Hotel Front Line Employees’ Perceptions on Leadership and Workplace Motivation in Times of Crisis (original) (raw)
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IJSES, 2023
Research articles with objectives 1. To study the characteristics of leadership hotel staff motivation in Phuket area 2. To study the impact of leadership style and work motivation of hotel staff. in Phuket area 3. As a guideline to improve the performance of the leadership style and the motivation of the hotel staff. in Phuket area This is a mixed method research. The population used in this study were-398 employees of a 3-star hotel in Phuket Province. The sample size was determined using the Craig C and Morgan tables. by using a specific random method and a group of 11 key informants. The results of the analysis of the impact on the motivating factors of the hotel staff found that (overall) it was at a moderate level (= 3.32, S.D. = 0.39). The opinion level was at a high level (= 3.67, SD = 0.35). In the analysis of leadership characteristics, it was found that the team support was at the highest level (= 4.59, SD = 0.56) and the results of an analysis of the performance of hotel staff's leadership style and motivation. In Phuket area, it was found that (overall) it was at a high level (= 4.03, S.D. = 0.64). The analysis of factors affecting the factors affecting the employees' work motivation found that the suitability of the multiple regression equation of the overall variables of factors affecting the factors affecting the employee's work motivation factors. There was a high correlation of .563. The three independent variables that entered the multiple regression model were success at work. The nature of the work performed on the progress of the page the variation of independent variables can be explained by 56.30 with a forecast standard error of .437. The analysis of factors of leadership characteristics revealed that the suitability of the multiple regression equation of the overall variables of leadership characteristics factors. There was a high correlation, i.e., 441. The five independent variables that entered the multiple regression model were vision, adaptation to the situation. employee development being a good role model team support the variability of the independent variables can be explained 67.21 with a forecast standard error of 0.982.
The Winners, 2021
COVID-19 era demanded that we became productive in improving performance, involvement of leaders, high motivation and someone's satisfaction at work are measures for business continuity and able to contribute to national economic recovery. The research objective was to confirm the theory with empirical evidence that focuses on leadership, employee motivation, employee job satisfaction and employee performance. The research used a causal model survey method using path analysis techniques. The population were 45 employees of the D'Merlion Hotel Batam, the sample was taken using the census method. The significance value of leadership on job satisfaction is 0,082 > 0,05, it is concluded that direct leadership has no significant effect on job satisfaction. The significance value of motivation on job satisfaction is 0,000 < 0,05, which implies that motivation has a significant direct effect on job satisfaction. The significance value of leadership on performance is 0,000 <...
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Asian Scholars Network, 2022
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THE INTERNATIONAL JOURNAL OF BUSINESS MANAGEMENT AND TECHNOLOGY , 2020
The purpose of this quantitative research was to determine the best fit model on job performance of hotel personnel in the context of: organizational citizenship behavior, corporate social responsibility and human resource management in relation to endogenous variable-hotel personnel job performance. The study employed a non-experimental research design utilizing Structural Equation Model (SEM) in finding the best fit model. The data were collected using an adapted survey questionnaire to 400 hotel personnel in CARAGA Region. The results revealed that organizational citizenship behavior and human resource management have significant relationship with job performance. Further, the result showed that Structural Model 4 was the best fit model for job performance. The model indicated that all identified exogenous variables, the organizational citizenship behavior, corporate social responsibility and human resource management were key predictors of hotel personnel job performance.
European Conference on Management Leadership and Governance
Over the past two decades, scholars and practitioners are interested in the term of Strategic Leadership. Strategic Leadership is a leader’s ability to anticipate, envision, being flexible, and enable others to make strategic changes as required. There are several researches connecting strategic leadership with various variables of the Human Resource Management (HRM), such as: work stress, (Baysak and Yener, 2015), work commitment (Chiang & Wang, 2012) and role conflict (Palomino & Frezatti, 2016). Hence, it is very important to develop a reliable measurement tool which will explore the nature of strategic leadership and map its dimensions. Barbara Davies & Brent Davies (2004) have already developed a model which consists of both the organizational abilities and the individual characteristics of strategic leaders. The main purpose of the current paper is to study the application of Davies & Davies model (2004) in the hospitality industry. More thoroughly, the empirical data used on ...
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Employees are a fundamental component of service delivery in hotels. Therefore, motivating employees can positively affect the performance of employees which can in turn positively impact on service quality. The purpose of this study was to identify factors influencing employee motivation in hotels in South Africa. The study followed a descriptive quantitative design. A total of 246 hotel employees successfully completed questionnaires. Factor analysis was used to reach the study objectives. The study revealed that ‘responsibility and being appreciated’, ‘immaterial incentives’ and ‘teamwork’ significantly influence (p<0.05) employees’ motivation. However, ‘responsibility and being appreciated’ emerged as the factor highly influencing employees’ motivation in hotels whilst ‘immaterial incentives’ was rated by respondents as highly influencing employees’ motivations. To motivate employees, hotel managers should evaluate the needs of employees every year. In addition, hotels should...
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Hotel business' organizational success depends heavily on the employees' performance because of its labor-intensive structure. In the industry, levels of employees stress and manager behaviors directly affect the employees' behaviors. Th ese eff ects could be either negative (turnover intentions, absenteeism, deteriorated performance etc.) or positive (job satisfaction, organizational commitment and organizational citizenship behavior etc.). Th is study, performed in hotel businesses, delved into investigation of managers' support and feedback behaviors to employees; perceptions of hindrance and challenge stress; job satisfaction and organizational citizenship behavior of the employees. Th e purpose of this study was to determine the impacts of hindrance and challenge stress and managers' support of employees, feedback and self-serving leadership behaviour on employees' job satisfaction and organisational citizenship behaviour. Th e study collected data on a sample of 410 employees in a fi ve-star hotels in Turkey. By using structural equation modelling to test the hypotheses, the results revealed that employees' job satisfaction is negatively aff ected by managers' support and self-serving leadership behaviour. However, employees' job satisfaction is positively aff ected by managers' feedback. It was also determined that, although organisational citizenship behaviour is positively aff ected by managers' support, this behaviour is negatively aff ected by managers' self-serving leadership behaviour.