Three wonderful researchers gathered together a century of work on which hiring practices are related to performance in the job. Problem is, they wrote a 75 page paper about it, and that's a barrier. I've summarized their paper into less than 30 slides so you can make the case for science-based hiring in your company.
The Nonlinear Effects between Communication Satisfaction and Organizational C...IJRTEMJOURNAL
There are many studies on communication, but existing studies have limitations. Above of all,
communication satisfaction research is interested only in the linear effect of communication. Therefore, this study
investigates the nonlinear effect of communication satisfaction in order to supplement the neglected part of
existing studies. For this purpose, the types of communication were classified into supervisory communication and
co-worker communication, and nonlinear effects between communication satisfaction and organizational
commitment were verified. For the analysis 285 data were used, and all hypotheses were supported. Based on the
analysis results, implications and limitations were discussed.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
This study aims to examine and analyze the Influence of job stress, organizational climate and job
environment on employee turnover intention. Research uses causal analysis with a quantitative approach.
Population in this study was 121 employees. Sample collection technique uses simple random sampling. Sample
of 93 employees is obtained based on Slovin formula. Data analysis uses multiple linear regression
Three wonderful researchers gathered together a century of work on which hiring practices are related to performance in the job. Problem is, they wrote a 75 page paper about it, and that's a barrier. I've summarized their paper into less than 30 slides so you can make the case for science-based hiring in your company.
The Nonlinear Effects between Communication Satisfaction and Organizational C...IJRTEMJOURNAL
There are many studies on communication, but existing studies have limitations. Above of all,
communication satisfaction research is interested only in the linear effect of communication. Therefore, this study
investigates the nonlinear effect of communication satisfaction in order to supplement the neglected part of
existing studies. For this purpose, the types of communication were classified into supervisory communication and
co-worker communication, and nonlinear effects between communication satisfaction and organizational
commitment were verified. For the analysis 285 data were used, and all hypotheses were supported. Based on the
analysis results, implications and limitations were discussed.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
This study aims to examine and analyze the Influence of job stress, organizational climate and job
environment on employee turnover intention. Research uses causal analysis with a quantitative approach.
Population in this study was 121 employees. Sample collection technique uses simple random sampling. Sample
of 93 employees is obtained based on Slovin formula. Data analysis uses multiple linear regression
International Congress of Coaching Psychology 2014 (Kiuchi & Aoki)Keita Kiuchi
Slides presented at an International congress of coaching psychology 2014 held by the Special Group in Coaching Psychology in the British Psychological Society
Thesis organizational work environment, teamwork and organization performanceAli Raza
IMPACT OF ORGANIZATIONAL WORK ENVIRONMENT AND TEAMWORK ON ITS PERFORMANCE WITH EFFECTIVE ROLE OF EMPLOYEE AS MODERATOR
-A CASE STUDY of Oil and Gas organization
MSc Engineering Management thesis.
The purpose of this study is to determine and analyze the influence of organizational climate, work
stress on turnover intention by using job satisfaction as an intervening variable for employees at PT
GrahaMegaria Surabaya. The population in this study was all employees of PT GrahaMegaria Surabaya,
doanh nghiệp,văn hóa,tập đoànFPT,văn hóa doanh nghiệp của tập đoàn fpt,văn hoá doanh nghiệp của tập đoàn nokia,văn hóa doanh nghiệp trong fpt,văn hóa doanh nghiệp trong khách sạn,văn hóa doanh nghiệp trong hội nhập kinh tế quốc tế,văn hóa doanh nghiệp trong ngân hàng
Comprehensive Analysis of ETA Engineering's Organizational Culture in 2012: A...Motoor Mohammed Muzammil
In 2012, a comprehensive study was conducted to dissect the organizational culture of ETA Engineering. This research employed a range of robust statistical tools, including Chi-square test, Ranking Method, Percentage Ranking, and Weighted Average. The objective was to provide a deep, data-driven understanding of the cultural dynamics within the organization during this pivotal year.
Key Methodologies:
Chi-square Test: This statistical tool was applied to determine the association between different cultural attributes and their significance within the organizational framework. By analyzing observed and expected frequencies, it helped identify areas of notable deviation.
