2. 34 European Journal of Economics, Finance and Administrative Sciences
3. There is a relationship between training and development programs and job
satisfaction
4. There is a relationship between the relations of tourist guide with colleagues and
job satisfaction.
5. There is a relationship between the relations of tourist guide with top officials and
job satisfaction of tourist guides.
Keywords: Job satisfaction, tourist guides, job performance, relationship, tourism
1. Introduction
The tourist guide (male or female) is the educated and professional person who presents a clear and
honest image about his/her country without any exaggeration or shrinkage of information. Therefore,
the tourist guide is the first and last person the tourist groups meet and contact, so it is his/her
responsibility to attain these groups he/she accompanies During accompanying the tourist groups the
tourist guide should be generous, polite and patient in doing the job and solve the problems the group
may encounter. (Locke, E. A. 1976)
The guide leads the tourists to the attractive sites where he/she knows the history, importance
and advantages of such sites. There are 765 tourist guides in Jordan speak 19 international languages
fluently.
There is a necessity to develop the professional tourist guides through training and
qualifications that help him/her in doing the job. There are some negative practices by some tourist
guides which make the tourists get a bad impression mainly the abuse.
Skills and competencies of tourist guides should be associated with his/her education on the
relationship with the tourists. The management theories provide various and contradicted factors of job
satisfaction, but the leading causes of job satisfaction is the ability of such job to provide the guide
with high value and benefit returns. These factors include the organizational factors in terms of the
material conditions of the job which lead to job satisfaction if they were high, while the job security
and its extent will in turn keep him/her from anxiety and stress ,thus increase the job satisfaction. (Jex,
S. M. 2002)
Other factors are personal which relate to the individual ability to withstand the job burdens and
adapt to the changes, besides the job prestige of the guide which is proportional to job satisfaction. The
personal relations of the guide in his/her job environment increase the job satisfaction and improve the
achievement level. .( Ironson, G. H. et al. 1989)
The issue of job satisfaction join the subject of human resources development due to its joint
impact on productivity. The term of human resources development focuses on the increase of the
knowledge, skills and capabilities of employees in all aspects, where such tributes are selected
carefully to fit the conditions of employees
Importance of job satisfaction does not lie as the cause to increase job productivity of the
employee only but it lies in the theme that individuals spend most of their time in doing jobs, where
few of them have the option to work or not for economic reasons.( Judge, T. A., & Watanabe, S.
(1993)
Therefore, we note that job satisfaction of individuals is an expression of some feelings, beliefs,
sentiments and acts that include several variables that should be taken into account when conducting a
research on job satisfaction.
2. Literature Review
Aviva Geva and Arieh Goldman (1991) satisfaction measurement in guided tours.
References and further reading may be available for this article. To view references and further
reading you must purchase this article.
3. 35 European Journal of Economics, Finance and Administrative Sciences
Companies offering guided tours dwell on participants satisfaction in controlling the tour
quality. The responsibility for achieving participants satisfaction is mostly delegated to the guide who
is in a good position to customize the tours quality to the individual needs and preferences. This article
questions the widespread assumption that the tour companies are directly credited with the success of
the guide and with the customer's satisfaction of the tour performance. The findings of an empirical
study, investigating 15 guided tours from Israel to Europe and the United States, highlight the
vulnerability of the tour company in the tripartite company- guide -consumer relationship. The
managerial implications of the findings are explored.
Joaquín Alegre and Jaume Garau(2010) Tourist satisfaction and dissatisfaction satisfaction
surveys usually include evaluations of different destination attributes on an ordinal scale. On such a
scale, the mid-point of which is indifference, the tourist can express his/her satisfaction or
dissatisfaction with each attribute. In this study it is suggested that some of the tourists’ negative or
unsatisfactory experiences need to be defined within a specific context of evaluation. An analysis is
made of the differences and the complementary nature of the concepts and measurements of
satisfaction and dissatisfaction during the holiday experience. This paper examines the impact of the
satisfaction and dissatisfaction-based evaluations on both the tourists’ overall satisfaction and their
intention to return to the destination.
