Organi̇zati̇onal ci̇ti̇zenshi̇p behavi̇or of employees i̇n hospitality impact on job satisfaction and subjecti̇ve well-bei̇ng

Turizm işletmelerinin en önemli kaynağı çalışanlarıdır. İşletme çalışanlarının örgütsel vatandaşlık davranışlarını sergilemesi iş doyumu ve öznel iyi oluşlarının temelidir. Çalışanların iş ortamında kendilerini iyi hissetmeleri hizmet sektörü içerisinde yer alan turizm işletmelerine rekabet avantajı sağlayacaktır. Daha önceki turizm çalışmalarında çalışanların öznel iyi oluşlarına yönelik yeterli çalışmanın olmadığı görülmektedir. Bu araştırmada, turizm çalışanlarının örgütsel vatandaşlık davranışlarını ne ölçüde sergiledikleri, dolayısıyla çalışanların örgütsel vatandaşlık davranışlarının, iş doyumlarının ve öznel iyi oluş düzeylerinin nasıl birbirlerinden etkilendiklerinin ortaya konulması amaçlanmıştır. Bu amaç doğrultusunda veriler, Antalya İli Merkez ve Serik İlçesine bağlı Belek\Kadriye bölgesindeki 5 yıldızlı 50 otelde çalışan 2.051 personelden elde edilmiştir. Bu araştırma üç bölümden oluşmaktadır. Birinci bölümde, araştırma hakkında açıklamalar yer almaktadır. İkinci bölümde, araştırmanın temelini oluşturan örgütsel vatandaşlık davranışı, iş doyumu, öznel iyi oluş kavramları ve birbirleriyle ilişkileri irdelenmiştir. Üçüncü bölümde, elde edilen verilerle ilgili bulgular ve analizleri değerlendirilmiştir. Araştırmanın sonucunda, örgütsel vatandaşlık davranışı boyutlarının, iş doyumu ve öznel iyi oluşun birbirleriyle ilişkili oldukları ve birbirlerini etkiledikleri ortaya çıkmıştır. Örgütsel vatandaşlık davranışlarına sahip çalışanların iş doyum ve öznel iyi oluş düzeyleri yükselecektir. Araştırma sonuçlarının konaklama işletmelerinde çalışanların öznel iyi oluşlarının arttırılmasında otel yöneticilerine ve ilgili literatüre katkıda bulunması öngörülmektedir.The most important source of tourism enterprises is employees. Business employees to demonstrate organizational citizenship behavior is the foundation of job satisfaction and subjective well-being. Employees feel good about themselves in the business environment, tourism businesses located within the service sector will provide a competitive advantage. It is seen that intended to subjective well-being of employees in front of tourism studies is enough work. In this study, tourism employees' organizational citizenship behavior to what extent they exhibit, thereby, employees' organizational citizenship behavior, job satisfaction and levels of subjective well-being is intended to reveal how they influence each other. Data towards this purpose was obtained from 2,051 staff working at 5 star 50 hotel in the zone of Belek\Kadriye connected to Central and Serik district of Antalya Province. This study consists of three sections. In the first section, description about the research is located. In the second section, research form the basis of organizational citizenship behavior, job satisfaction, subjective well-being concepts and relationships with each of the variables were scrutinized. In the third section, findings and analysis on the data obtained were evaluated. As a result of study, it has emerged that dimensions of organizational citizenship behavior, subjective well-being and job satisfaction are interrelated and influence each other. Employees having organizational citizenship behavior will rise job satisfaction and subjective well-being levels. It is envisaged that The research results of subjective well-being of employees in the hospitality business to increase contribute to hotel manager and relevant literature

Job satisfaction in hotel employess: a systematic review of the literature

Hotel employees' job satisfaction is very important to their performance. In a systematic review of the previous literature on hotel employees, it was found that the most studied variable was job satisfaction; there were no other systematic reviews on the topic. In this review, performed in the Web of Knowledge, Web of Science (Social Sciences Index Expanded, Social Sciences Citation Index, Medline), and Science Direct between 2000 and 2014, 51 studies were found.These studies indicated that satisfaction is crucial to the financial performance and prosperity of hotels and acts a mediator in customer satisfaction. Contributing to greater satisfaction are factors such as greater autonomy and independence, greater power of decision making, flexible schedules, better working conditions, and training. The factors that promote dissatisfaction are wages and reduced benefits. The studies also indicated that a higher level of job satisfaction can have a direct impact on increasing the financial performance of the hotel. The implications of this study for hoteliers and directors relates to the creation of adequate working conditions to increase job satisfaction and provide hotel employees with a greater sense of subjective well-being

