Discuss about the Relation Of Career Adaptability To Satisfaction.
In the current business environment, it is not only essential for the organizations to earn profit but also important to satisfy the employees with their job role. In the competitive environment, retention of the employees is not an easy task, until the organization provides them the opportunities of career progression. This can be done by effective goal setting and career concealing so that employees can be able understand their capabilities and develop effective action plans in order to achieve their organizational goals (Goyer, 2010). There are some processes or techniques for the career progression i.e. personal development training, planning and management development, career counseling, and mentoring. These are the ways to provide continuous learning on the job and achieve benefits from the skilled managers for the specific skills. Managers provide suggestions to the allocated persons related to technical and administrative problems and important knowledge and skills in order deal with those problems (Arulmani, Bakshi & Leong, 2014).
Career progression is the procedure by which employees are able to enhance their capabilities, plan accordingly and achieve growth and success in their job role. Further, career progression includes being aware of professional values, goals, and organizational objectives (Brown, 2002). Along with this, it also includes continuous learning new things, applying new skills, and taking advantage of available opportunities and taking risks for making the organization productive and effective to achieve the goals. The key objective of the career progression is to improve the current performance of the employees and take benefits of future jobs (Chan & Mai, 2015). This report examines and analyzes the impact of career progression on the employee satisfaction in the hospitality industry. The study recommends also how the organization can take advantage by designing career progression plans in order to enhance the job satisfaction level. Along with this, the study would also be beneficial for the future researches as it can be a source of literature for them.
Various researches reveal that the employee satisfaction with career progression is positively related to the job satisfaction. There are various organizations using career progression
methods to satisfy the employees but there is dissatisfaction among the employees during the progression process. If the career progression is not fully successful then there can be high level of employee dissatisfaction. The key objective of career progression is to facilitate management in taking effective managerial decisions related to promotions, pay increases, layoffs and demotions (Zainal, 2012). In this research, following questions will be asked:
Key objective of the study is to analyze the career progression and its impact on the employee satisfaction in the hospitality industry. The research objectives of the study are discussed below:
The key objective of the literature review is to provide deep analysis of the specific issue of the job satisfaction. After the identification of the issue, this literature review considers the career progression as the independent variable. In the literature review, different books and journal articles are studied in order to analyze the previous researches on the concept of career progression. The impact of career progression on the employee satisfaction in the hospitality industry is analyzed as the research concern (Walsh, Chang & Tse, 2015). This issue is chosen because it is observed that there is high level of employee revenue rates in the hospitality industry. In the hotel industry, employees have key role in providing great experience to the guests. The consumer relations are reflected by the employee satisfaction at the work. So, it is important to keep the employees satisfied as their motivation level impact on the guest experience. Along with this, job progression is vital for the employees as it is helpful in making the employees more responsible to handle the tasks. The literature review tries to study the importance of career progression for enhancing the motivation and satisfaction level of the employees.
Various studies are done on the employee satisfaction in the hospitality sector. There are various factors affecting the satisfaction level of the employees within the organization. Those factors are working hours, pay scale, challenging job, and management style etc. Career progression has an important role in the employee satisfaction.
For the career progression of the employees within the organization, organizations and managers are involved. Employees have to decide what they want from their careers, what are their objectives and goals and managers need to identify their skills, capabilities and knowledge so that training can be given accordingly. Further, organization provides employees benefits, time and salaries based on their requirements, and support them in achieving their goals and objectives. Career progression is directly associated to the satisfaction of the employees in such manner that employees feel valued from the organization. So, employees feel more satisfied with their job and would never want to leave the organization. That is the reason; organizations should invest in the career progression program of the employees in to make both organization as well as employees successful. Hospitality industry is the service-oriented industry that depends upon the guests and customers who want to avail the services. The services are provided by the employees in hotels so, they are considered as the valuable assets in the hospitality sector. Along with this, many departments in the hospitality industry directly deal with the customers so they are an important part of the industry. It is analyzed that employees can be inspired by providing them effective responsibilities based on their capabilities. This process can satisfy them in their job role and enhance their career (Deery & Jago, 2015).
According to Zainal (2012, pp. 15-20), it is important to have proper understanding of hospitality, career progression and promotion opportunities for the employees. In current situation, individuals are spending high amount in order to enhance their career in the hospitality industry. In order to collect relevant data related to hospitality sector, people need physical skills. As the result, the skills are useful and effective to show their knowledge.
