Evaluate the factors affecting Job Satisfaction among worker in Hostipitality in Business in Sydeny.
The hospitality business is leading business around the globe that facilitates good revenue to the country. This sector aids in the growth of economy in the nation. Sydney is one of the top destinations for the tourism amid different places in around the world. It is identified that tourism and hospitality business are highly associated with each other. There is an increment in a number of tourist in the destination as compared to restaurants, hotels, and motels. There are thousands of restaurants with hotels which are engaged to sell the product to their client. Furthermore, there are thousands of people who are employed in the hospitality sector. The key intention of this research is to assess the significant factors that affecting the job satisfaction of employees working in a hospitality business in Sydney (Akinyel, 2010). It also assesses to what extent the hospitality business satisfies its employees.
This project has a wider scope for assessing the how much workforces are satisfied with that job. This research may be effective for hospitality sector to conduct the further investigation. It is also effective for assessing the satisfaction at the employee’s level with regards to the job. This research is beneficial for the company to recognize the field of dissatisfaction on the job of employees. It is beneficial for making a managerial judgment for the company (Hameed and Amjad 2009).
The hospitality company in Sydney is wider sector around the city. It has created thousands of jobs to millions of an individual in Sydney. Hospitality outlet like hotels bars, clubs, motel, hotel, restaurant, and pubs. It is summarized that fast food services provide different jobs such as housekeepers, chef, waiters, porters, bartenders and kitchen hand workers. There are several five-star hotels in the city such as Hyatt Regency, Four Seasons, Radisson, Hilton, and Sheraton. There are also different fast food chains such as Mcdonalds, KFC, and Hungry Jacks. It is engaged to facilitate the leisure time to tourists with local people, and food and beverage to the customers (McPhail, et. al., 2015).
It can be also summarized that the relationship between employees and their boss depends on the management of supervisor and their overall working behavior in the workplace. Compensation and benefits are defined as all sorts of financial returns, benefits, and tangible facilities that all employees are received. Wages and salary could be dealt with reference to cash and certain benefits that can be offered indirectly via health insurance, pension and paid time off (Lee, Back, and Chan, 2015).
It can be also summarized that the term of stress could be featured as a deviation from usual physiological and mental working practices caused by instant demand and wide categories that employees in a business are tolerated. Work performance of employees can decline in case of stressful conditions. The job stress issues among employees can decline the profitability, quality and business survival (Huang and Rundle-Thiele, 2014).
It can be evaluated that pay can persuade the job satisfaction. It could meet the demand and needs of employees. It serves as a signal of attainment and source of recognition. This can gain the job satisfaction. Motivation is a willingness of a person to exert the effort for accomplishes the goal of the company and this effort could be beneficial for completing the needs of an individual. Thus, it is stated that every organization’s employees have their own requirement and desires as they work hard and perform better for attaining the needs (Tracey, et. al., 2015).
A company should focus on the factors affecting job satisfaction among workers in the hospitality business in Sydney. These factors have a positive impact on the hospitality sector of Sydney. This research is used to measure the job satisfaction of employees in hospitality business of Sydney.
A researcher will focus on the factors affecting job satisfaction among workers in the review of the literature. It will also provide the opportunity for measuring the job satisfaction among employees. But, there is a large number of participants who have not interested to share their opinion about research concern. Further, due to the high amount of cost, some articles will be used as it creates a gap in the literature review in terms of pooling depth information regarding research issues (Tracey, et. al., 2015).
Primary question
Secondary question
Qualitative research
Chart 1: Qualitative research process
(Sources: Deery and Jago, 2015).
The above chart illustrates that an investigator will go through the four phases of qualitative research. An investigator will discover and make planning regarding the research. In the next research process, screening criteria for recruitment will be used for approving screener for research. Discussion guide and homework will be deployed in the third phase for effectively conduct the research (Lu, et. al., 2016). In the last research process, research groups will be conducted for presenting the final report.
Approaches to reliability and Validity
A researcher will implement the inductive approach because research issue is subjective. This approach will be suitable for constructing the conceptual knowledge about an aspect of the investigation. Therefore, this research approach will be vital for enhancing the reliability with the validity of research issues (Lim, Loo, and Lee, 2017)
Sampling and Sample Size
Non-probability sampling tool would be used by an investigator to complete the investigation as this research issue is qualitative in nature. In this technique, open-ended questionnaire structure would be applied to conduct the interview on participants (Vanhove, 2017). With the purpose of this research, 6 HR manager will be selected as a sample size from hospitality business of Sydney.
Data Collection Method
Primary data will be sourced for gathering the qualitative information. In this way, both interview and survey through questionnaire will be used for sourcing primary data. Hence, it is significant for capturing the depth information from the predetermined size of samples (Robinson, et. al., 2016). This method will be chosen because it provides the new with first-hand facts and figures about research issues.
Variables Specifications
There are several types of variable, which could be used in this research. These are dependent and independent variable. Under this investigation, the independent variable is hospitality business of Sydney and the dependent variable is job satisfaction of employees (Chiang, Birtch, and Cai, 2014).
Chart 2: Quantitative research process
(Sources: Sweeney, Armstrong, and Johnson, 2016).
As per the chart, it is identified that a researcher will address the issues and purpose of research in the first stage. After that, it will formulate the hypothesis regarding the research issues. It will create the literature review as per the research objectives. A researcher will create the literature review as per the research objectives. Under this research, a researcher will choose the sample as well as implement the research instrument before performing the investigation. Under this research, a researcher will choose the sample and execute the research instrument before carrying out the investigation. In the next process, legal ethical consideration would be included in the research design (Anitha and Begum, 2016). After that, information would be pooled as well as assessed by using several sources. In the next process, the budget would be estimated in the research discussion.