Sally Sledge; Angela K. Miles; Samuel Coppage ( 2008) What role does culture play? A look at
motivation and job satisfaction among hotel workers in Brazil.
Job satisfaction has been associated with positive organizational outcomes such as increased
employee productivity, higher innovation and reduced turnover, all of which are linked to improved
firm performance. Motivation is considered to be a primary determinant of job satisfaction. Yet little
research has focused on the links between motivation, job satisfaction and the impact of culture in the
workplace. This qualitative research uses Herzberg's Two-Factor Theory of Motivation to assess job
satisfaction in the Brazilian hotel industry. The results partially support the theory and suggest that
culture influences the degree of job satisfaction.
Osman M. Karatepe; Turgay Avci; Tuna Karatepe; Sezen Canozer ( 2003) The Measurement of
Job Satisfaction An Empirical Study of Frontline Employees in the Northern Cyprus Hotel Industry.
This study investigates the effects of various dimensions on job satisfaction, using a sample of
Turkish frontline employees in Northern Cyprus hotels as its setting. Results suggest that pay and
supervision have significant positive effects on the job satisfaction of frontline employees, whereas the
work itself and physical evidence do not have any significant relationship with job satisfaction. The
implications of the results for hotel managers and public policy makers are discussed.
Nasruddin (1992) studied the job satisfaction of academic staff in Saudi Universities. The study
aimed at exploring the attitudes of academic staff towards the factors causing job satisfaction or
dissatisfaction besides determining the most important individual features of academic staff that affect
the level of job satisfaction in addition to offering some recommendations that may be useful to the
higher education policies makers in Saudi Arabia to increase the level of performance. The study found
some results such as that job satisfaction of academic staff was moderate, while some factors related to
such satisfaction were the job conditions, the method of selecting departments heads and colleges
deans as well as selecting the academic staff for administrative position. Other factors related to low
job satisfaction were the procedures of promotion, the payroll, the compensation plan and the
participation in policy making and decision taking.
Almusawi (1995) study" job satisfaction of educational advisor in secondary schools of
Kuwait" aimed at identifying the level of job satisfaction of educational advisors and determining the
factors affecting the level of job satisfaction. The researcher applied the descriptive methodology to
answer the questions of the study. The theoretical framework handled the following elements : job
satisfaction and syllabus and educational advisor. The most important recommendations were:
Revise the incentive, allowances and salaries of educational advisors.
Provide suitable place to receive cases and store records to secure secrecy of school
community.
4. 36 European Journal of Economics, Finance and Administrative Sciences
Identify the job description suitable for the position of educational advisors so as to be clearer.
Many educational advisors need improvement of their skills and proficiencies and increase their
information.
3. Problem of the Study
Jordan is one of the world's richest countries of tourism areas that are visited frequently by tourists
around the world. This case requires good tourist guides who can reflect the bright image of Jordan to
promote it internationally. This study concentrated on determination of the professional and job
conditions of guides in Jordan and identification of constraints and difficulties they face bedsides
studying the patterns of discrimination they suffer which in turn affect their professional performance.
The problem lies also in the lack of specialized tourist guides in Jordan.
4. Questions of the Study
Since this study is an explorative analytical one and the first of its type, up the most knowledge of the
researcher, it tries to answer the following questions:
1. what are the opportunities of training courses that tourist guides obtain?
2. what is the job satisfaction of tourist guide?
3. what are the social and field difficulties and constraints that guides face?
4. what are the vision and proposals of tourist guides to improve their professional conditions?
5. Objectives of the Study
The study aims at concluding results that help to determine and understand the relationship between
motifs and incentives and how to satisfy the motives of tourist guides in Jordan and achieve their job
satisfaction. Therefore, the study seeks to examine the challenges that guides face during their work
and the extent of their job satisfaction in all aspects, besides future plans to improve the profession
according to the needs of human resources.
