Atmospherics - Physical Evidence, The ServicescapeTom Chapman
To consider the various elements that make up the service environment and to explore the concept of atmospherics and elements of environmental psychology.
The importance of the servicescape
The effect of the servicescape on behaviour
The classification of servicesape variables and their relative importance in different service environments.
The main purpose of this study is to explain and
Test the effects of Job satisfaction, Job performance towards
Organizational commitment. Job satisfaction & employee job
Performance is a pleasurable and positive result from the
experience of one employee job and their job experiences.
Highly satisfied person, the higher level of job satisfaction and
committed towards the works and performance. It may be
assumed that high level of satisfied employees towards work
more committed to the organization and it’s also enhance the
performance of the employees based on this attitude. Data used
in this study is based on primary data which were collected
through closed questionnaire with 1-5 Likert scale. The result
of this study showed that there is positive relationship between
job satisfaction and job performance but not significant effect
to job satisfaction and job performance of an employee’s .The
result showed that every positive efforts towards
organizational has a positive effects on organization
commitment and towards job satisfaction & job performance
in an organization.
Atmospherics - Physical Evidence, The ServicescapeTom Chapman
To consider the various elements that make up the service environment and to explore the concept of atmospherics and elements of environmental psychology.
The importance of the servicescape
The effect of the servicescape on behaviour
The classification of servicesape variables and their relative importance in different service environments.
The main purpose of this study is to explain and
Test the effects of Job satisfaction, Job performance towards
Organizational commitment. Job satisfaction & employee job
Performance is a pleasurable and positive result from the
experience of one employee job and their job experiences.
Highly satisfied person, the higher level of job satisfaction and
committed towards the works and performance. It may be
assumed that high level of satisfied employees towards work
more committed to the organization and it’s also enhance the
performance of the employees based on this attitude. Data used
in this study is based on primary data which were collected
through closed questionnaire with 1-5 Likert scale. The result
of this study showed that there is positive relationship between
job satisfaction and job performance but not significant effect
to job satisfaction and job performance of an employee’s .The
result showed that every positive efforts towards
organizational has a positive effects on organization
commitment and towards job satisfaction & job performance
in an organization.
A Report on Employees’ Organisational Commitment in Organisations.pdfSheikhShahriarAhmedS
This is a Report based on the Employees’ Organizational Commitment in Organizations during work hours. Organizational commitment comes from certain factors. Motivation is one of the major factors in creating organizational commitment. Other certain things are also described herein in this thoroughly written report.
Thank You.
Hello! Have a look at these great business capstone project examples. If you want to get more visit https://www.capstonewritingservice.com/business-capstone-project-ideas/
Perceived Organizational Support and Affective Commitment: A Demographic Anal...IOSRJBM
This descriptive research is conducted to study perceived organizational support and affective commitment with respect to demographic variables (gender, marital status, education etc.) and to study the relation between these variables. To realize this purpose the data on these variables was collected from 120 employees working in banking sectors with the help of standardized questionnaires. Statistical techniques of mean, standard deviation, correlation and regression and ANOVA were applied on data to test the hypothesis. Collected data was analyzed with the help of SPSS. The results highlight that perceived organizational support is positively related to affective commitment and POS accounts for 22% contribution to AC. The limitations of the study are discussed and future research areas are also highlighted
Organizational Commitment: A Comparative Study of Public and Private Sector B...inventionjournals
In spite of an increasing number of studies on organizational commitment, no unifying work focused on the measurement of organizational commitment of managers of banking sector. Organizational commitment is a feeling of one's dedication towards the employing organization, his/her willingness to work hard for that organization, and the intention to remain with that organization. There are various factors that affect the employees' commitment towards the organization. This study was carried out to establish the association of banking sector (public/private) and managerial levels with the organizational commitment among bank employees. Data was collected from 633 managers of banking sector using questionnaire method. Organizational commitment scale developed by Allen and Mayer (1990), was used as a tool for data collection. Regression analysis, t-test and one way ANOVA were used as statistical tools for data analysis. The results from the t-test of the study revealed that the public sector bank managers were more committed towards the organization than the private sector bank managers. The affective, continuance and normative commitment are high in public sector bank managers than private sector bank managers. Also, the ANOVA-test revealed that the top levels managers had the highest organizational commitment than the middle and the lower level managers. The affective, continuance and normative commitment of top level bank managers are higher than the middle and lower level managers. The t-test analysis results also, revealed that organizational commitment, affective commitment, continuance commitment of middle level bank managers is higher and significant than that of lower level bank managers. The difference of normative commitment between middle level and lower level managers is not statistically significant.
