员工满意度及组织承诺对员工热情好客程度的影响【外文翻译】

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1、中文3050字，2050单词，11600英文字符原文 ：  Effects of disposition on hospitality employee job satisfaction and commitment Paula Silva Department of Management, California State University, Northridge, California, USA Abstract Purpose The main purpose of this paper is to investigate the relationship of job a

2、ttitudes to personality traits in a hospitality setting. Design/methodology/approach The author uses a questionnaire at two hotel chains in the western US to ascertain the variables. Employees that are surveyed are all non-management personnel. Findings The author finds that job attitudes, specifica

3、lly, organizational commitment and job satisfaction are significantly related to the personality traits, the big five and locus of control. Research limitations/implications The number of hotel employees studied is 159. A larger sample size could increase the validity of the findings. Practical impl

4、ications This paper encourages hotel management to consider the use of personality tests in the selection of hotel employees as the results suggest that certain traits are related to an employees job satisfaction and organizational commitment. Originality/value The paper is original in the sense tha

5、t prior work has mainly focused on the employee job attitude in relation to how the employee perceives the workplace. There have been limited investigations into the relationship between personality and job attitudes. This paper suggests that dispositions may play a role in the attitude of the emplo

6、yee. Keywords Job satisfaction, Hospitality management, Personality, Employee attitudes Paper type Research paper Introduction Employee turnover has been a large problem in the hospitality industry necessitating an investigation into the reasons for this turnover. Some of the reasons cited for this

7、turnover are low compensation, inadequate benefits, poor working conditions, poor worker morale and job attitudes, and inadequate recruitment (Milman, 2002； Goymour, 2002； Hinkin and Tracey, 2000； Powell and Wood, 1999). All of these reasons are presumably related as low compensation would undoubted

8、ly contribute to poor worker attitudes or morale. The study of the attitudes of these workers is certainly fruitful from an assessment point-of-view, since knowing why these workers are unhappy can help the organization focus their efforts on fixing the root of the problem. Prior studies of workers

9、attitudes have focused on the measures of someones attitudes about their work environment (i.e. the job, supervisors, coworkers) and related attitudes to one another (i.e. job satisfaction to organizational commitment) or turnover, absenteeism and various other behaviors (Firth et al., 2004； Dickter

10、 et al., 1996). What has not been studied extensively is the potential role of the individual characteristics on their attitudes or how they feel about their organization. So, specifically, does the characteristic or disposition of the individual influence the type of attitude they have about the or

11、ganization? Therefore, is there a “right” person that would best fit into the hospitality industry. If so, are there specific traits that hospitality organizations should recruit for? This study hopes to respond to this question. The study of personality in the area of personnel selection is certain

12、ly not new. Plenty of studies shed light on personality traits in the hopes of finding the best measures that predict job performance (Barrick and Mount, 1991； Tett et al., 1991). The problem is that we still do not have a lot of agreement on which personality traits predict job performance since th

13、ere have been mixed findings in the area. This paper proposes to study employees in the hospitality industry with the goal of linking personality traits to the employee attitudes, and thus making predictions on what traits the hospitality firms should be looking for in the recruitment of employees.

14、Traditionally, the study of personality dimensions is to ascertain the individuals fit within an organization (Ferris and Judge, 1991). This study extends the research by correlating job satisfaction and organizational commitment with personality dimensions. It has been suggested that personality di

15、mensions or ones disposition may mediate the effect of both job satisfaction and organizational commitment and ones intentions to quit (Firth et al., 2004). Further, ones disposition has been linked to job satisfaction (Heller et al., 2002) and organizational commitment (Abraham, 1997). The research

16、 here furthers the research in this area. This study also furthers the investigation of job satisfaction in that prior work did not seek to determine the relationship of the facets of job satisfaction with personality (Heller et al., 2002). The personality traits studied are the big five and locus o

17、f control. Additionally, this study investigates the relationship between organizational commitment and the big five and locus of control. The study of these variables should help in human resource recruitment in the delineation of personality characteristics that predict higher commitment and satis

18、faction with the organization. This paper first identifies the relevant research on organizational commitment and job satisfaction, followed by a discussion of the research on the big five and locus of control. The methodology is then discussed, followed by the interpretation of the findings and con

19、clusion of this research. Research on job attitudes The two attitudes of interest in this study are organizational commitment and job satisfaction. Research has found that both job satisfaction and organizational commitment are related to a persons intention to quit a job (Rahim and Psenicka, 1996；

20、Morrison, 1997； Lum et al., 1998). Additionally, job satisfaction and organizational commitment are interrelated as the more satisfied one is, the more committed they are (Firth et al., 2004). As mentioned earlier, these attitudes have been researched extensively. First, organizational commitment is

21、 usually defined as the strength of ones identification and involvement with their respective organization (Mowday et al., 1979). Research shows that social involvement predicts organizational commitment where the more involved the individual, the more committed they are (DeCotiis and Summers, 1987). Other studies show that