The study seeks to achieve these objectives through:
1. determination of tourist guide work environment in Jordan.
2. understand the job reality of human resource of guides.
3. identify the professional development and training of tourist guides in Jordan.
4. determine the status of job satisfaction of tourist guides in Jordan.
5. the facilities that government presents to support this sector with competencies that affect
positively its outputs .
6. Importance of the Study
This study was designed to determine the conditions of the tourist guides, to identify the obstacles
against maintaining the job performance as well as the factor that affect the job satisfaction of tourist
guides in Jordan.
This study reviews the relationship among the individual orientation to work in this profession,
job satisfaction and some demographic characteristics to contribute to the process of managing
psychological effects of job stress resulted from the perception of guides of such variables. The results
and recommendations of the study will be submitted to the decision takers in tourism sector to take into
consideration.
The importance of this study stems from the importance of tourism sector which plays an
important role in the economic development of Jordan. The study also presents a database and
indicators about the human resources for liaisons among tourism services and customs.
5. 37 European Journal of Economics, Finance and Administrative Sciences
7. Difficulties of the Study
The most difficult aspect that the study encounters is the lack of studies related to job satisfaction of
tourist guides in Jordan.
8. Type and Methodology of the Study
The study is a pilot study and analytical one where it collects and analyzes data to achieve the results.
It is the dedicated one in this term. The researcher distributed 170 copies of the questionnaire and
retrieved 140 but he excluded 19 copies. All 121 respondents were tourist guides.
9. Data Collection Instrument and Procedures of Validity and Reliability
This study relied on carefully designed survey form to collect data and determine the attitudes and
opinions of the sample which responded to the questions and reflects its objectives.
Validity of the instrument was tested and confirmed that it measures the required items and that
the questions of the survey reflect the objectives of the study through submitting to some reviewers to
secure the validity and reliability of the instrument where modifications were made upon the proposed
notes of judges.
10. Study Hypotheses
H1: There is no statistically significant relationship between job satisfaction of tourist guides and the
following variables:
a. gender b. age group c. experience years d. income level
H2: There is no statistically significant relationship between profession stress and job
satisfaction of tourist guides
H3: There is no statistically significant relationship between professional security and safety
program and job satisfaction
H5: There is no statistically significant relationship between the relations of tourist guide with
colleagues and his/her job satisfaction
H6: There is no statistically significant relationship between the relations of tourist guides with
their supervisors and their job satisfaction.
H7: There is no statistically significant relationship between the material and moral incentives
granted to the tourist guides and their job satisfaction.
H8: There is no statistically significant relationship between the relations of guides with
customs and their job satisfaction
11. Analysis and Results
*Practical framework of the study:
1. Description of personal and professional factors of respondents:
Table (1) shows the personal and professional factors of the sample respondents as follows
*Gender: 66.1% of the sample were males
*Age group: 34.7% of the sample ages was between 35 years and more, while 33.1% was
between 25-29 years, and 27.3% of the sample ages was between 20-24 years where 5% of the sample
was between 30-34 years
*years of experience:
The table shows that 47.1% of the sample has experience of 11 years and more, while 44.6%
has 3-5 years, and 6.6 % has 1-2 years, while 1.7% has experience between 6-10 years
6. 38 European Journal of Economics, Finance and Administrative Sciences
* Income: 62.8% of the sample has monthly income of 751 J.D and more, while 25.6% has
income between 601-750 JD, and 9.9% has income between 451-600 JD where 1.7% of respondents
gain less than 450 JD
Table 1: Frequencies and percentages' of the personal variable of respondents:
Factor details Frequency %
Gender Male 80 66.1
Female 41 33.9
Age 20-24 33 27
25-29 40 33.1
30-34 6 5
Years of Experience 35- more 42 34.7
2-Jan 8 6.6
5-Mar 54 44.6
10-Jun 2 1.7
11- more 57 47.1
Income JD <450 2 1.7
451-600 12 9.9
601-750 31 25.6
751 and more 76 62.8