Ranking Method: A structured approach was used to assess and rank various cultural dimensions based on their perceived importance and impact. This method facilitated a systematic evaluation of cultural elements.
Percentage Ranking: This method provided a quantitative assessment of cultural factors, allowing for a clear understanding of their relative significance in influencing organizational dynamics.
Weighted Average: By assigning weights to different cultural indicators based on their relative importance, a comprehensive score was calculated. This method allowed for a nuanced evaluation of the overall cultural landscape.
Significance of the Study:
This study holds immense significance for ETA Engineering. It provided a detailed, data-backed insight into the organizational culture of the company in 2012. The findings serve as a valuable resource for strategic decision-making, enabling the organization to leverage its cultural strengths and address potential areas of improvement.
The rigorous application of statistical tools ensured that the conclusions drawn were robust and reliable, offering a solid foundation for any ensuing cultural interventions or initiatives.
International Congress of Coaching Psychology 2014 (Kiuchi & Aoki)Keita Kiuchi
Slides presented at an International congress of coaching psychology 2014 held by the Special Group in Coaching Psychology in the British Psychological Society
Thesis organizational work environment, teamwork and organization performanceAli Raza
IMPACT OF ORGANIZATIONAL WORK ENVIRONMENT AND TEAMWORK ON ITS PERFORMANCE WITH EFFECTIVE ROLE OF EMPLOYEE AS MODERATOR
-A CASE STUDY of Oil and Gas organization
MSc Engineering Management thesis.
The purpose of this study is to determine and analyze the influence of organizational climate, work
stress on turnover intention by using job satisfaction as an intervening variable for employees at PT
GrahaMegaria Surabaya. The population in this study was all employees of PT GrahaMegaria Surabaya,
doanh nghiệp,văn hóa,tập đoànFPT,văn hóa doanh nghiệp của tập đoàn fpt,văn hoá doanh nghiệp của tập đoàn nokia,văn hóa doanh nghiệp trong fpt,văn hóa doanh nghiệp trong khách sạn,văn hóa doanh nghiệp trong hội nhập kinh tế quốc tế,văn hóa doanh nghiệp trong ngân hàng
Comprehensive Analysis of ETA Engineering's Organizational Culture in 2012: A...Motoor Mohammed Muzammil
In 2012, a comprehensive study was conducted to dissect the organizational culture of ETA Engineering. This research employed a range of robust statistical tools, including Chi-square test, Ranking Method, Percentage Ranking, and Weighted Average. The objective was to provide a deep, data-driven understanding of the cultural dynamics within the organization during this pivotal year.
Key Methodologies:
Chi-square Test: This statistical tool was applied to determine the association between different cultural attributes and their significance within the organizational framework. By analyzing observed and expected frequencies, it helped identify areas of notable deviation.
Ranking Method: A structured approach was used to assess and rank various cultural dimensions based on their perceived importance and impact. This method facilitated a systematic evaluation of cultural elements.
Percentage Ranking: This method provided a quantitative assessment of cultural factors, allowing for a clear understanding of their relative significance in influencing organizational dynamics.
Weighted Average: By assigning weights to different cultural indicators based on their relative importance, a comprehensive score was calculated. This method allowed for a nuanced evaluation of the overall cultural landscape.
Significance of the Study:
This study holds immense significance for ETA Engineering. It provided a detailed, data-backed insight into the organizational culture of the company in 2012. The findings serve as a valuable resource for strategic decision-making, enabling the organization to leverage its cultural strengths and address potential areas of improvement.
The rigorous application of statistical tools ensured that the conclusions drawn were robust and reliable, offering a solid foundation for any ensuing cultural interventions or initiatives.
What exactly is culture?
Understand culture using metaphors.
Understanding organisational culture.
Why organisational culture matters?
Explain and use techniques to evaluate organisational culture.
Cultural web
Cultural iceberg
Handy’s four culture types
Competing values framework
How is organisational culture created and preserved?
Can organisational culture be changed?
Discuss cases of cultural blunders.
What are the causes of cultural blunders?
How to minimise cultural blunders.
