員工滿意度及組織承諾對員工熱情好客程度的影響【外文翻譯】-其他專業(yè)(編輯修改稿)
2025-02-24 08:16 本頁面
【文章內(nèi)容簡介】 l mitment. Abraham (1997) shows that individuals with certain collective orientations will be highly mitted to their respective anization. Research on personality – big five and locus of control The big five has been extensively studied in many settings, but limited in relation to job satisfaction and anizational mitment. The big five tests for five personality characteristics: extraversion, agreeableness, conscientiousness, emotional stability (sometimes referred to as neuroticism), and intellect or imagination (sometimes referred to as openness) (Costa and McCrae, 1985). Extraversion is related to an individual’s sociability。 agreeableness to one’s cooperativeness。 conscientiousness to one’s dependability。 emotional stability to one’s secureness。 and intellectual to one’s imagination. Research has shown that the big five is related to an individual’s relationships with others in social settings (Buss, 1992). Further, other research on the big five has shown that neuroticism, extraversion and conscientiousness to be related to career success (Judge et al., 1999). Neuroticism has also been found to be related to one’s intention to remain in an anization (Morrison, 1997). The relationship to job performance is perhaps the most controversial research on the big five. Some studies show that conscientiousness, agreeableness and extraversion were related to job performance (Tett et al., 1991), while metaanalyses has revealed that conscientiousness was the strongest predictor of job performance across all job groups (Hough et al., 1990。 Barrick and Mount, 1991). More relevant to this work, a negative relationship has been found between neuroticism and job satisfaction (Buss, 1992). Neuroticism has also found to be significantly related to anizational mitment (Morrison, 1997). Specific research on personality in the hospitality industry has found that job petence and job aspiration were positively related to enthusiasm and cheerful mood states. Further, these mood states were positively related to work satisfaction (Ross, 1995). The big five is one of the assessments that will be made in this study. Locus of control is another disposition of interest that is expected to be related to job attitudes. Locus of control is a personality dimension that ascribes individuals as possessing an either internal or external locus of control. Internals are said to look at the world and the things that happen to them as within their control, while on the other hand, externals are said to look at the world and the things that happen to them as a matter of luck or fate and thus beyond their control (Rotter, 1966). Research on locus of control shows that internals prefer a participative manager while external prefer a directive manager (Runyon, 1973). Other work shows that internals have a strong belief that outes in the anization, like rewards are under their control while externals have the opposite belief (Spector, 1982). Additionally, research more pertinent to this study, has shown that internals tend to have higher job satisfaction and anizational mitment than externals (Lim and Teo, 1998。 Sujan, 1986). Thus it would be expected here that internals would have higher job satisfaction and anizational mitment. I propose that a study of personality would be fruitful to pinpoint dimensions that might predict the employees’ disposition to be satisfied with their job and also mitment to their respective anization. What follows are hypotheses that predict relationships amo
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