12. The Stability of the Instrument
Stability of the instrument was tested by Chronbach Alpha Coefficient Test. Table 2 shows the
following:
1. Alpha value for work stress items was 0.75
2. Alpha value for security and professional safety items was 0.82
3. Alpha value for certified training and development programs items was 0.83
4. Alpha value for the relations of tour guide with colleagues items was 0.88
5. Alpha value for the relations of tour guide with principles items was 0.79
6. Alpha value for the material and moral incentives items was 0.81
7. Alpha value for the monthly salary items was 0.69
8. Alpha value for the relations of tour guide with clients items was 0.73
9. Alpha value for all combined items was 0.87
All these values were more than 0.6 which mean that the instrument was stable
Table 2: Results of Chronbach Alpha Test
Dimension Alpha Value
Stress of work 0.75
Program of professional security and safety 0.82
Certified Training and Development Programs 0.83
Relation of Tour Guide with colleagues 0.88
Relation of Tour Guide with principles 0.79
Relation of Tour Guide with clients 0.73
Material and moral incentives 0.81
Monthly salary 0.69
Total 0.87
H1: There is no statistically significant relationship between Tour Guide job satisfaction and
gender segment
Table 3 shows that significance level of work stress was less than 0.05 which means that there
are differences due to the gender to the favor of females, where females feel more of the impact of
releasing the stress of work on job satisfaction. For the professional safety and security program the
7. 39 European Journal of Economics, Finance and Administrative Sciences
level of significance was less than 0.05 which means that there were differences due to the gender to
the factor of females, where females feel more satisfied than males in job the impact of professional
safety and security.
Other items have obtained significance levels more than 0.05 which means that there were no
differences due to gender, in that both males and females feel the same impacts of these items
Table 3: Arithmetic Means for the responses in terms of gender variable, significance levels for males and
females recourse separately and significance levels among these responses by using Independent
Sample Test:
Dimension Males Females
Arith. mean
Significance
Level
Arith mean
Significance
level
Diff
Work Stress 3.55 0.00 3.78 0.00 0.81
Professional security and safety 3.27 0.00 3.50 0.00 0.00
Training and Development Programs 3.18 0.00 3.41 0.00 0.03
Relations of Tour Guide with
colleagues
3.34 0.00 3.43 0.00 0.41
Relations of Tour Guide with
principles
Relations of Tour Guide with clients 3.43 0.00 3.52 0.00 0.34
Material and moral incentives 3.21 0.00 3.39 0.00 0.07
Monthly salary 3.34 0.00 3.51 0.00 0.06
3.15 0.00 3.33 0.00 0.11
a. There was no statistically significant relationship between tour guides job satisfaction and age
segment
Table 4 shows that the observed significance level for differences in terms of the relations of
tour guides with clients was 0.01 (< 0.05) which means that there were statistically significant
differences for this dimension in terms of age to find the sources of differences. Tukey Test was
conducted where Table 4 shows the test results. It show that there was only one difference between the
segment of 20-24- and 25- 29 to the favor of the first segment. Other dimension indicated observed
significance levels > 0.05 which means that there were no differences due to the age segment
Table 4: Results of ANOVA for differences in terms of age segment variable
Dimension Significant level Dimension
Significant
level
Work stresses 0.11 Prof. security and safety 0.12
Train+Develp. Prog 0.48 Relations of tour guides with colleagues 0.20
Rel. of tour guides with Principals 0.20 Relations of tour guides with clients 0.01
Mat and Moral incentives 0.31 Monthly Salary 0.61
Table 5: Tukey Test results of age segments differences
Age seg 20-24 25-29 30-34 35
20-24 - - x X
25-29 -0.39 - x X
30-34 -0.54 -0.15 - X
35- -0.27 0.11 0.26 -
b. There was no statistically significant relationship between job satisfaction of tour guides and
Years of experience
8. 40 European Journal of Economics, Finance and Administrative Sciences
Table 6 shows that all observed levels of significance was> 0.05 which means that there were
no differences in all dimensions due to the years of experiences. This assures that all tour guides have
the job satisfaction despite their experience years
Table 6: ANOVA Test Results for the differences in terms of years of Experience
Dimension
Significant
level
Dimension
Significant
level
Work stresses 0.28 Prof. security and safety 0.07
Train+Develp. Prog 0.10 Relations of tour Relations of tour guides with colleges 0.77