INFLUENCE OF ORGANIZATIONAL PRACTICES ON EMPLOYEE WELL-BEINGindexPub
The well-being of employees in the workplace is an important issue. Employee well-being should occupy a very important place in institutional research. The research attempts to understand the influence of influence of organizational practices on employee well-being. Simple random sampling technique was used for primary data collection. Data was collected from 50 BHEL employees from Trichy. Data analysis was done through path analysis.
Job Satisfaction Perception of Management Loyalty and Turnover Intent A Confi...Atif Ahmed
The main objective behind doing this study is to explain the motivational factors which can affect job satisfaction of a person within the organization. For this purpose, we have designed an easy and understandable research instrument (Likert scale Questionnaire) and
filled from the people working in different firms mainly SBT JAPAN and AXact. The variables used in this research are Job Satisfaction as dependent variable and Loyalty, Perception of Management, and Turnover Intent as independent variables.
The Nonlinear Effects between Communication Satisfaction and Organizational C...IJRTEMJOURNAL
There are many studies on communication, but existing studies have limitations. Above of all,
communication satisfaction research is interested only in the linear effect of communication. Therefore, this study
investigates the nonlinear effect of communication satisfaction in order to supplement the neglected part of
existing studies. For this purpose, the types of communication were classified into supervisory communication and
co-worker communication, and nonlinear effects between communication satisfaction and organizational
commitment were verified. For the analysis 285 data were used, and all hypotheses were supported. Based on the
analysis results, implications and limitations were discussed.
A Study on Job Satisfaction of Private School Teachers with Reference to Mann...ijtsrd
The project has been undertaken a study on job satisfaction of teachers working in private school with reference to Mannargudi Thiruvarur DT . Job satisfaction refers to the general attitude of employees towards their present job. Job satisfaction probably is the most widely studied variable.Its mainly involved in two variables positive and negative. The person not satisfied his her work it creates negative attitudes if satisfied it create positive attitudes. So job satisfaction is the most important factor the person involvement to do his or her work. In this research take a teacher were working in different private schools in Mannargudi analysing satisfaction level of his or her work. Monika G | Priyanka R "A Study on Job Satisfaction of Private School Teachers with Reference to Mannargudi" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30645.pdf Paper Url :https://www.ijtsrd.com/management/other/30645/a-study-on-job-satisfaction-of-private-school-teachers-with-reference-to-mannargudi/monika-g
Advance Research Methodology (ARM) Project PPT Chapter Wise Tariq Mehmood
This ppt base is basically theme for Advance Research Methodology (ARM) course and sequence in chapter wise what ever your project but you show chapter wise your flow, hopefully this ppt will help you for (theses / project / research) course
our topic is Effect of Employee satisfaction on Employee performance
Similar to Organizational culture project presentation using SPSS analysis (20)
Levelwise PageRank with Loop-Based Dead End Handling Strategy : SHORT REPORT ...Subhajit Sahu
Abstract — Levelwise PageRank is an alternative method of PageRank computation which decomposes the input graph into a directed acyclic block-graph of strongly connected components, and processes them in topological order, one level at a time. This enables calculation for ranks in a distributed fashion without per-iteration communication, unlike the standard method where all vertices are processed in each iteration. It however comes with a precondition of the absence of dead ends in the input graph. Here, the native non-distributed performance of Levelwise PageRank was compared against Monolithic PageRank on a CPU as well as a GPU. To ensure a fair comparison, Monolithic PageRank was also performed on a graph where vertices were split by components. Results indicate that Levelwise PageRank is about as fast as Monolithic PageRank on the CPU, but quite a bit slower on the GPU. Slowdown on the GPU is likely caused by a large submission of small workloads, and expected to be non-issue when the computation is performed on massive graphs.
Adjusting OpenMP PageRank : SHORT REPORT / NOTESSubhajit Sahu
For massive graphs that fit in RAM, but not in GPU memory, it is possible to take
advantage of a shared memory system with multiple CPUs, each with multiple cores, to
accelerate pagerank computation. If the NUMA architecture of the system is properly taken
into account with good vertex partitioning, the speedup can be significant. To take steps in
this direction, experiments are conducted to implement pagerank in OpenMP using two
different approaches, uniform and hybrid. The uniform approach runs all primitives required
for pagerank in OpenMP mode (with multiple threads). On the other hand, the hybrid
approach runs certain primitives in sequential mode (i.e., sumAt, multiply).
