatmini üzerinde önemli bir etkiye sahip olabileceğinin altını çizmektedir.…”

Section: Psikolojik Güçlendirme Ve Bireysel Kariyer Planı Ile Kariyerunclassified

Bi̇reysel Kari̇yer Planlamasinin Kari̇yer Tatmi̇ni̇ne Etki̇si̇nde Psi̇koloji̇k Güçlendi̇rme Faali̇yetleri̇ni̇n Aracilik Rolü

Çiçek

Işık

2019

bmij

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Bu çalışma bireysel kariyer planlaması ile kariyer tatmini arasındaki ilişkiyi ve bu ilişkide psikolojik güçlendirme faaliyetlerinin aracılık etkisini araştırmayı amaçlamıştır. Bu amaçla bankacılık sektörü çalışan ve yöneticileriyle bir anket çalışması gerçekleştirilmiştir. Çalışmaya veri toplamak için İstanbul’da faaliyet gösteren özel ve devlet bankalarında çalışan ve yöneticilere online bir anket formu gönderilmiştir. Elde edilen veriler nedensel tarama desenine göre nicel araştırma yöntemlerinden olan yapısal eşitlik modellemesi yöntemi ile AMOS programı aracılığıyla analiz edilmiştir. Yapılan analizlerde bireysel kariyer planının kariyer tatmini üzerinde anlamlı ve pozitif yönlü bir etkiye sahip olduğu görülmüştür. Ayrıca psikolojik güçlendirme değişkeninin de bu ilişkide aracı bir rol üstlendiği bulgulanmıştır. Çalışmanın bankacılık sektörü profesyonellerine ve hissedarlarına birtakım öneriler getirmesinin yanı sıra ilgili literatürü genişletmesi de beklenmektedir.

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The impact of employees’ positive psychological capital on job satisfaction and organizational citizenship behaviors in the hotel

Cited by 46 publications

References 71 publications

Satisfaction, value and intention to return in hotels

Satisfaction, value and intention to return in hotels

Linking women's glass ceiling beliefs and employee satisfaction: the mediation of engagement

Bi̇reysel Kari̇yer Planlamasinin Kari̇yer Tatmi̇ni̇ne Etki̇si̇nde Psi̇koloji̇k Güçlendi̇rme Faali̇yetleri̇ni̇n Aracilik Rolü

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