Relations of tour guides with Principals 0.23 Relations of tour guides with clients 0.18
Mat and Moral incentives 0.34 Monthly Salary 0.37
c. There was no statistically significant relationship between tour guides job satisfaction and
income
Table 7 shows that all observed significance levels were > 0.05 , that is there were no
differences among all dimensions due to the income variable. This means that all tour guides agreed
that there were relationships between job satisfaction and all dimensions inspired by income levels at
the same level statistically
Table 7: ANOVA test of differences in terms of income variable
Dimension Alpha Value
Work Stresses 0.28
Professional security and safety 0.06
Training and Development Programs 0.10
Relations of Tour Guide with colleagues 0.77
Relations of Tour Guide with principles 0.23
Relations of Tour Guide with clients 0.18
Material and moral incentives 0.34
Monthly salary 0.37
H2: There was no statistically significant relationship between releasing of work stresses and
tour guides job satisfaction
Table 8 shows that all items alone obtained arithmetic means > 2.5 with significance levels
<0.05 each , which means that all items were statistically significant
Item 4 ,which measures the commitment extent of work hours that tour guide should complete
precisely, got the first rank by an arithmetic mean of 3.72 followed by item 2 while the item 6, which
measures the availability of cafe to take a rest , got the last rank by an arithmetic mean of 3.29 .For all
combined items the arithmetic mean was 3.63 with observed significance level of zero, which means
that these items were statistically significant. This result rejects the first hypothesis which means "
there is a positive relationship between the release of work stress and tour guides job satisfaction"
Table 8: Arithmetic mean, standard deviation , t level and significance level of work stress
Item
No
Item
Arith
mean
Stand
Dev
T
Valu
Observed
Significance level
1. Tasks and duties fit your capabilities 3.71 0.75 17.84 0.00
2. Your work is done regularly and you do other works 3.67 0.76 16.99 0.00
3. You have hours to take rest for routine and control 3.67 0.76 16.99 0.00
4. There is a commitment to limit the work hours by 8
hours
3.72 0.74 18.02 0.00
5. Tours companies care for your personal needs so they
apply work shift that fit your needs
3.70 0.75 17.66 0.00
6. Tours companies provide cafeterias for employees to
rest
3.29 0.57 15.25 0.00
Total 3.63 0.64 19.24 0.00
9. 41 European Journal of Economics, Finance and Administrative Sciences
H3: there was no statistically significant relationship between professional safety and security
and job satisfaction of TOUR GUIDES
Table 9 shows that all items alone obtained arithmetic means > 205 and significance levels <
0.05 which means that these items were statistically significant.
Item 8, which measures if there are indications in tours companies that warn of approaching
some sections or electrical and mechanical instruments that may cause harm to the employee, this item
obtained the first rank by an arithmetic mean of 3.46 followed by item 6, while the item which
measures the care of tours companies to prepare security awareness programs for evacuation purposes
in case of disasters or accidents during the tours obtained the last rank by an arithmetic mean of 3.30
For all items combined the arithmetic mean was 3.35 and significance level of zero. This mans
that these items are statistically significant which rejects the second hypothesis and assures that there is
a positive relationship between the professional security and safety system and job satisfaction of
LTOUR GUIDES
Table 9: Arithmetic means, standard dev, t value and sig level of professional security and safety progress:
Item
No
Item Arith mean Stand Dev T Valu
Observed
Significanc
e level
6 Tour companies prepare a professional awareness
program to alert the tour guides of dangers of misuse
of equipments, tool and places during tours
3.36 0.76 12.25 0
7 There are instructions to prevent the handling of
equipments and sharp tools of dangerous devices
during tours
3.35 0.59 15.86 0
8 Tours companies provide signs that warn contacting
or approaching some sections or electromechanical
instruments which harm employees
3.41 0.6 16.6 0
9 Tours companies care for preparing awareness
program for evacuation and rescue in case of
disasters or accidents during the tours
3.3 0.57 15.33 0
10 Tours companies provide medical appliances and
drugs during tours
3.34 0.59 15.86 0
H4: There was no statistically significant relationship between training and envelopment
programs and the job satisfaction of tour guides
Table 10 shows that all items alone obtained arithmetic means > 2,05 and significance levels <
0.05 each . which means that all items are statistically significant.