Techniques to optimize the pagerank algorithm usually fall in two categories. One is to try reducing the work per iteration, and the other is to try reducing the number of iterations. These goals are often at odds with one another. Skipping computation on vertices which have already converged has the potential to save iteration time. Skipping in-identical vertices, with the same in-links, helps reduce duplicate computations and thus could help reduce iteration time. Road networks often have chains which can be short-circuited before pagerank computation to improve performance. Final ranks of chain nodes can be easily calculated. This could reduce both the iteration time, and the number of iterations. If a graph has no dangling nodes, pagerank of each strongly connected component can be computed in topological order. This could help reduce the iteration time, no. of iterations, and also enable multi-iteration concurrency in pagerank computation. The combination of all of the above methods is the STICD algorithm. [sticd] For dynamic graphs, unchanged components whose ranks are unaffected can be skipped altogether.
Quantitative Data AnalysisReliability Analysis (Cronbach Alpha) Common Method...2023240532
Quantitative data Analysis
Overview
Reliability Analysis (Cronbach Alpha)
Common Method Bias (Harman Single Factor Test)
Frequency Analysis (Demographic)
Descriptive Analysis
06-04-2024 - NYC Tech Week - Discussion on Vector Databases, Unstructured Data and AI
Discussion on Vector Databases, Unstructured Data and AI
https://www.meetup.com/unstructured-data-meetup-new-york/
This meetup is for people working in unstructured data. Speakers will come present about related topics such as vector databases, LLMs, and managing data at scale. The intended audience of this group includes roles like machine learning engineers, data scientists, data engineers, software engineers, and PMs.This meetup was formerly Milvus Meetup, and is sponsored by Zilliz maintainers of Milvus.
Data Centers - Striving Within A Narrow Range - Research Report - MCG - May 2...pchutichetpong
M Capital Group (“MCG”) expects to see demand and the changing evolution of supply, facilitated through institutional investment rotation out of offices and into work from home (“WFH”), while the ever-expanding need for data storage as global internet usage expands, with experts predicting 5.3 billion users by 2023. These market factors will be underpinned by technological changes, such as progressing cloud services and edge sites, allowing the industry to see strong expected annual growth of 13% over the next 4 years.
Whilst competitive headwinds remain, represented through the recent second bankruptcy filing of Sungard, which blames “COVID-19 and other macroeconomic trends including delayed customer spending decisions, insourcing and reductions in IT spending, energy inflation and reduction in demand for certain services”, the industry has seen key adjustments, where MCG believes that engineering cost management and technological innovation will be paramount to success.
MCG reports that the more favorable market conditions expected over the next few years, helped by the winding down of pandemic restrictions and a hybrid working environment will be driving market momentum forward. The continuous injection of capital by alternative investment firms, as well as the growing infrastructural investment from cloud service providers and social media companies, whose revenues are expected to grow over 3.6x larger by value in 2026, will likely help propel center provision and innovation. These factors paint a promising picture for the industry players that offset rising input costs and adapt to new technologies.
According to M Capital Group: “Specifically, the long-term cost-saving opportunities available from the rise of remote managing will likely aid value growth for the industry. Through margin optimization and further availability of capital for reinvestment, strong players will maintain their competitive foothold, while weaker players exit the market to balance supply and demand.”
2. About Taj
• Parented byTATA SONS
• Founded by JamsetjiTata under IHCL ( Indian Hotel Company Limited )
• Headquartered in Mumbai
• First five star hotel in India ,TheTaj Mahal Palace and towers ,Mumbai was
opened in 1904 .
