BPMN 6073 RESEARCH METHODOLOGY

COLLEGE OF BUSINESS
UNIVERSITI UTARA MALAYSIA
DC193 (2020/2021)

Tittle RESEARCH METHODOLOGY (THE IMPACT OF HUMAN

RESOURCE MANAGEMENT PRACTICES ON JOB
SATISFACTION IN HOTEL INDUSTRY)
CHAPTER 1, 2, & 3

Name and
Matrix No LINGGESWARAN CHANDRASEKARAN (826883)

Submission 02/04/2021
Date
CHAPTER 1

1.0 INTRODUCTION

According to Knight Frank’s Malaysian Hotel Investment Intentions Survey, Malaysia

ranked the third of the most attractive country for hotel industry in Southeast Asia, after
Thailand and Singapore. It continues to change because of the great requests of services,
facilities and convenience to the customers and tourists. Hotel industry, dominantly the
service and facilities areas have been helping to increase the gross domestic product (GDP)
improvement, speculation, and work, and also support the record business equality of
percentages. In the tourism industry, the major contributions and commitment from the
accommodation, transportation, food and beverage of the hotel industry. The tourism industry
in Malaysia has recorded a positive on development of 4.8% increment for the January until
May 2019 period, enrolling a total of 10,954,014 tourists visit.

In this chapter, the researcher incorporates the difficult assertion and current hole, research
goals, research questions, theory of study and meaning of investigation of this theme, which
is identified with human asset practices and job satisfaction. The reason for this review study
is to examine the effect of human asset the executive’s practice es on job satisfaction. Also, in
this study, it is found that it is profoundly zeroing in on job satisfaction, different human asset
the board rehearses, hotel industry of Malaysia, giving some earlier important hypothetical
model, the connection between HRM practices and job satisfaction and theories has been
created.

1.1 BACKGROUND OF THE STUDY

The idea of job satisfaction, besides incredibly late source, it is firmly connected to
motivation in the working environment and it’s a contribution factor to improved
performance in the working environment. Based on (Robbins & Judge, 2009), employee job
satisfaction has a straight influence on a company's productivity, efficiency, and ultimately its
bottom line. In this industry, having patience, skilful and educated workers in an organization
is significant. This implies that the satisfaction of these capable workers is a need in this
industry. The reason for this study was to explore the internal factors influencing the job
satisfaction of employees at hotel industry in Malaysia.

Hotel industry has been facing a high turnover rate since those days and many organizations
face inconveniences in retaining workers since the majority of hotel industry failed to
perceive the components which help employee's satisfaction and the loyalty connection
between the management and employees. A hotel industry invests through thousands of
moneys in training, recruiting and hiring new employees and put in a lot of effort and money
in retaining employees every year. Thusly, enrolling new staff is a period consuming and
extravagant practice that specifically impacts the base line of association.

In addition, Amin et al. (2017), has recommended that the management of the hotel industry
need to continually update their services because they face hardened rivalry in the market
from the local organizations as well as from the worldwide market also. While focusing on
profit and customers satisfaction, the management failed to monitor employee’s idea towards
their hotel. More often than not the hotel industry will acknowledge after lose their workers.
Instead of being late engaged, they should identify the issue prior and address it quickly
before they tumble to profound.

This research mainly focusses on the effect of employee’s satisfaction towards employee’s
loyalty through providing rewards, compensation, good working environment and job
security to an organization.
As indicated by Malaysian Tourism Statistics, 2019 recorded a development number in
traveller appearances yet neglected to meet the objective fixed by the Tourism Ministry. The
Ministry focused to invite 28.1 million visitors in the year 2019, while the genuine
appearances were just 26.1 million travellers. Despite the fact that the nation couldn't arrive at
their objective, yet it figured out how to break the descending pattern it has been recording
from 2017. 2014 actually holds the most elevated number concerning the traveller passage
with 27.44 million however figured out how to create RM 72 billion. The complete traveller
receipts for 2019 were RM 86.1 billion which is RM 6.1 billion focused by the Ministry. The
nation persistently zeroing in on activities to build the absolute number of appearances from
its key business sectors, similar to China, Singapore, and Australia by including acquainting
non-stop departures from China with optional air terminals in Penang, Kota Kinabalu,
Kuching and Johor Bahru. Additionally, with the achievement of the e-visa administration for
Chinese nationals which was dispatched in March 2016, which assisted with drawing in more
guests, Malaysia presented the equivalent for Indians in March 2017.