Item 8, which measured the interest of tour companies in providing the advanced training
methods, gained the first rank by an arithmetic mean of 3.43 followed by item 17 . which measured the
providing of free internet services to employees to enhance their knowledge and abilities to innovate
and create in future ,obtained the last rank by an arithmetic mean of 3.08.
For all items combined the arithmetic mean was 3.35 with significance level of zero. This
means that these items are statistically significant thus rejecting the third hypothesis, so there was a
positive relationship between training and development programs and the job satisfaction of tour
guides.
Table 10: Arithmetic mean, Standard derivation, t value and level of observed sig.
No Item Arith mean Stand Dev t value Sig level
11. Tour companies provide you with opportunities for
training and development
3.26 0.78 10.66 0.00
12. Tour companies are interested in developing your skills
and experience through your participation in
conferences, meetings and seminars
3.17 0.78 9.48 0.00
10. 42 European Journal of Economics, Finance and Administrative Sciences
Table 10: Arithmetic mean, Standard derivation, t value and level of observed sig. - continued
13. Tours companies provide you with a workshop to
restore and revitalize your previous knowledge
3.26 0.92 9.06 0.00
14. Tour companies are interested in providing the latest
methods of training within your training program
3.43 0.60 16.96 0.00
15. Tour companies are interested in providing expertise
trainers to mange the training and development
programs
3.27 0.56 15.11 0.00
16. Tour companies provide free internet service to
employees in order to enhance their capabilities and
knowledge for creation and innovation in future
3.08 0.85 7.52 0.00
17. Tour companies seek to develop the abilities of
supervisors to enable them mange that section better
3.36 0.59 19.6 0.00
Total 3.26 0.55 15.30 0.00
H5: There was no statistically significant relationship between the relations of tour guides with
colleagues and job satisfaction
Table 11 shows that all items alone obtained arithmetic means > 205 and significance levels
<0.05 each, which means that all items are statistically significant
Item 24 ,which measured the availability of volunteering work committees that help and advise
the employees and encourage them to communicate with each others, got the first rank by an arithmetic
mean of 3.58 followed by item 23, while item 18, which measured the efforts of companies to enhance
the team sprit, got the last rank by an arithmetic mean of 3.17
For all items combined the arithmetic mean was 3.37 with a significance level of zero. This
mans that these items are statistically significant so the hypothesis 4 was rejected
Table 11: Arithmetic mean , standard deviation, t value and significance level for the relations of tour
guideswith colleagues
Item
No
Item
Arith
mean
Stand Dev T Valu
Observed
Significan
ce level
18 Tour companies seek hardly to enhance the team spirit 3.17 0.78 9.48 0.00
19 Tour companies depend on team spirit to create closer
ties and cooperation among staff
3.31 0.58 15.41 0.00
20 Tour companies are ambitious to create the sprit of
loyalty and belongness among the staff in the same
section and group
3.35 0.76 12.25 0.00
21 Tour companies inform their staff that achieving its goal
means the achieving of the personal goals of the staff
too
3.28 0.74 11.55 0.00
23 Tour companies shares their staff in sorrows and joys
through mass participation and attendance of staff
3.52 0.65 17.36 0.00
24 In tour companies there are volunteer act committees
that guide, advise and help employees and encourage
them communicate combined
3.58 0.69 17.64 0.00
total 3.37 0.56 17.14 0.00
H 6: There was no statistically relationship between the relation of tour guides with their
principals and their job satisfaction
Table 12 shows that all items alone got arithmetic means >2.5 and significance level <0.05
.This means that all items are statistically significant, therefore all items are statistically existed.
