![]() ![]() Limitations and recommendations for further research are also provided. Practical and research implications are discussed. If you are interested in changing the values that. Lastly, independent samples t-test and ANOVA found no significant difference between three demographic characteristics and turnover intention: sex, employment status and employee age. Scoring is used to assign number values to your survey responses for calculating an overall response score. Strength Deployment Inventory and Job Interactions Inventory and to select five random instructional staff members to complete a Strength Deployment Inventory. ![]() Planning and Execution Manual that will not only systematically place. ![]() An inverse relationship was found between PO fit and employee turnover intention. conduct of an election it was decided to prepare a consolidated Force Deployment. Regression showed personality type statistically significantly predicted PO fit. The objective of a facility survey is not to provide information on the strengths and weaknesses for specific facilities, but to identify the strengths and. Multiple regression showed hotel organizational culture statistically significantly predicted PO Fit. A correlation was found between hotel organizational culture and employee personality type. A response rate of 34% (N = 231) was received on a paper questionnaire sent to hourly and non-hourly employees from 14 upper-upscale hotels located throughout the southern region of California.ĭata were analyzed using descriptive statistics, Pearson's coefficient correlation analysis, regression analysis, independent samples t-test and Analysis of Variance (ANOVA) to answer five research questions. Lastly, demographic characteristic items were included. The purpose of this research study was to assess several relationships pertaining to hotel organizational culture, employee personality types, PO fit, and turnover intention.ĭata were collected by using items from Dawson, Abbott and Shoemaker's (2011) hospitality culture scale, Edward (1991), Cable and Judge (1996) and Piasentin and Chapman (2006) PO fit items, Roodt's (2004) turnover intention scale and Porter's (2005) strength deployment inventory. Although the body of literature in the human resources management and organizational development is vast, the hospitality literature demonstrates a need for further research in PO fit and employee turnover intention. The lack of congruence between employees and their organizations may result in employee turnover. means to move strategically or to take a position for effective action. In the past two decades, researchers have implied organizational success was contingent on the compatibility between employees and organizations, known as person-organization (PO) fit. The Strength Deployment Inventory (SDI) helps people identify their personalstrengths in relating to others under two conditions: 1) when everything is going well, and 2) when they are faced with conict. ![]()
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