Malaysian Tourism Statistics from

2014 to 2019
27.44
26.76
25.95 25.83 26.1
25.72

2014 2015 2016 2017 2018 2019

1.2 PROBLEM STATEMENT

In view of (Nor Zafir Md Salleh Abu et. Al) There are three significant difficulties for HRM
in Malaysian hotel industry, such as lack of workers (due of high turnover), lack of
motivation for the hotel staff, and lack of compensations/benefits for the staff compare to
their workload. The explanation of high turnover, a great deal of hotels willing to give better
salary and benefits compare with current hotel working spot. Despite the fact that the
employee work there for quite a long time yet at the same time not bear to pay a good salary,
it may push the employee to choose to out from the current working place. Out of all the
staffing issue, staff shortage was happened the most. As per the front office managers, staff
shortage at the front office are brought about by the trouble of getting and retain the workers
because of the low pay/compensation and long working hours. Job motivations are a set
mentality towards work and occupation inspiration is needed by all staffs or employees and
also it led to influences turnover, absenteeism and performance.

Employee satisfaction or job satisfaction is connected to mood and emotions at work place.
Worker's motivations are the fundamental drive to hold the employees in the hotel for quite a
long time. Shockingly, still a lot of hotel industry struggling to draw out the motivation from
the workers. From the managers' viewpoint, the minimum wages permitted by law execution
has brought about chiefs receiving the best payment structure to decrease work costs for the
administrators, choosing to diminish the service charge allocation to employees and
managing minimal improvement in worker efficiency and motivation. Conversely, the
positive effect from the managers' viewpoint is lower turnover aims and social equity for
foreign laborers. From the employees' point of view, there is a somewhat negative effect – the
lowest pay permitted by law strategy has resulted in a minimal increase in the salary.
1.3 RESEARCH OBJECTIVE

For this segment, the purpose of this research is to:

 To determine the relationship between employees’ turnover rate with job satisfaction
of employees in hotel industry
 To determine the relationship between compensation/benefit with job satisfaction of
employees in hotel industry
 To determine the relationship between the employee’s job motivation with job
satisfaction of employees in hotel industry.

1.4 RESEARCH QUESTIONS

This research study would bring the answers for the following questions:

1. How effectively the human resource practices to retain their employees in hotel industry
to reduce the turnover rate?
2. What is the impact of lack of compensation/benefits for the staff compare to their
workload in hotel industry?
3. What is the main factor to boost employee’s motivation in hotel industry?

1.5 SIGNIFICANT OF THE STUDY

According to (Kysilka & Csaba, 2013), hotel industry consistently faces with the issue of lack
of staffs because of low job satisfaction among workers which prompts high turnover. In the
first place, we will examine about the general factors that face by the hotel industry. Second,
we will amend the variables influencing the factors of job satisfaction identified in this study,
additionally help the management, specialist or policy maker of this industry to narrow down
the territory of focus and better craft strategy tools to support job satisfaction among its
employees. The high degree of job satisfaction prompted better performance and retention of
a good employee.
There are three main factors that facing by Malaysia hotel industry regularly such as shortage
of labour (due to high turnover), lack of motivation for the hotel staff, and lack of benefits for
the staff compare to their workload. By increasing job satisfaction among employees, it can
achieve their goal which later reduce the turnover rate and retain the workers by tackling the
issues. This will minimize the lack of staff issues to run a smooth the business in a hotel.
Besides that, organization performance will be improved when employees are satisfied with
their work and have been motivated to perform out their work.

Aside from that, this research additionally filling the gap of information about the connection
between job satisfaction and the mentioned factors in Malaysian hotel industry setting. It is
trust that this study will starts the interest of researchers to lead more research regarding this
matter in Malaysia.

