دانلود مقاله مقایسه جهانی رضایت شغلی و جنسیت در هتلداری
چکیده
مروری بر مطالعات پیشین
چارچوب و مدل نظری
طرح و روش تحقیق
نتایج
بحث و پژوهش آتی
نتیجه گیری
منابع
Abstract
Literature review
Theoretical framework and model
Research design and methodology
Results
Discussion and future research
Conclusion
References
چکیده
تحقیقات در تعیین اینکه آیا مردان یا زنان رضایت شغلی بیشتری را تجربه می کنند، بی نتیجه بوده است. یک مقایسه جهانی که عوامل بیرونی و درونی، روابط کاری، و تعیین‌کننده‌های تعادل کار و زندگی را بررسی می‌کرد، تفاوت‌های کمی پیدا کرد. با این حال، روابط کاری و عوامل تعادل کار-زندگی برای کارگران مرد در همه مشاغل بیشتر از زنان بود. مطالعه حاضر از داده‌های برنامه نظرسنجی اجتماعی بین‌المللی به نمایندگی از 37 کشور برای بررسی تفاوت‌های رضایت شغلی در صنعت مهمان‌نوازی استفاده می‌کند. یافته‌ها نشان می‌دهد که میانگین نمرات رضایت شغلی برای زنان در میان مشاغل مهمان‌نوازی به جز برای پذیرش هتل، سرپرستان خانه‌داری و نظافتچی هتل، پایین‌تر است. نتایج رگرسیون تفاوت‌های دیگری مانند اهمیت روابط همکار، تأثیر منفی تبعیض و آزار در محل کار، آخر هفته‌های کار، وضعیت تأهل و وضعیت نظارت را برای زنان با استقلال، استرس کاری، تحصیلات و روابط شغلی برجسته‌تر نشان داد. مردانه. کار جالب، مفید بودن کار برای جامعه، امنیت شغلی، دستمزد، روابط با مدیریت و کار تداخلی با خانواده برای زن و مرد قابل توجه بود.
توجه! این متن ترجمه ماشینی بوده و توسط مترجمین ای ترجمه، ترجمه نشده است.
Abstract
Research has been inconclusive in determining if men or women experience more job satisfaction. A global comparison examining extrinsic and intrinsic factors, work relations, and work–life balance determinants found few differences; however, work relations and work–life balance factors were more significant for male than female workers across occupations. The current study uses International Social Survey Program data representing 37 countries to explore differences in job satisfaction in the hospitality industry. Findings demonstrate that mean job-satisfaction scores for females are lower across hospitality occupations except for hotel receptionists, housekeeping supervisors, and hotel cleaners. Regression results revealed additional differences such as the significance of coworker relations, the negative impact of being discriminated against and harassed at work, working weekends, marital status, and supervisory status for women with autonomy, work stress, education, and employment relationship being more salient for men. Interesting work, work being useful to society, job security, pay, relations with management, and work interfering with family were significant for both males and females.
Introduction
Research on gender and job satisfaction has been extensive but somewhat inconclusive. Some findings indicate that women experience more job satisfaction than men (Bender et al., 2005; Clark, 1997; Sousa-Poza & Sousa-Poza, 2000) while others indicate comparable levels (Bokemeier & William, 1987; Fields & Blum, 1997; Hodson, 1989; Westover, 2009). Additional research indicates that job satisfaction for women is based on intrinsic rewards (e.g., workplace relations) and men by extrinsic rewards (e.g., pay and responsibility) (Bokemeier & William, 1987; Clark, 1997; Donohue & Heywood, 2004; Hodson, 1989; Konrad et al., 2000).
Conclusion
The findings here show females in positions of management have significantly lower job satisfaction than their male colleagues. We also found that males in all hospitality positions scoring higher in overall job satisfaction than females. In an industry where women make up the majority of hospitality employees in most countries efforts need to be made to concentrate on the factors than women score low on and create proactive approaches to seek greater parity.
We also found that male and female hospitality workers score lower than workers in the “all other industry” category. This should be a concern for all hospitality industry leaders. This study shows that there are many factors for this besides just pay. Too often the industry cites low pay as the hurdle to hiring and retaining capable labor (Dogru et al., 2019). Many of these variables can be improved with better awareness and understanding from management, and creative initiatives and programs targeting the individual factors.
H1: Male hospitality industry workers will have greater job satisfaction than female hospitality industry workers
H2: Both extrinsic and intrinsic rewards will predict overall perceived job satisfaction for male and female hospitality industry workers
H3: Work–life balance determinants will be more salient in predicting job satisfaction for female hospitality workers than male hospitality workers
H4: Work relations will be more salient in predicting job satisfaction for female hospitality workers than male hospitality workers