Work-Family Factors and its Relationships Between Dispositional, Occupational...Waqas Tariq
This study was conducted to test the mediating effects of work-family factors on the relationships between dispositional and occupational characteristics as the independent variables and intention to stay as the dependent variable. By using self-administered research questionnaire, data was collected from 240 middle age single mother employees in Klang Valley, Malaysia. Samples were determined through simple random sampling method whereby six out of 24 single mother associations were selected to obtain research samples. Descriptive statistical analysis was conducted to describe the respondents. Pearson Product Moment Correlation was used to determine the relationships among variables and Structural Equation Modeling using AMOS version 16.0 was utilized for model testing and to verify the presence of mediation effects. Further, the Soble’s z-test was used to test whether the mediators carry the effect of the independent variables on the dependent variable. The findings indicated that there were positive relationships among variables. The results also established the presence of mediation effects between the independent and dependent variables. Organizations may utilize work-family factors as mechanism to promote longer retention among employees. Keywords: Intention to stay, work-family facilitation, family satisfaction, dispositional characteristics, occupational characteristics.
A Report on Employees’ Organisational Commitment in Organisations.pdfSheikhShahriarAhmedS
This is a Report based on the Employees’ Organizational Commitment in Organizations during work hours. Organizational commitment comes from certain factors. Motivation is one of the major factors in creating organizational commitment. Other certain things are also described herein in this thoroughly written report.
Thank You.
Hello! Have a look at these great business capstone project examples. If you want to get more visit https://www.capstonewritingservice.com/business-capstone-project-ideas/
Perceived Organizational Support and Affective Commitment: A Demographic Anal...IOSRJBM
This descriptive research is conducted to study perceived organizational support and affective commitment with respect to demographic variables (gender, marital status, education etc.) and to study the relation between these variables. To realize this purpose the data on these variables was collected from 120 employees working in banking sectors with the help of standardized questionnaires. Statistical techniques of mean, standard deviation, correlation and regression and ANOVA were applied on data to test the hypothesis. Collected data was analyzed with the help of SPSS. The results highlight that perceived organizational support is positively related to affective commitment and POS accounts for 22% contribution to AC. The limitations of the study are discussed and future research areas are also highlighted
Organizational Commitment: A Comparative Study of Public and Private Sector B...inventionjournals
In spite of an increasing number of studies on organizational commitment, no unifying work focused on the measurement of organizational commitment of managers of banking sector. Organizational commitment is a feeling of one's dedication towards the employing organization, his/her willingness to work hard for that organization, and the intention to remain with that organization. There are various factors that affect the employees' commitment towards the organization. This study was carried out to establish the association of banking sector (public/private) and managerial levels with the organizational commitment among bank employees. Data was collected from 633 managers of banking sector using questionnaire method. Organizational commitment scale developed by Allen and Mayer (1990), was used as a tool for data collection. Regression analysis, t-test and one way ANOVA were used as statistical tools for data analysis. The results from the t-test of the study revealed that the public sector bank managers were more committed towards the organization than the private sector bank managers. The affective, continuance and normative commitment are high in public sector bank managers than private sector bank managers. Also, the ANOVA-test revealed that the top levels managers had the highest organizational commitment than the middle and the lower level managers. The affective, continuance and normative commitment of top level bank managers are higher than the middle and lower level managers. The t-test analysis results also, revealed that organizational commitment, affective commitment, continuance commitment of middle level bank managers is higher and significant than that of lower level bank managers. The difference of normative commitment between middle level and lower level managers is not statistically significant.