1.6 SCOPE OF THE STUDY

The purpose of this study to investigate the level of job satisfaction among workers, and the
main factors affecting the level. Besides that, job satisfaction and its relationship with
shortage of workers (because of high turnover), lack of motivation for the hotel staff, and
lack of benefits for the staff compare to workload among employees in the hotel business will
likewise being studied. This investigation will be led in Malaysian hotel industry. The
focused-on respondents of this exploration are including the employees those working in all
departments such as Admin, Accountant, room Service, general worker, food and beverages
and security services.
CHAPTER 2: LITERATURE REVIEW

2.0 INTRODUCTION

In this chapter included with writing survey, pertinent hypothetical models, proposed
reasonable structure and speculations improvement. The point of the writing survey is to
distinguish optional information from journal and articles which identified in this research
paper. Previous examination will be inspected in the setting to take an outline of how
different creators in the connected investigation field assess factor of worker work fulfilment.
Specialist will diagram important investigation audit of variables preparing and improvement,
execution evaluation, pay, advantage, wellbeing and wellbeing separately. In addition, a
proposed structure for this examination has formed dependent on the important hypothetical
system

2.1 LITERATURE REVIEW HRM PRACTICES AND JOB SATISFACTION

2.1.1 EMPLOYEE TURNOVER RATE

The human resources writing recommended that hotels hoping to lead their competitors and
become known for their quality assistance should be explicit in staffing, give direction and
training, offer fair pay, reasonable compensation/benefits, and empower employees (Guthrie,
2001; Kusluvan et al., 2010)

Moreover, turnover can happen in two different ways which are voluntary and involuntary.
Voluntary turnover will happen when the employees purposefully choose to leave the
organization while involuntary turnover happen when the workers unwillingly leave the
organization however been forced by the management to leave because of the poor
performance or misconduct action.
 2.1.2 LACK OF MOTIVATION

According to (Chen,2013), employees’ motivation is one of the primary factors in hotel

industry as it straight resembles on employee’s turnover and overall quality of service of the
concerned hotels. Job motivation is the prime determinant of behaviour at workplace and that
high capacity and undeniable high level of job training will not bring the expected results if
the individual is totally demotivated or undermotivated at work." Employee motivation is not
a new topic in HRM and it has been characterized by prominent researchers in different fields
and large numbers of them give various definitions to employee motivation.

Motivational variables like recognition, achievement and personal and career growth of a
worker to deliver superior work performance in the apportioned area. These characteristically
compensating factors are attractive to a worker and can lift their work pressure and feelings
of resentment against the workforce.

2.1.3 LACK OF COMPENSATIONS/BENEFITS

According to (Walker, 1998) compensation is the thing that an employee is given as a

monetary reward, which given to workers to meeting their goals. This may include like
money grants, rewards, commission, gift vouchers, and more. Money is a successful
motivator for that can fulfil the workers and improving employee performance. Besides that,
non-monetary compensation such as benefits, time flexible, off-time, free or parking
discount, gym membership, career development programs and more. A benefits plan is
intended to address a particular need and is frequently given in a cashless form.

Based on Moncarz, Zhao and Kay (2008) concentrated what incentives and benefits affect
overall job performance of part-time employees. Unfortunately, it is notable in the hotel
industry that most low maintenance workers do not get many, assuming any, benefits, and
incentives are very sparse (Cunningham and Mahoney, 2004). Compensation is the second
reason after salary employee decide to work there, however if the hotel industry failed to give
it the worker's idea may change to find any other better place to work.
Most of the hotel industry focused around profits and customers satisfaction which is
acceptable yet pushing with a great deal of duty without giving a fair compensation will lead
the workers feel disappointed with the workplace.

PREVIOUS STUDY

According to the previous researchers, (Rumman, Jawabreh, Alhyasat, & Hamour, 2014;
Yildirim, Gulmez, & Yildirim, 2016). Aminudin (2013) In specific, previously the are less
researches were carried out to investigate the relationship between turnover rate, job
motivation and compensation/benefits and job satisfaction of employee working in hotel
industry in Malayisa stated that not much academic research uses hotel as the target of their
study contempt its importance.