• As of 2015 ,Taj group operates 110 hotels in India and 17 hotels in UK, USA,
Africa, Maldives, Malaysia, Bhutan, Srilanka and the Middle-East
• Taj also owns several private Islands
TAJ group of hotels (2015). Retrieved from Wikipedia
3. Summary of
Taj Group
TATA
IHCL ( Indian Hotel
Company Limited )
Taj Hotels, Resorts
and Palaces
Vivanta byTaj
Roots Corporation
Ginger hotels
Gateway Hotels
Other ventures of IHCL Includes the
following ( Ancillary brands )
• JIVA Spa
• Taj Air
• Taj SATS
• TajYachts
• Ginger Hotels
TAJ group of hotels (2015). Retrieved from Wikipedia
4. About
research
• Research was done to examine the relationship between
organizational culture and employee job satisfaction
• Done in two renowned properties ofTaj in Hyderabad (Taj
Deccan andVivanta byTaj )
• Vivanta is a recent property which is just 4 years old andTaj
Deccan runs in its twenties
• The total population was 328
• The sample collected was 30
5. Short note on work/organizational culture
• System of shared meanings and values held by members of an organization
• It is unique as our personality and it distinguishes one organization from another
• It provides guidelines and boundaries which influences the behavior of its members
• The work culture is composed of seven key factors
1. Risk orientation (Innovation )
2. Precision orientation (Attention to detail )
3. Achievement orientation ( Outcome )
4. Fairness orientation (Emphasis on details )
5. Collaboration orientation (Teamwork )
6. Competitive orientation ( Aggressiveness )
7. Rule orientation (stability )
http://study.com/academy/lesson/what-is-organizational-culture-definition-
characteristics.html
6. Methodology
• Data was collected by distributing questionnaires
• The questionnaire was prepared using 3 point scale method (Disagree, Neutral andAgree).
• There were a total of 39 questions ( 8- General profile + 31 questions in 5 subcategories).
• Data was collected over a period of 1 month , with 15 days in each properties .
• Method of sampling was simple random sampling
• The total population =328
• The sample size = 30
• The statistical tools used for data analysis were One sample t-test, correlation, and independent
sample t-test, regression
7. Objectives
• To examine whether the employees have the role of making important decisions in the
organization
• To study the relationship between intra-organizational communication and employee job
satisfaction
• To examine the employee’s involvement in the organization’s proper functioning
• To examine the opinion of employees regarding salary and other benefits received fromTaj.
• To get an overall understanding about the work culture existing inTaj hotels
• To examine the level of overall job satisfaction of employees inTaj hotels.
8. Hypotheses
• H0: Opinion of employees as regards to role of making important
decisions in the organization is equal to average
• H0: There is no significant difference of opinion between males and
females as regards to job satisfaction
• H0: Opinion of employees regarding the salary and other benefits is
average.
• H0:There is no significant correlation between intra-organizational
communication and employee job satisfaction
10. Demographics
• From the pie-chart it is clear that 60% of
the respondents are males and 40% of
the respondents are females
Gender
Frequency Percent Valid
Percent
Male 18 60.0 60.0
Female 12 40.0 40.0
Total 30 100.0 100.0
11. Age level
• From the bar chart and the table it is
evident that about half of the total
respondents(50%) are within the age
group 20 to 30
Age level
Frequency Percent Valid
Percent
V
a
l
i
d
Below 20 3 10.0 10.0
Between 20 and 30 15 50.0 50.0
Between 30 and 40 8 26.7 26.7
Above 40 4 13.3 13.3
Total 30 100.0 100.0
12. Number of years of
experience
• From the pie-chart it is clear that more
than half of the total respondents are
having experience between 1 to 5 years
(53.3%)
No. of years of experience inTaj
Frequency Percent Valid
Percent
V
a
l
i
d
Below 1 year 7 23.3 23.3
Between 1 and 5 years 16 53.3 53.3
Between 5 and 10 years 5 16.7 16.7
More than 10 years 2 6.7 6.7
Total 30 100.0 100.0
13. H0: Opinion of employees as regards to role of making important decisions
in the organization is equal to average
t df P-Value Mean
9a. 9.761 29 .000 2.77
9b 6.238 29 .000 2.63
9c 6.158 29 .000 2.57
9d 8.226 29 .000 2.70
9e 7.167 29 .000 2.70
From the results of the one sample t-test the
following can be interpreted
• Since the P-Value in all cases is less than
0.05(p<0.05),the null hypotheses is rejected
• Since the null hypotheses is rejected we go
for the mean value, since the mean value is
greater than the preset value(2),the
alternative hypotheses is accepted
• Ha :Opinion of employees as regards to role
of making important decisions in the
organization is good
14. H0: There is no significant difference of opinion between males and
females as regards to job satisfaction
Gender N Mean
Job Satisfaction Male 18 2.5470
Female 12 2.4615
The following interpretation can be made from
the output table of independent sampleT-Test
Since the value of sig. is more than 0.05,
variability in two cases is almost the same, so
we read the 1st row
Since the p-value in the 2nd row is greater than
0.05 (p>0.05), the null hypotheses is accepted
The Mean value also strongly supports the
above conclusion as there is no significant
difference between the mean values of males
and females
Levene's Test for
Equality ofVariances
F Sig.