Work-Family Factors and its Relationships Between Dispositional, Occupational...Waqas Tariq
This study was conducted to test the mediating effects of work-family factors on the relationships between dispositional and occupational characteristics as the independent variables and intention to stay as the dependent variable. By using self-administered research questionnaire, data was collected from 240 middle age single mother employees in Klang Valley, Malaysia. Samples were determined through simple random sampling method whereby six out of 24 single mother associations were selected to obtain research samples. Descriptive statistical analysis was conducted to describe the respondents. Pearson Product Moment Correlation was used to determine the relationships among variables and Structural Equation Modeling using AMOS version 16.0 was utilized for model testing and to verify the presence of mediation effects. Further, the Soble’s z-test was used to test whether the mediators carry the effect of the independent variables on the dependent variable. The findings indicated that there were positive relationships among variables. The results also established the presence of mediation effects between the independent and dependent variables. Organizations may utilize work-family factors as mechanism to promote longer retention among employees. Keywords: Intention to stay, work-family facilitation, family satisfaction, dispositional characteristics, occupational characteristics.
PACT Employment Services, an acknowledged leader in Middle East's recruitment industry established in 1994. The company’s major strength is servicing our clients with regards to human resource requirements.
Presentación cultura innovación adobe kickboxPablo López
Presentación utilizada en el afterwork del Club Financiero Vigo en donde hablamos sobre la necesidad de desarrollar una Cultura de Innovación en nuestras organizaciones y comentamos herramientas que nos ayuden como es el Adobe Kickbox de Adobe.
Gsm based bus passenger counting system using rfid cardAkriti Singh
This project is implemented specifically on buses (BRTS and Local).
In earlier ticketing system the conductor has to go to the main bus station for entering the data of passengers at the end of the day. Also there was no ”On The spot Entry” of the passengers. In this project we are adding the GSM module which would help in On The Spot Entry of passengers as well as reduce the manual data entry by the conductor. The passes here are replaced by the RFID card which would reduce the paper work to a large extent.
Carta de un paciente cronico desde el futuro / A cronic patient letter from t...Carolina Rubio Miner
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Carolina Rubio Miner read this “letter from the future” at the Digital Health Association event on February 9, 2017. Thanks to all the patients, healthcare professionals and managers, industry professionals and technologists who have inspired me ...
A stakeholder approach to corporate social responsibility, reputation and bus...Shifur Rahman
A stakeholder approach to corporate
social responsibility, reputation and
business performance
A research paper based presentation. The paper is available through the link mentioned below............
http://hdl.handle.net/10536/DRO/DU:30073833
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A team of dedicated professionals from IIM Udaipur, Futurescape and Economic Times have worked on the CSR study of 2015 and has listed India’s top 100 companies for CSR in the year. The top 5 companies and the bottom top 4 companies of the list i.e. 95-99 companies will be considered. The financial data of those companies will be taken and ratios will be performed, so that we come to know whether CSR policy has benefited the companies financially or not.
Corporate Social Responsibility(CSR) and Firm PerformanceSherif Sidhom, MBA
Corporate social responsibility is a critical issue for most organizations and their top management. Corporate social responsibility is a focal point and has strategic impact on companies in all different industries.
To what extent Corporate Social Responsibility (CSR) Impact on Firm Performance?
IOSR Journal of Business and Management (IOSR-JBM) is an open access international journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
Assessing the Influence of Transportation on the Tourism Industry in Nigeriagsochially
This research dissertation investigates the complex interplay between transportation and the tourism industry in Nigeria, aiming to unravel critical insights that contribute to the enhancement of the overall tourist experience. The study employs a multi-faceted approach, literature review establishes a robust theoretical framework, incorporating The Service Quality and Satisfaction Theory to guide the research questions and hypotheses.
The methodology involves the distribution of a structured questionnaire, ensuring a representative sample and facilitating a comprehensive analysis of the gathered data.
Key findings include the nuanced perceptions of transportation infrastructure adequacy, safety and security concerns, financial influences on travel decisions, and the cultural and ecological impacts of transportation choices. These findings culminate in a comprehensive set of recommendations for policymakers and practitioners in the Nigerian tourism industry. The findings contribute to the existing literature by providing actionable insights for policymakers, stakeholders, and researchers in the Nigerian tourism sector.