Based on overall compilation of previous literature, this study identifies the factors that affect
the job satisfaction towards employees’ job satisfaction in hotel industry. The study
structured the factors that relate to employee’s satisfaction in hotel organization based on the
employees’ loyalty, compensation/benefits and job motivation. Based on previous researches,
(Bakotić and Babić, 2013; Malik, Danish and Munir, 2012; O'Donnell and Mirtcheva
Broderson, 2015); have conducted a study on the employee’s intention to stay and employee
retention is influence by working environment and employee’s compensation, pay and
rewards on job satisfaction. Earlier studies by Chen (2006), the loyalty of employee will be
higher if they have high job satisfaction, and they can be more optimistic with their work and
also the organization. Besides that, based on the previous researches less of people that not
much academic research uses hotel as the target of their study despite its importance.

ISLAMIC PERSPECTIVE ON JOB SATISFACTION IN HOTEL INDUSTRY

Malaysia is a multicultural and multiconnection country, whose official religion is Islam,

which is 61.3 percent of the population hold by Islam. To give a good Islamic work
environment, hotel industry should understand the fundamental needs of Muslim workers.
The easiest approach to comprehend the necessities is to regard their obligations as a Muslim.

Aside from that, other significant activities should be possible by an organization to establish
Islamic working environment climate are to permit the employees to open up about their
belief through their dressing or give a Sharia consistence uniform particularly for the female
Muslim workers. Additionally, in hotel industry particularly 4 stars and 5 stars hotels serve
non-Halal items to the customers such as alcohol, pork and so on the hotel management
should regard their obligations and should be precluded from serving non-Halal items to the
customers.
Last but not least, it is important for the organization to realize Muslim employees' dietary
restriction when they gave free food during any proper event to give an indication of regard
to their worker's belief. As indicated by Gelb and Longacre (2012), permitting the workers to
rehearse their religion will build their work execution and responsibility towards their work.

CONCLUSION

Through the study on this chapter, had chance to found that the independent variable has an
optimistic relationship to employee satisfaction in hotel industry. The variables are
employees’ turnover rate, job motivation and compensation/benefits can earn back the
employees’ loyalty and the employee will continue their assistance to achieve the
organization’s goal. Career development can retain the employee because the accessibility of
skill development opportunities and career movement will fascinate the employee to
organizations for long term. On the other hand, compensation or benefits can keep those good
performance workers. Furthermore, job motivation will lead the employee to put more
commitment in their work and stay in the organization for long term period. Thus, the extra
examination will show the possibilities whether or not the variables can predict the employee
satisfaction on hotel industry in Malaysia.
CHAPTER 3: RESEARCH METHODOLOGY

3.0 INTRODUCTION

This chapter reviews the technique use to analyse the relationship between dependent
variables and the independent variables, which is the effect of human resource management
practices on job satisfaction in hotel industry. Hence, this section shows how the studies is
done as far as the conceptual framework, data collection methods, research design, construct
measurement variables, hypothesis development, sampling design, data processing and data
analysis. It also shows the result interpreted by providing questionnaires that will provide to
the targeted respondents and collected back for this research project.

3.1 CONCEPTUAL FRAMEWORK

The conceptual framework shows the relationship between the independent and dependent
variables

Independent variables Dependent Variables

Turnover rate of employee

Job satisfaction of Hotel Industry

Lack of motivation Employee

Lack of compensations/benefits
compared with workload

The conceptual framework assists with understanding the variables of the investigation like
the connection between independent variable and dependent variable. The structure was
outlined after estimated by the research question, objective and review of literature.
Henceforth, the structure focuses on the human resource practices that could affect the job
satisfaction in hotel industry in Malaysia. The independent variables are turnover rate of
employee, lack of motivation, compensation/benefits while, the dependent variable is
employees job satisfaction.

HYPOTHESIS DEVELOPMENT

The hypothesis is help to discover the relationship between human resource management
practices and job satisfaction of employees in hotel industry in Malaysia. Based on the
hypothetical and exploration writing, certain speculative connection between measurement of
human resources practices and job satisfaction were proposed in this study. The following is
the arrangement of speculations that will be tried.

