Motivating housekeeping staff in the lodging industry in Jordan

Saehya Ann · Zaher A. A. Hallab · Hyunsuk Choi · Umaima Al Majthoub

1 citations0/0 files storedTourism and hospitality management

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Employee Performance and Management Job Satisfaction and Organizational Behavior Employee Performance and Motivation

Abstract

Purpose – The objective of this research study is to examine the complicated relationship between work motivation, job satisfaction, job dissatisfaction, and turnover intention of the housekeeping staff in selected four and five-star hotel properties in Jordan by using Herzberg’s Two-Factor theory. Design – A survey design was implemented in this research study. The sample for this research study consists of individuals working in the housekeeping departments of four and five star international hotels in Jordan. Methodology – Cluster analysis, correlation, and t-test were utilized for data analysis. The two-step clusters method was used to cluster groups based on the mean values of job dissatisfaction, as it is a unique concept that explains Herzberg’s Two-Factor Theory and also the work-related behaviour of employees. Approach – The validity of Herzberg’s Two-Factor Theory will be examined as well as examining the complicated relationship among work motivation, job satisfaction, job dissatisfaction, and turnover intention. Findings – The results of this study revealed that there is no relationship between job dissatisfaction of housekeeping staff and job satisfaction, and between job dissatisfaction and job motivation. However, there was a positive relationship between their job satisfaction and work motivation and also between their job dissatisfaction and turnover intention. No relationship was found between their work motivation and turnover intention and between their job satisfaction and turnover intention. Among all fourteen motivational factors, work itself (4.25 out of 5.00) and achievement (4.24 out of 5.00) were ranked at the top, which is consistent with Herzberg’s findings. Salary was the least satisfied/preferred factor in this study. Originality of the research – Having a separate job dissatisfaction construct in a research study is a very unique concept that Herzberg’s Two-Factor Theory (1959) developed and which also contributes to the uniqueness and originality of this study.

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References

1951Coefficient Alpha and the Internal Structure of Tests 1993JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, TURNOVER INTENTION, AND TURNOVER: PATH ANALYSES BASED ON META‐ANALYTIC FINDINGS 2001WHEN JOB DISSATISFACTION LEADS TO CREATIVITY: ENCOURAGING THE EXPRESSION OF VOICE.1977Intermediate linkages in the relationship between job satisfaction and employee turnover.2002The nature and dimensionality of organizational citizenship behavior: A critical review and meta-analysis.1993Management and Organisational Behaviour 2008Organizational Behavior 1983Employee Turnover: Causes, Consequences, and Control.

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