The recommendations encompass gender-sensitive planning, infrastructure enhancements, safety measures, and strategic interventions to address financial constraints, ensuring a holistic and sustainable development of the tourism industry in Nigeria.
Author: Imafidon Osademwingie Martins
Wayanad-The-Touristry-Heaven to the tour.pptxcosmo-soil
Wayanad, nestled in Kerala's Western Ghats, is a lush paradise renowned for its scenic landscapes, rich biodiversity, and cultural heritage. From trekking Chembra Peak to exploring ancient Edakkal Caves, Wayanad offers thrilling adventures and serene experiences. Its vibrant economy, driven by agriculture and tourism, highlights a harmonious blend of nature, tradition, and modernity.
How To Talk To a Live Person at American Airlinesflyn goo
This page by FlynGoo can become your ultimate guide to connecting with a live person at American Airlines. Have you ever felt lost in the automated maze of customer service menus? FlynGoo is here to rescue you from endless phone trees and automated responses. With just a click or a call to a specific number, we ensure you get the human touch you deserve. No more frustration, no more waiting on hold - we simplify the process, making your travel experience smoother and more enjoyable.
BTW UK Visa Application Process, Uk Visa complete guide, Uk Visa fees, requirements and application process. Know all about uk visa and best way to apply for the uk visa. Get to know about the requirements that allows you for the faster visa appliaction. BTW UK Visa Application Process, Uk Visa complete guide, Uk Visa fees, requirements and application process. Know all about uk visa and best way to apply for the uk visa. Get to know about the requirements that allows you for the faster visa appliaction. BTW UK Visa Application Process, Uk Visa complete guide, Uk Visa fees, requirements and application process. Know all about uk visa and best way to apply for the uk visa. Get to know about the requirements that allows you for the faster visa appliaction. BTW UK Visa Application Process, Uk Visa complete guide, Uk Visa fees, requirements and application process. Know all about uk visa and best way to apply for the uk visa. Get to know about the requirements that allows you for the faster visa appliaction. BTW UK Visa Application Process, Uk Visa complete guide, Uk Visa fees, requirements and application process. Know all about uk visa and best way to apply for the uk visa. Get to know about the requirements that allows you for the faster visa appliaction. BTW UK Visa Application Process, Uk Visa complete guide, Uk Visa fees, requirements and application process. Know all about uk visa and best way to apply for the uk visa. Get to know about the requirements that allows you for the faster visa appliaction. BTW UK Visa Application Process, Uk Visa complete guide, Uk Visa fees, requirements and application process. Know all about uk visa and best way to apply for the uk visa. Get to know about the requirements that allows you for the faster visa appliaction. BTW UK Visa Application Process, Uk Visa complete guide, Uk Visa fees, requirements and application process. Know all about uk visa and best way to apply for the uk visa. Get to know about the requirements that allows you for the faster visa appliaction. Get information in this PDF and simplyfy your visa process.
Hidden Gems of Europe - DISCOVERING THE CONTINENT'S BEST-KEPT SECRETSKamil Uğraş TÜRKOĞLU
Europe, continent rich in history, culture, and natural beauty, is often synonymous with famous cities like Paris, Rome, and London. These iconic destinations attract millions of tourists every year, captivating them with their renowned landmarks, vibrant culture, and bustling urban life. However, beyond these well-trodden paths lie countless hidden gems waiting to be discovered. These lesser-known destinations offer unique experiences, authentic encounters, and breathtaking landscapes that often surpass the allure of their famous counterparts.
In "Hidden Gems of Europe," we embark on a journey to uncover these secret spots, exploring the heart and soul of Europe through its quaint villages, charming towns, and secluded natural wonders. This book aims to inspire travelers to look beyond the obvious and venture into the lesser-explored corners of the continent, where true adventure and discovery await.
The Power of a Glamping Go-To-Market Accelerator Plan.pptxRezStream
Unlock the secrets to success with our comprehensive 8-Step Glamping Accelerator Go-To-Market Plan! Watch our FREE webinar, where you'll receive expert guidance and invaluable insights on every aspect of launching and growing your glamping business.