Here is a significant relationship between choice of work and job performance: -

 There is a significant relationship between employees’ turnover rate with job satisfaction
 There is a significant relationship between compensations/benefits with job satisfaction
 There is a significant relationship between job motivation with job satisfaction

3.2 RESEARCH DESIGN

According to the (Zikmund et al., 2010), the main plan which portrays in research design is
requiring the procedures and methods for collecting and analysing the needed information. It
is a system that designs the activities for the research project and control to find the best
solution for this issue as well. Quantitative research configuration identifies with the plan of a
research project which utilizes quantitative research methods. The plan varies depending on
the method used, which could be phone interviews, face-to-face interviews, online reviews
and more. quantitative research has been utilized to lead this research study due to huge
number of respondents who have participated. This study evaluated, and hypotheses are
generated.

To direct this research, need to give questionnaire/surveys to the respondents to change the
decision in a quantitative report. Information data will be accumulated by online reviews,
video and phone meetings and results which are level headed and fewer researchers will be
seen during this progress advancement. The objective of directing this quantitative research
study is to decide the connection between about the effect of HR practices influence job
satisfaction in hotel industry with in broader population which the exploration covered
instead of qualitative method where a little model is used and includes with interviews, which
is tedious

Therefore, benefit for this study has applied quantitative research as it utilizes
questionnaire/survey to identify the impact of human resources practices affect job
satisfaction in hotel industry. Quantitative information is more effectual and can analyse
based on the hypothesis, in this way, it very well may be successful instrument in this
research to evaluate the employee’s job satisfaction.

Descriptive research designs that will practice in this research. Descriptive research is a sort
of research that portrays a population, situation, or phenomenon that is being studied. It
focuses on answering the how, what, when, and where questions If a research problem, rather
than the why. This is mostly on the grounds that it is critical to have a proper understanding
of what a research problem is about prior to examining why it exists in any case. Descriptive
research is a research method strategy that endeavours to gather quantifiable data for
statistical analysis of the population sample. It is a well-known statistical surveying device
that permits us to gather and describe the demographic segment’s nature.

3.3 MEASUREMENT OF VARIABLES.

A measurement of variables is an unknown feature that measures a specific element and can
identify at least one quality. It is commonly used for logical research purposes. Not at all like
in mathematics, measurement variables can accept quantitative qualities as well as take
subjective qualities in statistics.

3.3.1 NOMINAL VARIABLE

A nominal variable is a sort of factor that utilized to name, label or sort particular attributes
that being estimated. It takes qualitative values addressing different categories, and there is
no fundamental assembling of these classes. We can code nominal variables with numbers,
yet the request are subjective and math tasks can't be performed based on the numbers. This
is the situation when an individual's telephone number, National Identification, Number
postal code, and so forth are being gathered. The significant thing is there is no measure of
distance between the values.

3.3.2 ORDINAL VARIABLE

The qualities in Ordinal Scales address relative differences in the measure of some
characteristic such that the value assigned to someone or something reflects its rank among
the rest of the data information. in another sense, we could say the difference in the position
of an ordinal variable isn't equivalent.

It is for the most classified one of the 2 sorts of categorical variables, while now and again it
supposed stand between categorical and numerical variables. For instances of ordinal data
includes Likert scale (rating scale used to assess opinions, attitudes, or behaviours) utilized
by researchers to scale responses in surveys and interval scale; where every response is from
an interval own. In contrast to nominal data, ordinal data models are valuable in providing
request to mathematical information.

3.3.3 INTERVAL SCALES

Interval scales likewise reflect quantitative differences among information, however not at all
like ordinal scales they accept equal differences in the measure of the attribute being
estimated. Interval variables have the tools that can differentiate in numbers address real
differences in the variable. Another approach to say this is that equivalent contrasts in the
numbers on the scale address equivalent in the underlying variables being measured. For
instance, Temperature, Time, IQ Test and CGPA

3.4 DATA COLLECTION

Data collection is the information that gathered from the respondents or through any other
source that is available and applicable to the research topic that has directed by the
researcher. Data collection is a fundamental part of any type of research study. Inaccurate
data collection can lead to inappropriate results of a study and eventually lead to invalid
outcomes.
 3.4.1 PRIMARY DATA

Primary data is the information that is gathered directly from the data source without going
through any current or existing sources. It is for the part gathered research project and may be
shared publicly to be used for another research

Primary data is often reliable, true, and objective in as much as collected with the purpose of
addressing a specific research issue. It is essential that primary data is not commonly
collected because of the high cost of implementation.