One of the key objectives of the study is to establish the level of employee satisfaction in the hospitality industry. The concept of employee satisfaction has been broadly studied over the years. Employee satisfaction can be described as how people feel about their job and various aspects of the job. It is the degree to which people are satisfied or dissatisfied in their job roles. Employee satisfaction is basically defined as the agreeable emotional condition that comes from the appraisal of individuals’ job or job experience. Employee satisfaction at the workplace is effective responses to the wide range of situations of individuals’ work i.e. supervision, pay, and working situations. In current time, hospitality industry has been able to attract young talents who have chosen this sector as their preferred career. The nature of work is now changing continuously and the aspects that can keep the employees satisfied in their job role are also changing. Hospitality industry considers that employee satisfaction is the most important factor in order to retain their valuable skills. It is observed that the challenges and responsibilities associated with the job matters more than their salaries (Chiang, Birtch & Cai, 2014). For this, work environment is one of the factors that enhance the employee satisfaction within their job role. According to Cole (2016, pp. 756-780), an employee spend most of the time at their workplace. It is observed that while spending the time in workplace, they need motivation to perform their tasks effectively. In the modern practices, motivated people have contributed their best in achieving the goals and objectives due to competitive edge (Cole, 2016). Further, the factors employee satisfaction and management are the important parts of the hospitality sector. It is also observed that employees who are working in the positive environment have high level of morale and provide job satisfaction within the organization. There are various factors that impact on the employee satisfaction i.e. appreciation, bonus, praise, and motivation. It is important and beneficial to enhance the morale of the employees within the hospitality sector. Next, engaging the employees in the decision-making process also enhances the employee satisfaction in the organization. Along with this, hospitality sector also focuses on the customer satisfaction as there is the significant link with the employees and client satisfaction. Further, it is also analyzed that the satisfaction level of the employees is not affected by the customers’ satisfaction. It is also studied that view points of the clients about the brand image depends upon on the behavior and services provided by the employees. There are some theoretical frameworks provided by researchers that reveal the importance of employee satisfaction in the organizations.
Various researchers believe that although there are individual differences but there are some patterns of human needs among the people. The researcher, Abraham Maslow (1954) proposed a widely accepted pattern of needs. He provided a theory in which he organized the needs of individuals in order of hierarchy. According to him, there is the hierarchy of needs and once, those needs are satisfied, people are motivated for achieving the goals or objectives. The hierarchies of needs are from bottom to top. Those needs are psychological needs, safety and security, social and need of love, esteem needs and self-actualization.
Psychological needs- These are the basic needs of human beings that include food, water, shelter, clothing etc. Employees can fulfill the needs by getting monetary benefits, salary and bonuses from the organization.
Safety needs- This need of the employees include environment protection, and emotional and physical protection. Safety needs can be achieved by working in safe place, creating positive corporate culture and creating financial security.
Social needs- These needs includes the sense of belonging, friendship, community etc. This can be achieved by the interaction with his or her colleagues and friends within the organizations.
Esteem needs- According to Maslow, this need is categorized into external and internal esteem needs. Internal needs include achievement, self-respect and confidence. On the other hand, external needs include status, power and achievement.
Self-actualization- This is the last need of individuals including the stage of self-growth. this is the stage when employees focus on the self-potential.
Based on the analysis of the career progression (dependent variable) and employee satisfaction (independent variable), it is observed that there is the interrelationship between both dependent and independent variables. According to Coles (2002), stable career and growth in the career are the key factors of employee satisfaction within the organization. Job satisfaction focuses on the satisfaction level of individuals in the career commitment. There is significant relationship between career and job satisfaction and the job satisfaction of the employees depends upon their career progression. But, it must be noted that career progression does not depend upon the satisfaction level of the employees as there are various factors that impact on it. Based on the Maslow’s hierarchy of needs theory, it is observed that by satisfying the basic needs, employees can achieve their career goals and objectives. Along with this, Chan and Mai (2015) stated that by engaging the individuals in process of decision making, the opportunities of their career progression and growth. Based on the present business situations, it is observed that the attrition rate in the industry is high as it is not capable to reinstate them. In case of hospitality industry, senior level and middle level managers are continuously decreasing as it loses the amount of investment in hiring new employees and staff turnover. In the hospitality sector, the cost of hiring new people is high. So, managers in the industry must hire new talented and skilled people in order to stay competitive in the market as there is strong competition in the hospitality industry. Along with this, inspiring, motivating, appreciating and providing the growth opportunities to the employees are helpful in achieving the business goals and objectives. These factors are helpful in the career progression of the employees in the industry. The managers of hotels should focus on the motivation and empowerment methods so that employees can be encouraged towards their job role (Robbins, Bergman, Stagg & Coulter, 2015).