The Power of a Glamping Go-To-Market Accelerator Plan.pptx
Strategic article presentation (2)
1. CORPORATE SOCIAL RESPONSIBILITY :
PERSPECTIVE OF HOTEL FRONTLINE
EMPLOYEE
Presented by
Frederick Bassey
Instructor
Prof. Dr Osman M. KARATEPE
spring 2013-2014
2. INTRODUCTION
In recent times, interest in and
practice of corporate social
Responsibility (CSR) has grown
tremendously. But the understanding
of it in the hospitality literature is so
limited. This curves the perception
and domination of corporate social
responsibility in the industry
3. In the industry, environmental greening
has gained dominance of CSR activities.
Cost saving nature of green Practices
such as :
- Linen and towel re-use
-Energy saving installation
-Water-efficient fixtures in guest rooms.
4. But in real sense, CSR encompasses
other initiatives that go beyond
environmental concerns. Such other
concerns as
- Consumer
- Community
- Employee( i.e. employee boycott)
5. Corporate social responsibility
programs of a firm usually
represent the firm’s values and
norms.
Therefore, the perception of the
employee of these programs can
influence the relationship between
the employee and the firm
6. Since CSR programs often represent
company values and norms, employees’
perceptions of them can influence how
employees identify with the firm
The perception becomes a driving force
for employees’ attitudinal and behavioral
support to help achieve the firm’s goals
Bartel, 2001; Dutton et al., 1994; Mael andTetrick, 1992
7. - several studies have proven that
employee attitudes and
performance have a major
influence on how consumers
evaluate service quality, value,
satisfaction, and repeat patronage.
Bitner, 1990; Chi andGursoy, 2009; Hartline andJones, 1996; Liao andChuang, 2004;Smith et al., 1999).
8.
9. The employees are the ones who
help carry out the firm’s CSR
activities through the execution of
their daily activities and
operations.These operations are
influenced by work place policies
involving the community and the
environment
10. - As published by the U.S Bureau of
Labor Statistics in 2011, employee
turnover has averaged 76.8% per year
compared to 56.27% in the retail
service industry
- Based on this statistics, it is therefore
important to understand how
employee perception may influence
their attitude towards the firm
11. PURPOSE OF THE STUDY
•To investigate and understand how employee’s
perception of CSR can influence their attitude towards
the firm
•To understand the impact of CSR activities from the
perspective of the frontline employee which is a link
to the firms performance and social well being.
•To help deepen the understanding of executives of
these impact
12. •Dodd’s (1932) argument for firms’ responsibility toward
society beyond shareholders (cited in Cochran, 2007),
Bowen’s (1953) book ‘Social Responsibilities of
Businessman’ (cited in Carroll, 1999) whom Carroll (1999)
called, the “Father of Corporate Social Responsibility” (p.
270)
•Boulding’s general systems theory (1956) in regards to CSR
measurements (cited in Wood, 2010).
LITRATURE REVIEW
13. -There are several definition of CSR, they all
commonly refer the relationship between the
business and the society, which indicates firm’s
action to place a balance between financial
performance, impact on the society and the
environment
- These corporate activities are often voluntary and/or
beyond legal obligations (Carroll, 1999; McWilliams and
Siegel, 2001).
14. •CSR has become an important matter for business
•Managers now recognize CSR and
sustainability as essential for strategic
operations, innovations & talent management
•PwC contended, “Corporate responsibility
is not an altruistic nice-to-have, but a
business imperative” (p. 121).
15. CORPORATE SOCIAL RESPONSIBILITY AND EMPLOYEE
•CSR activities have found to positively influence
attitudes and behavior of employees, who are
considered critical internal stakeholders (Clarkson, 1995;
Kim et al., 2010).