Secondary sources will be applied by a researcher for completing the research such as academic publication, journal article, textbooks, online website, and offline material. This technique would be implemented by an investigator for supporting the primary information (Ayeh, et. al., 2016).
Chart 3: Quantitative data analysis process
(Sources: Anitha and Begum, 2016).
As per the chart, it could be demonstrated that data preparation is the first stage in which data is arranged for research. In the next process, data will be filtered from different alternative to choose right information regarding research concern. Subsequent, researcher will gain their knowledge regarding recoding, means, and frequencies. Under the fourth step, data is measured by answering the research question, crosstabs, and statistics. Later, graphics about pooled data will be presented through Ms-excel. In next process, data will be interpreted to understand the research issue in a comprehensive way. In the last research process, data will be discussed by a researcher (Sweeney, Armstrong, and Johnson, 2016). On the basis of these discussions, the researcher will recommend improving the research.
Probability sampling technique will be selected in this investigation as it can decline the chances of partiality from the survey through a questionnaire. For collecting the survey through a questionnaire, a researcher will choose 55 employees who engaged in hospitality business of Sydney
An investigator will implement the survey through a questionnaire for analyzing the reliability in end outcome of factors affecting job satisfaction of worker. The qualitative information would be assessed by literature review to improve the reliability and validity of research outcome in a systematic mode (Anitha and Begum, 2016).
There are certain research limitations, which may affect the researcher during the research such as inadequate time, funds and resources. Another limitation is inadequate sample size for capturing the information through a survey questionnaire. A researcher would be liable to keep the respondent’s privacy. Therefore, these limitations can affect the outcome of research (Chiang, Birtch, and Cai, 2014).
Conclusion
From the above discussion, it can be concluded that job satisfaction of workers can enhance the service quality in the hospitality business of Sydney. Managers are focused on offering a wide category of services to their employees for satisfying them in the hospitality business of Sydney. It also emphasizes on the factor affecting job satisfaction in the hospitality business of Sydney. These factors should be considered by employees to satisfy the employees. It would be also beneficial for a business to get success.
References
Akinyel, S. T., 2010.The influence of work environment on workers’ productivity: A case study of selected oil and gas industry in Lagos, Nigeria. African Journal of Business Management, 4, (3), pp.299–307.
Anitha, J. and Begum, F.N., 2016. Role of organizational culture and employee commitment to employee retention. ASBM Journal of Management, 9(1), p.17.
Ayeh, J.K., Au, N. and Law, R., 2016. Investigating cross-national heterogeneity in the adoption of online hotel reviews. International Journal of Hospitality Management, 55, pp.142-153.
Chiang, F.F., Birtch, T.A. and Cai, Z., 2014. Front-line service employees’ job satisfaction in the hospitality industry: The influence of job demand variability and the moderating roles of job content and job context factors. Cornell Hospitality Quarterly, 55(4), pp.398-407.
Dedeo?lu, B.B. and Demirer, H., 2015. Differences in service quality perceptions of stakeholders in the hotel industry. International Journal of Contemporary Hospitality Management, 27(1), pp.130-146.
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance, and retention strategies. International Journal of Contemporary Hospitality Management, 27(3), pp.453-472.
Hameed, A. and Amjad, S., 2009. Impact of office design on employees’ productivity: A case study of banking organizations of Abbottabad, Pakistan. Journal of Public Affairs, Administration, and Management, 3, (1).
Huang, Y.T., and Rundle-Thiele, S., 2014. The moderating effect of cultural congruence on the internal marketing practice and employee satisfaction relationship: An empirical examination of Australian and Taiwanese born tourism employees. Tourism Management, 42, pp.196-206.
Lee, J.S., Back, K.J. and Chan, E.S., 2015. Quality of work life and job satisfaction among frontline hotel employees: A self-determination and need satisfaction theory approach. International journal of contemporary hospitality management, 27(5), pp.768-789.
Lim, A.J.P., Loo, J.T.K. and Lee, P.H., 2017. The impact of leadership on turnover intention: The mediating role of organizational commitment and job satisfaction. Journal of Applied Structural Equation Modeling, 1(1), pp.27-41.
Lu, V.N., Capezio, A., Restubog, S.L.D., Garcia, P.R. and Wang, L., 2016. In pursuit of service excellence: Investigating the role of psychological contracts and organizational identification of frontline hotel employees. Tourism Management, 56, pp.8-19.
McPhail, R., Patiar, A., Herington, C., Creed, P. and Davidson, M., 2015. Development and initial validation of a hospitality employees’ job satisfaction index: Evidence from Australia. International Journal of Contemporary Hospitality Management, 27(8), pp.1814-1838.
Robinson, R.N., Kralj, A., Solnet, D.J., Goh, E. and Callan, V.J., 2016. Attitudinal similarities and differences of hotel frontline occupations. International Journal of Contemporary Hospitality Management, 28(5), pp.1051-1072.
Sweeney, J., Armstrong, R.W. and Johnson, L.W., 2016. The effect of cues on service quality expectations and service selection in a restaurant setting: A retrospective and prospective commentary. Journal of Services Marketing, 30(2), pp.136-140.
Tracey, J.B., Hinkin, T.R., Tran, T.L.B., Emigh, T., Kingra, M., Taylor, J. and Thorek, D., 2015. A field study of new employee training programs: industry practices and strategic insights. Cornell Hospitality Quarterly, 56(4), pp.345-354.
Vanhove, N., 2017. The Economics of Tourism Destinations: Theory and Practice. Routledge.
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