In this study, the impact of career progression on the employee satisfaction is selected as the research problem. Research methodology can be basically described as the concept or method used by the researchers in their study in order to analyze the relevant facts and data so that they can reach to a final conclusion. In the research description, methodology can be exercised in the large structure (Kumar, 2014). In this research, qualitative approach will be used by conducting interview method. It can be seen that the topic of research is divided into two parts i.e. dependent and independent variables. Career progression is categorized under the dependent variable and employee satisfaction is categorized under independent variables. This research is based on the non-scientific grounds and the values and experiences of the employees will be observed by the research (Creswell & Poth, 2016).
Sampling is basically a procedure to select appropriate number of people in the research so that relevant data can be achieved. Sample is the smaller size of people as compared to total population size (Malterud, Siersma & Guassora, 2016).
The process of data collection can be described as gathering the relevant data and analyzing them in a systematic manner so that final result can be evaluated. So, it would be beneficial to gather relevant and valid information related to the research. In this research, primary data will be collected in order to get new and relevant information. So, interview method will be used to collect primary data in this research. The research will use an interview approach with open-ended questions for gathering the data (Ghauri & Grønhaug, 2010).
The primary data will be collected by the use of interview method. The collected data will be edited, classified, coded, and analyzed by using Microsoft tools. Further, analysis will be done by the use of descriptive characteristics. Data analysis is basically a factor that impact on the key findings and result of the qualitative research. In this study, qualitative data analysis method will be used. Further, the data reduction method will also be used in order combine and arrange the collected data in the theoretical way (Guercini, 2014).
For the research, ethical consideration will also be used in order to decide the ethical boundaries of the research. There will be some restrictions in order to eliminate the unethical conduct from the research. Approval of the respondents and confidentiality are key ethical issues in any research. The information relevant to the research should be kept confidential in order to prevent biasness in the research. So, this research will be done under the boundaries of ethical practices. By doing this, the respect and dignity of the respondents will be maintained during the research process.
There should be some limitations and restrictions in the research process. Some limitations faced by the researchers are related to reliability, validity and trustworthiness. The issues of validity can be related to tools, process and data. In this specific research, validity depends upon the analysis of data and information. Further, reliability issues can be related to consistency, and accuracy of the information. There can be various issues in the qualitative research related to reliability of the information as it may vary from person to person. In this specific research, the selected sample is highly experienced people from the hospitality industry. Basically, employee satisfaction focuses on the role of the employee in the workplace. Employee satisfaction enhances the expectations for the success. Success is the crucial factor that creates employee satisfaction in the organizations (Zikmund, 2010).
The objective of this study is to analyze the impact of career progression on the employee satisfaction of hospitality industry. The result of the data analysis is as follows. The issues related to job satisfaction and factors that impact on the employee satisfaction are presented. The discussion on the findings of the study is presented. In order to meet the research objectives, respondents are asked few questions. The first questions for the respondents are asked to what extent the employees in the hospitality industry were satisfied with their job. The respondents reveled that employees in the industry were quite satisfied with their jobs. Along with this, they were also asked to provide proper reasons for their answers. The respondents revealed that clear career progression path; promotion and reward options are the reason for the job satisfaction in the organizations (Walker & Miller, 2015). Along with this, the relationship between management and employees also enhances the morale of the employees and ensure their satisfaction in the job role. Further, respondents were asked to state the level of absenteeism of the employees as it reveals the level of job satisfaction. The respondents stated that the level of absenteeism in the hotels was low. It reveals that employees do not abscond from their work as they are satisfied with their job roles.Next, employees were asked that whether performance appraisal had the impact on employee satisfaction. Respondents show that performance appraisal had significant impact on the employee satisfaction in both positive as well as negative manner. The performance appraisal depends upon the performance of the employees. For the employees who are rated highly, they are motivated to perform better in their job role.
The respondents were asked to provide the factors that impact on the level of employee satisfaction. The respondents revealed that there are some significant factors that impact on the level of employee satisfactions in the organization. Those factors include ability to perform the task under the work pressure, ability to be present at the work station whole day without any interruption, level of teamwork, employee turnover, career progression, job performance, rewards and friendly relationship between management and employees. These factors are the reflections of the level of employee satisfaction within the hospitality industry (Tschopp, Grote & Gerber, 2014).