Item 25, which measured the extent of fair treatment of employees by supervisors, got the first
rank by an arithmetic mean of 3.59 followed by item 31, while the last ranked item was No 35, which
11. 43 European Journal of Economics, Finance and Administrative Sciences
measured the efforts of supervisors to develop their staff for the sake of their promotion by an
arithmetic mean of 3.17
For all items combined which represent the fifth hypothesis the arithmetic mean was 3.46 and
significance level was zero, which means that it was statistically significant, therefore the hypothesis
No 5 was rejected and there was a positive relationship between the relations with supervisors and job
satisfaction of tour guides
Table 12: Arithmetic mean, standard deviation, t value and significance level for the relations of tour
guideswith his/her supervisors
Item
No
Item
Arith
mean
Stand Dev t Value
Observed
Significance
Level
25 Supervisors treat all employees fairly 3.59 0.60 19.70 0.00
27 Supervisors are committed to laws, orders and
work regulations
3.53 0.61 18.66 0.00
28 Supervisors take into account the opinions and
proposals of employees
3.35 0.59 15.86 0.00
29 Supervisors are committed to involve employees
in department decision making
3.55 0.61 18.99 0.00
30 Supervisors adopt the suitable punishment
without any compromise against the negligent
employee
3.52 0.61 18.50 0.00
31 Supervisors usually stand by the side of
management
3.57 0.60 19.70 0.00
33 Supervisors consider the special humanitarian
cases of employees
3.51 0.61 18.34 0.00
34 Supervisors are the only instruction issuers even
these instructions are against the comfort of
employees
3.41 0.77 13.03 0.00
35 Supervisors seek to develop their staff in order to
promote them
3.14 0.80 8.82 0.00
Total 3.46 0.47 22.41 0.00
H7: There was no statistically relationship between the material and moral incentives made to
tour guides and their job satisfaction
Table 13 shows that all items alone got arithmetic means >2.5 with significance levels <0.05,
which means that all items are statistically significant
Item 32, which measured the adoption of material and moral incentives by supervisors, got the
first rank by an arithmetic mean of 3.62 followed by item 43, while item 42, which measured the
contribution of tour companies to providing employees with advance payment upon their date of
recruitment got the last rank, by an arithmetic mean of 3.27
For all items combined the arithmetic mean was 3.40 and significance level was zero, which
means that these items are statistically significant, therefore, hypothesis 7 was rejected since there was
a positive relationship between material and moral incentives and job satisfactions of tour guides.
Table 13: Arithmetic mean, standard deviation, t value and level of significance for the material and moral
incentives made to tour guides
Item
No
Item Arith mean Stand Dev t Value
Significance
Level
32 Usually supervisors adopt the material and
moral incentives
3.62 0.60 20.7 0.00
41 Tour companies provide employees with free of
charge transportation
3.33 0.58 15.67 0.00
42 Tour companies contribute to support employees
with advances upon date of recruitment
3.27 0.56 15.11 0.00
12. 44 European Journal of Economics, Finance and Administrative Sciences
Table 13: Arithmetic mean, standard deviation, t value and level of significance for the material and moral
incentives made to tour guides - continued
43 Tour companies provide employees with free or
partially supported accommodation
3.38 0.60 16.27 0.00
44 Tour companies provide employees with
suitable medical insurance
3.37 0.59 16.16 0.00
Total 3.40 0.47 20.98 0.00
H8: There were no statistically significant differences due to the monthly salary of tour guides
that affect their job satisfaction
Table 14 shows that all items alone got arithmetic means >2.5 and significance level <0.05 for
each, which means that these items are statistically significant
Item 39, which measured the availability of overtime work order, ranked the first with an
arithmetic mean of 3.28 where item 38, which measured the relativity of salary to the life needs of
employees, ranked the last with an arithmetic mean of 3.09
For all items combined the arithmetic mean was 3.21 and significance level was zero, which
means that these items are statistically significant, therefore the hypothesis 8 was rejected which means
