The objective of this research was to identify a generalizable factor model of job satisfaction for the lodging industry. A model specifying generalizable facets of satisfaction could provide a research base to further study the components of job satisfaction, and in turn job satisfaction’s relationship with turnover, absenteeism, and job performance. Rather than building and testing a fixed number of scales developed a priori, a questionnaire was designed incorporating a broad range of items from the Job Descriptive Index, the Minnesota Satisfaction Questionnaire, the Communication Satisfaction Questionnaire, and input from managers in the company. Nearly 2,000 responses were received from employees at 52 hotels. Exploratory factor analysis of the twenty-eight items was used to identify how different aspects of hotel employees’ jobs grouped together. Results indicated a nine-factor solution best met the generalizability objective. Respondents reported the most satisfaction with the job introduction factor and the least satisfaction with the compensation factor. The department/work team climate factor had the greatest correlation with overall job satisfaction. This sample indicates potential to increase satisfaction in the areas of respect, conflict resolution, recognition and compensation.
|Original language||English (US)|
|Number of pages||23|
|Journal||Journal of Human Resources in Hospitality and Tourism|
|State||Published - Jan 1 2002|
All Science Journal Classification (ASJC) codes
- Tourism, Leisure and Hospitality Management
- Organizational Behavior and Human Resource Management