Next, the respondents were also asked to reveal whether the employees are showing negative or positive attitude towards their job role under the supervision. There were both positive as well as negative attitudes among the employees. The negative attribute reflects when new employees come in the organizations with the expectations of flexible working hours and promotions but they get de-motivated when their expectations are not met. On the other hand, positive attitude reflects when there is good relationship between the employees and management teams.
Further, the objective of the study is to determine the impact of career growth on the satisfaction level of the employees within hospitality sector. In order to enhance the satisfaction level of the employees, performance appraisal is an effective method that can be used by the organizations in hospitality sector. According to Kent (2007), employee is motivated based on the expected results of the work done. In order to meet the objective of research objectives, the respondents were asked few questions. The respondents were asked to reveal about the appraisal method used by the organizations to motivate the employees. Most of the respondents stated that organizations are using balance score card method for the performance appraisal of the employees. Along with this, some of the organizations also use 360 degree feedback method in order to appraise the employees. Further, the participants were also asked to state the impact of appraisal method on the performance of the employees. The participants indicated that method has both positive as well as negative impacts. The reasons for positive impacts are that the methods are able to create objectivity in the staff evaluation. On the other hand, the reason for negative impact is that the methods used by organizations are subjective and sometimes they reward others unfavorably (Tesone, 2013).
The respondents were asked to reveal that weather employees were convinced with the reward that they are receiving after being appraised. They revealed that employees are confident with the reward provided by the management. However, some of the participants indicated that some of the employees are still not confident with the rewards due to unequal form of bonus and salary and gap between lowest and highest paid of bonus. On the other hand, performance of the employees has also enhanced with the reward that they get in their performance appraisal (Lee, Back & Chan, 2015).
Next, respondents were also asked to state how often the employees get opportunity of performance appraisal and whether the time period is satisfactory. According to the respondents, the performance appraisal and evaluation of the employees are done on the annual basis with the reviews in every six months. They revealed that they were satisfied with this time period as by this, performance gap can be easily identified so that effective actions can be taken in order to achieve the organizational objectives. Some respondents also said performance evaluation is appropriate to point out the areas that are required for the improvement (Chiaburu, Diaz, De Vos, 2013).
The objective of the study was to establish the level of employee satisfaction at the hospitality industry and analyze the impact of career progression on employee satisfaction in the industry. Based on the overall discussion, it is found that employees in the industry satisfied with their jobs due to the effective relationship between the management of the organizations and employees enhances the morale of the employees and that shows their satisfaction level of the employees in their job roles. The factors that impact on the employee satisfaction are promotion and career progression path in the employees. Drawing and employing the effective talent is the major concern in the hospitality industry. Career progression is an impressive way to employ and develop the staff and it is crucial for the hotel to practice impressive career management (Kariru, Odhuno & Kambona, 2013). The employee satisfaction is associated with the customer satisfaction and employee performance in the hotel industry. Hotels operating in this industry now understand the importance of employee satisfaction. By knowing the importance of employee satisfaction, hotel industry is able to enhance the service quality for the customers. Basically, in the era of competitive world, success of each and every organization depends upon the satisfaction level of the employees. Hotel industry is no exception to this. The employees in the hotel industry are valuable assets for hotels. In the competitive environment, the important thing is to understand the views of employees for their job and analyze the level of satisfaction with the different aspect of business. So, job satisfaction level not only determines the performance of the organizations but impact on the performance and growth of the employees (Kim, Im & Hwang, 2015).
Based on the overall analysis, it is observed that level of absenteeism in the industry is low. Low level of absenteeism in the industry could be attributed to job satisfaction and high employee morale. The study also observed that there are some other factors that impact on the level of employee satisfaction. Those factors are ability to perform the task under pressure, level of team work, job performance, employee turnover, career progression, and high level of performance, effective relationship between organizations and employees and reward provided to the employees as the result of good performance. Employees must be aware of their development objectives and plan accordingly. For this purpose, meeting must be conducted with managers and supervisors to identify the needs of growth and development and to set the development plans as the career development plan. Career development planning is crucial for both organization as well as employees. Career plan is not possible without identifying the needs of the organization and capabilities of the employees (Zopiatis, Constanti & Theocharous, 2014).