a positive relationship between level of monthly salary and job satisfaction of employee
Table 14: Arithmetic mean, standard deviation, t value and level of significance for material and moral
incentives provided to TOUR GUIDES
Item
No
Item Arith mean Stand Dev t Value
Significance
level
38 Amount of monthly salary is suitable to cover
the life needs
3.09 0.66 9.87 0.00
39 There is an overtime work program 3.28 0.74 11.38 0.00
40 There is an annual increase on salary 3.24 0.73 11.56 0.00
Total 3.21 0.59 13.16 0.00
H 9: There was no statistically significant relationship between the relation of tour guides with
clients and their job satisfaction
Table 15 shows that all items alone got arithmetic means > 2.5 and level of significance <0.05
for each ,which means that these items were statistically significant
Item 26, which measured the impact of work stress on the relations of tour guides with client,
obtained the first rank by an arithmetic mean of 3.53 while item 37 ,which measured the impact of the
feeling of abuses of tour guides by tour companies as a way to abuse clients, obtained the last rank by
and arithmetic man of 3.27
For all items combined the arithmetic mean was 3.27 and level of significance was zero, which
means that these items were statistically significant, therefore hypothesis 9 was rejected
Table 15: Arithmetic mean, standard deviation ,t value and level of significance for the material and moral
incentives provided to tour guides
Item
No
Item
Arith
mean
Stand Dev t Value
Significanc
e level
26 Work stress affects your relations with clients 3.53 0.61 18.66 0.00
36 Feeling fatigued affects the time assigned to listen to
clients
3.13 0.68 10.19 0.00
37 Your feeling that tour companies abuse you affect your
dealing with clients
3.15 0.69 10.33 0.00
Total 3.27 0.52 16.16 0.00
13. 45 European Journal of Economics, Finance and Administrative Sciences
13. Results and Recommendations
13.1. Results
1. There was a relationship between release of work stresses in tourist guidance and job
satisfaction of tour guides.
2. there was a relationship between the program of professional safety an security and tour guides
job satisfaction
3. there was a relationship between the certified training and development programs and job
satisfaction of tour guides
4. there was a relationship between the relations of tour guides with colleagues and his/her job
satisfaction
5. there was a relationship between relations of tour guides with his/her supervisors and job
satisfaction
6. there was a relationship between the material and moral incentives provided to tour guides and
his/her job satisfaction
7. there was a relationship between the monthly salary and job satisfaction of tour guides
8. there was a negative relationship between relations of tour guides with clients and their job
satisfaction where the feeling of work stress affects these relations while feeling of fatigue
affects the time assigned to listen to clients and feeling of abuse by tour companies affects
him/her in dealing with clients
13.2. Recommendations
1. tour companies should make efforts to release the work stress especially limiting the work
hours the fit the physical capabilities of tour guides besides providing them with a canteen to
take some rest time
2. tour companies are requested to increase the level of professional safety and security especially
the preparation of security awareness programs for the operations of rescue and evacuation
during disasters and accidents
3. continue the training and development programs and enhance it especially providing the staff
with free service of internet
4. maintain the good relations of tour guides with colleagues and enhance the spirit of team work.
5. more improvement of tour guides relations with supervisors especially when supervisors seek
to develop their staff as a way to promote them
6. continuous material and moral incentives to tour guides and improve it in terms of providing
them with payments on advance according to the seniority of recruitment
7. companies should make efforts to increase the monthly salaries and review them periodically to
fit the costs of living
8. release the work stress of tour guides impact on their relations with clients
9. reduce the fatigue of tour guides to enable them assign more time to listen to clients
10. Eliminate the abuse of tour guides by tour companies to avoid his abuse of clients.
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