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【正文】 be fruitful to pinpoint dimensions that might predict the employees’ disposition to be satisfied with their job and also mitment to their respective organization. What follows are hypotheses that predict relationships among the variables of interests. A priori, since this study is exploratory, the nature of the specific relationships among the facets of job satisfaction and the big five, as well as the big five dimensions and organizational mitment are not predicted.H1. Job satisfaction and organizational mitment will be significantly related.H2. Organizational mitment will be significantly related to the big five andlocus of control.H3. Job satisfaction will be significantly related to the big five and locus of control.A questionnaire was given to employees at two major hotel chains in the western US. The employees consisted of nonmanagement personnel. There were 670 personnel at this organization, with a total of 159 employees who filled out the survey for a total response rate of 24 percent. Employees were told that the researcher was interested in how they felt about their work environment so that I could find out what could be done better. They were also told that only the researcher would see the survey and were guaranteed plete anonymity. Respondents did not report any identifying information on the survey.The resulting demographics of the sample were as follows: there were 73 men, and 86 women, the average age range was 3140 years, the average time at job was three to four years, and 75 percent of the sample made $35,000 or less, and 25 percent, $36,000 and above.Limitations of this study include mon method variance as all the data collected came from one source. A larger sample size would also help in the robustness of the findings. Future studies could investigate employees in several different settings to ensure generalizability. The causality of the relationship between job attitudes and personality traits was not studied here. Future work might also address this issue.While there has been a suggestion in the hospitality field to understand and develop petencies among these employees due to the problems in the accuracy of personality assessments, the conclusion here is that personality variables should not be overlooked among these employees. Given that certain personality traits are related to the individuals feeling about their job and mitment to the organization necessitates the inclusion of personality tests in the selection of individuals within this field. Certainly this information can help in the recruitment of hospitality employees in narrowing the search for the ideal candidate. In an industry Job satisfaction and mitment whose employees report high turnover, intentions to quit, and low satisfaction with ones job and ponents of the job, the development of a profile of the “right” hospitality employee is warranted. The results of this study imply that conscientiousness, as one trait, may be part of the candidates profile seen as desirable due to the effects on satisfaction and mitment not only shown in this study but in prior research as well.
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