Further, the study also revealed that most of the organizations in the hospitality industry use balance score card method and 360 degree feedback method for the process of performance appraisal. The participants indicated that these are the best methods used by the organizations as these methods are objectives, easy to use and focus on the key areas so that strategic goals of the organizations can be achieved effectively. The study also revealed that some employees are feeling motivated and confident in their job role after receiving the career growth. But, some of them are not satisfied with the reward systems. This was due to the reason that rewards sometimes are unequal for some people and there is the gap between lowest paid and highest paid bonus. It is also observed that the performance review and appraisal is done annually by the organizations in the hospitality industry and employees are satisfied with this time period. Along with this, some respondents also said that the appraisal methods are appropriate as they are able to point out the areas those are required of change and improvements (Kang, Gatling & Kim, 2015).
This part of the research provides summary, implementation and recommendations of the study. The section includes recommendations for the practices and policies including limitations of the study. The study was focused on the analysis of level of employee satisfaction in the hospitality industry and impact of career progression on this. A theoretical review on the employee satisfaction was done in the research. Along with this, an observed review was also done on career progression and job satisfaction. The study was done on the hospitality industry of Australia. The sample population for the research was taken from the employees of various hotels. The primary data in this research was gathered by the interview method. The data collected in the research was classified, tabulated, and summarized by using some packages like Microsoft office. Based on the overall study, it is observed that career progression can have both positive as well negative impact of the performance of the employees. The study founded that there are some factors that impact on the employee satisfaction i.e. job rotation, employee turnover, time management, career development, and teamwork and job performance. Basically, the career progression can have either positive or negative impact on employee satisfaction (Jang, 2008).
Based on overall study, it is recommended that organizations in the industry should use multiple career progression methods in order to evaluate the performance of the employees. It is also recommended that there should be review and improvement of the employees on the regular basis by the career progression methods. For instance, surveys can be conducted by the organizations in order to understand the perception of the employees during the process of career progression. Further, it is also recommended that employees must be engaged in various activities like workshops, seminars and other training practices so that they feel that part of the organization (Dehghani, 2014).
Further, the study also recommends that before implanting the career progression methods, it is important for the organizations to evaluate the impact on the employees in terms of motivation, improvements, job satisfaction and performance. Employee satisfaction is important to enhance the individuals’ performance along with the departmental and organizational level improvements. The study recommends that more research can be done on this topic on the hospitality industry at wide scale. The study on wide level will provide a general idea on the career progression methods used by all the hotels and make possible to make comparison amongst all the hotels. This will be helpful for the hotels to adopt new methods that would be beneficial to the hotels and all the employees. By more research, other career progression methods would be covered. This would also be helpful in identifying the best appropriate method to use. This study can also be used as the secondary information for the future research. The study should focus on investigating the method that has positive impact on the employee performance and satisfaction. Along with this, the study would be important as it will enable the organizations to implement best career progression method (Sangaran, 2015).
This study was based on the hospitality sector so; the results may not be generalized for the whole industry. This is because some organizations may use other methods for the career progression of employees. The interview process was used in the study to gather the information and personal experiences of the respondents. So, information gathered by this method can be biased on both positive as well negative sides.
Conclusion
In conclusion, it can be said that the level of absenteeism does not deeply impact on the employee satisfaction level as there is low level of absenteeism in the industry. The study also concludes that there are various factors that impact on the satisfaction level of the employees i.e. time management, job performance, job rotation, teamwork and career development etc. From the overall study, it is observed that employee satisfaction has significant impact on the organization in term of employee productivity, low absenteeism and loyalty. The research evidence indicates that there is no any strong connection between productivity and satisfaction level. It is not necessary that satisfied employees are highest producers. Further, there are various methods to enhance the satisfaction level of the employees but the most important method is reward. Further, the study concludes that the method of career progression used by the hotels i.e. balanced score card an d 360 degree feedback have significant impact on employee motivation and job satisfaction. The performance of the employees can enhance the result of received reward after the performance appraisal. The study demonstrated that there is large impact of satisfaction on the motivation level of employees while motivation level has the impact on the productivity of the employees within the employees.
It is concluded that there is the significant relationship between employee satisfaction career progression and that is proved by various books and journal articles. Career progression is an important part of every organization. People are using their careers based on their interests so they need growth in it. Further, the satisfaction level of the employees depends upon various different factors in the organizations i.e. payment and salary, job role, work trimmings and management. Along with this, there are various models and theories that reveal the importance of career progression in the organization so that satisfaction level of the employees. Finally, it is analyzed that employee satisfaction also enhances the career opportunities for them in the hospitality sector. So, it can be said that the level of employee satisfaction high depends upon the process of career progression. There are some research limitations and ethical considerations while focusing on this specific study.
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