The Influence of Hospitality Leaders’ Relational Transparency on Followers’ Trust and Deviance Behaviors: Mediating Role of Behavioral Integrity

This paper investigates the effect of leader\u27s relational transparency on follower organizational deviance through followers’ perception of leader\u27s behavioral integrity and their trust in leader. Multi-level modeling results from a multisource survey-based field-study with 24 hospitality student project teams (N = 149) show that behavioral integrity mediates the relationship between leader\u27s relational transparency and follower\u27s trust in leader. Furthermore, multi-level path analysis suggests that leader\u27s relational transparency, a team-level construct, exerts a cross-level effect on follower\u27s organizational deviance through the mediating roles of behavioral integrity and follower\u27s trust in leader. The study has yielded theoretical and practical implications that are useful for hospitality leaders. © 201

The Effects of Job Satisfaction, Organizational Commitment, Organizational Citizenship Behavior on Turnover Intentions

The current study investigated the effects of job satisfaction and organizational commitment on organizational citizenship behavior and turnover intentions. The study also examined the effect of organizational citizenship behavior on turnover intentions. Frontline employees working in five-star hotels in North Cyprus were selected as a sample. The result of multiple regression analyses revealed that job satisfaction is positively related to organizational citizenship behavior and negatively related to turnover intentions. Affective organizational commitment was found to be positively related to organizational citizenship behavior. However, the study found no significant relationship between organizational commitment and turnover intentions. Furthermore, organizational citizenship behavior was negatively associated with turnover intentions. The study provides discussion and avenues for future research

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What makes employees leave their organizations has been of interest to both researchers and managers.As turnover is costly, it is important to understand what leads to such turnover.Is it the organizational culture? Is it job satisfaction? Is it the lack of organizational commitment? Is it lack of training? Is it the employees’ perceived support of both the supervisor/manager and the organization as a whole? This concept paper sheds some light on the literature and identifies the antecedents of intention to leave. The paper proposes a theoretical framework that shows the variables that explain the phenomenon of turnover intention

Understanding Employee Work Attitudes: An Integration of Psychological Contract Theory and Organizational Support Theory

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Relationship and effect of career development, teamwork, environmental condition and participative of leadership style on job satisfaction among employees of car manufacturing firms in Selangor

Car manufacturing firm in Malaysia is expected to be a challenging and intense firm in order to face the country economic instability which is constantly changing year by year. Thus, car manufacturing firms should ensure the efficiency and effectiveness in their operation in order to produce the quality output. Moreover, the organizations in this sector need to get the maximum satisfaction of employees to avoid a negative impact on the organization. Because of this reason, the organizations have to understand the factors that affect the level of job satisfaction of their employees. Therefore, the purpose of this study is to examine the relationship and effect of career development, teamwork, environmental condition, and participative of leadership style among employees in car manufacturing firms in Selangor. The questionnaire was used to conduct this study. Both Proton or Perusahaan Otomobil Nasional Bhd and Perodua Manufacturing Sdn Bhd were selected as the sample for this study. Based on the population of 10,000 employees, therefore a sample size of 370 respondents is identified for data collection. 200 set of questionnaire was distributed to Proton Perusahaan Otomobil Nasional Bhd and another 200 set of questionnaire was distributed to Perodua Manufacturing Sdn Bhd. However, only 386 sets of questionnaire were returned. The simple random sampling technique was used to conduct a survey to the respondent. Based on Pearson Correlation results, there is a relationship between each independent variables and job satisfaction among employees of car manufacturing firms in Selangor. Meanwhile, according to multiple regression results, overall independent variables do have an effect on job satisfaction and also revealed that teamwork contributes the most effect on job satisfaction. Last but not least, this study is hoped to provide useful insight through the managerial and academic implication as a reference for future research, especially in car manufacturing sector

The Effect of Innovation and Participation as Workplace Values on Job Satisfaction and the Mediating Effect of Psychological Ownership

Job satisfaction is an important construct in the organizational behavior domain because it affects several organizational variables, such as performance, organizational citizenship behavior, and organizational commitment. This study investigates the effect of innovation and participation as workplace values on job satisfaction and the mediating role of psychological ownership. Participants (N = 316) were adults working at different hotels in Antalya, Turkey. The results show innovation and participation as workplace values manifest their effects on job satisfaction through psychological ownership. Moreover, psychological ownership, along with participation, is one of the best estimators of job satisfaction, while participation is the best estimator of psychological ownership among studied variables. © The Author(s) 2021