•CSR activities increase commitment and morale of current
employees and increase retention rates (Brokaw, 2009;
Galbreath, 2010; Maignan et al., 1999;Porter and Kramer,
2006; Peterson,2004; Rupp et al., 2006; Rego et al., 2010;
Turker, 2009b)
•Firms’ good CSR performance can a sign of attractive
workplace conditions, Contributing to positive corporate
image and reputation, which tends to help attract good
quality employees
16. •SOCIAL IDENTITY THEORY - (Tajfel and Turner, 1986), when an
employee perceives a firm’s characteristics appealing and
akin to his/her self-identity, s/he identifies with it to be an
extension of personal identity
•ORGANIZATIONAL IDENTIFICATION (OI) which refers to the
group member’s perceived affinity with and sharing
experiences with an organization where s/he belongs to and
where his/her personal identity is defined in reference to the
group characteristics
(Ashforth and Mael, 1989; Gautam et al., 2004; Mael and
Ashforth,1992; Mael and Tetrick, 1992).
17. SELF-CATEGORIZATION THEORY (Turner, 1984) asserts that
s/he supports the positive characteristics of the group by
internalizing and following group’s mission, norms and
values, and behaves cooperatively and collaboratively
toward the firm’s goals
(Ashforth and Mael, 1989; Collier and Esteban, 2007; Dutton
et al.,1994; Turner, 1984).
18. RESEARCH QUESTIONS
1. How do frontline employees perceive of
their hotel CSR activities?
2. How do frontline employees’
perceptions of their hotel CSR activities
influence their level of OI?
19. RESEARCH CONTENT
•Pre-test of the survey with 15 business school faculty and
graduate students for brevity and clarity
•Survey was open for 2months
•Respondents were reminded to participate three times
within the period of 2months
•Screening questions were also included in other to select
frontline employee who have either or medium interaction
with guest and also do not hold managerial and supervisory
positions
21. DATA COLLECTION AND ANALYSIS
RESPONDENTS:
•Recipients were confirmed subscribers of
qualtrics
•Participant were limited to an already
determined customized respondent group hotel
employee in US
•Total number 575 respondent was used as a result
22. •five-point likert-type scale (environment,
community, employee & customer)
•SPSS version 19 ( obtain construct
component of CSR & OI)
23. RESULTS
•Result of this study shows that many
frontline employees preferred a holistic
CSR activity
•Most of the respondents were more
positive to CSR initiatives centered
towards responsiveness and responsibility
of then hotels to customer than
environment
24. •The more positively frontline employees viewed
their CSR polices, the more they were affected by
other people’s view about their hotels, in other
words, they saw the hotel’s success as their
success and vice versa (test of feelings of critics)
•The survey showed that interactions and
communications between frontline employee vs
fellow employee, customers and employers was
fostered by the way these frontline employees
perceived their hotel’s CSR activities
25. •The perception of CSR activities has effect on
their attitude and behavior towards job and firm’s
performance also their own well being as a
community member where the hotel is located.
26. MANAGERIAL IMPLICATION & CONCLUSION
•The results derived showed that employee’s
expect versatility of CSR activities and not just
one tended towards the environment
•Hoteliers should maintain a more holistic
perspective when indentifying CSR initiatives
•A review of already existing CSR activities of
the industry which are published
•Hotel managers should foster organizational
culture which enhances positive perception of
employee and also consistent with the
expectations of guest and the society
27. •For employee to engage in the CSR activities,
then it should be activities they perceive
positively
•Hotel managers should recognize the important
of employees perception of their CSR activities in
other to ensure a positive effect of those activities
on the customer and society
•Hotel managers should engage frontline
employees in the process of developing CSR
activities and the review of those activities
28. •CSR activities and it success should be
introduced as part of internal marketing. Ie.
Newsletters, emails, blogs social network
platforms
•Discussion of good CSR practices should be
encouraged during daily meetings
29. LIMITATIONS
•Samples did not represent the entire frontline
employee in the industry of the sample
location
•online panel may have limited the scope to
only those who use computers and are good in
English language
30. FURTHER STUDIES
future surveys should test for social
desirability and potential relationship
among other variables relevant to
organizational identification
For instance, employee boycotts over labor disputes at several city-center hotels led to the cancellation of conferences representing approximately 5,000 potential attendees (Wernau, 2010).
History can be traced to these three
The firm’s relationship with employees via CSR activities is influenced by the employee perceptions of CSR activities – how effective the employees think those activities are in benefiting the cause beneficiaries and/or society (Bhattacharya et al., 2009).