Equal
variances
assumed
.003 .956
Equal
variances not
assumed
t-test for Equality of Means
t df Sig. (2-tailed)
.763 28 .452
.764 23.90 .452
Independent SamplesT-Test
15. H0 : Opinion of employees regarding the salary and other benefits is
average.
t df Sig. (2-tailed)
Salary -3.261 29 .003
Pay increase 4.474 29 .000
Performance
evaluation 2.796 29 .009
Career
growth 8.226 29 .000
Learning
opportunities 6.679 29 .000
The following interpretations can be made from the results
of one sampleT-Test
• Since the P-Value in all cases is less than
0.05(p<0.05),the null hypotheses is rejected
• Since the null hypotheses is rejected we go for the mean
value, In all cases except salary, the mean value is above
the preset value (2), therefor Ha1 is accepted
• Since the mean value for the opinion about salary is less
than the preset value (2), Ha2 is accepted
Ha1 : Opinion of employees regarding the salary and other
benefits is good
Ha2 : Opinion of employees regarding the salary and other
benefits is poor/bad
Mean
1.57
2.47
2.37
2.70
2.67
One-Sample Test
Test Value = 2
16. H0: There is no significant correlation between intra-organizational
communication and employee job satisfaction
I O C Job
Satisfaction
I O C Pearson Correlation 1 .552**
Sig. (2-tailed) .002
N 30 30
**. Correlation is significant at the 0.01 level (2-tailed).
The following can be interpreted from the results of the
correlation table
• Since the p-value is less than 0.05, the null hypotheses is
rejected and the alternative hypotheses is accepted
• This finding can be further supported with the help of
pearson’s correlation value, which in this case is
0.552**(moderate correlation)
• As we can see the pearson’s correlation value is closer to 1
than to 0 ,so we can say that there is a significant correlation
between intra-organizational communication and employee
job satisfaction
Ha :There is significant correlation between intra-
organizational communication and employee job satisfaction
Correlations
17. Regression
Analysis
Model R R Square
1 .522a .272The following can be interpreted from regression
analysis
• The R-square value indicates that 27.2% of total
variation in job satisfaction can be explained by
intra-organizational communication
• As the sig. value is less than 0.05, we can say that
the regression model significantly predicts the
dependent variable
• The 3rd table provide us necessary information to
predict the level of satisfaction due to intra-
organizational communication
Job satisfaction=(.B.const.+ B.IOC)
=(.337+.779)=1.116
Model Sig.
1 Regression .003a
Coefficientsa
Model
Unstandardized
Coefficients
Standardized
Coefficients t Sig.
B Std.
Error Beta
1 (Constant) .337 .674 .500 .621
I O C .779 .241 .522 3.235 .003
a. Dependent Variable: Job satisfaction
18. Findings
• Employees have a good opinion about their ‘role in making important decisions’ in the
organization
• There is no significant difference in opinion between males and females as regards to the job
satisfaction
• Employees have a bad opinion about the salary offered by the organization
• Employees have a good opinion about other benefits such as pay raise, performance
evaluation, career growth and learning opportunities provided by the organization
• There is significant correlation between intra-organizational communication and job
satisfaction
• The job satisfaction level can be predicted using the regression model with a variation of only
27.2%
19. Suggestions
• Employee job satisfaction can be improved if the salary of employees is provided with regard to
the work they do and their performance
• Since the results from spss output prove that employees are satisfied about teamwork, facilities
and intra-organizational communication at the hotel, I suggest to maintain the pattern
20. Limitations
• The sample size was small compared to the population size, due to restrictions imposed by the
organization
• Employees were busy, and so most of them were in a hurry to fill in the questionnaire
• The study period was limited to 1 month
• A three point scale was used.