3.5 SAMPLING DESIGN

It is a method has been narrowing down the size before the information data collected to get a
sample from the population of the respondents.

3.5.1 SAMPLING FRAME AND SAMPLING LOCATION

Due to MCO and interstate movement control have been restricted, I would do this research
in Kuala Lumpur area. In this research, I will provide a number of questionnaires which
already have prepared early to hotel workers in Kuala Lumpur. I hope by choosing the main
city as a sampling location will acquire a precise result.

3.5.2 TARGET POPULATION (RESPONDENTS)

Time wise and cost wise, for me to focus overall market all in all; consequently, the
worker who actually perform their job as a hotel employee will be the targeted population.
However, hotel employees are the main pole of this study. Based on Statista, in 2018, there
were 435 hotels in Malaysia's capital city of Kuala Lumpur. According to the star online (26
Mar 2020) Kuala Lumpur, with a sampling size of 17,826 employees, thus the recommended
sample size is around 100 employees with sets of questionnaires has been appropriated to
the respondents because of the prospects of the event of unused information.

3.5.3 SAMPLING TECHNIQUE

Sampling method is a system for investigating entire populace and it incorporates of

probability and non-probability samples. Probability tests are picked to be illustrative of the
general population. However, non-probability is an examining technique wherein units of the
model are chosen based on up close and personal judgment or convenience. There are four
sorts of probability assessing systems; one of them is basic irregular testing and it will be the
inspecting procedure in the assessment. Every one of the questions in questionnaire are set in
fundamental language so that can be successfully to effectively to understand by the
respondents. With this simple random sampling, can endeavouring to require the respondent
that who will answer the review for this exploration. For those focused on respondents, they
can address the requests quickly due to the setting of the request is clear, by then we prepared
to assemble it soon after they reacted to it.
For this study, we would like to use Probability sampling method, which means that every
member of the population has a chance of being selected, for example in hotel industry,
employees working under few departments, so all of them are eligible to participate.
probability sampling techniques are the best choice, if we want to produce results that are
representative of the whole population, probability sampling.

3.6 ANALYSIS TECHNIQUE

Descriptive statistics

Descriptive statistics serve in simple way but critically important role in the research to
explain the data set for instance, consider a simple number used to summarize how well
the hotel industry is put effort to retain the employee for years. Unlike inferential,
descriptive statistics are not aiming to make implications about the entire population but
they’re just interested in the details of the particular example.
At the point when writing up on analysis chapter, descriptive statistics are the initial set of
details that will be covered, before moving to inferential statistics. However, depending on
research objectives and questions, they may be the only type of statistics that will be used and
whatever the case, they’re fundamental.

The techniques/methods
Some common statistical techniques used in this branch include:
 Mean – use mathematical theory
 Median – will use the middle point of arrangement of numbers (if the numbers
arranged from low to high).
 Standard deviation and variance – these indicate how distributed a range of
numbers listed. In other words, about the distance or average range from the
questions

Inferential statistics
According to the previous discussion, the descriptive statistics are about the details of the
particular informational index, inferential statistics plan to make suggestions about the
population. All in all, inferential statistics means to make expectations about what to discover
in the full populace during the research. This could include predictions about:

• Differences between groups – for instance, the contrasts between impact by the HR
practices in hotel industry assembled by various variables.

• Relationships between factors – for instance, the connection between job satisfaction
and impact by the HR practices in hotel industry.

CONCLUSION/SUMMARY

This chapter has described the methodological aspects of this study including the conceptual
framework, hypothesis development research design, measurement of variable, the sample of
this study, and finally the data procedure and method of analysing the data of this study. The
questionnaire is distributed according to the sample size that has been set and chapter 4 will
provide a discussion on the results of data analysis.

QUESTIONNAIRE

1. What is your gender?

a. Male
b. Female

2. What is your age?

a. Below 18
b. 21-30
c. 31-40
d. Above 50

3. What is the highest level of education you have completed?

a. Below SPM
b. Diploma/STPM/Equivalent
c. Degree
d. Above Degree

4. Which department you are in?

a. Front Office Dept

 b. Food & Beverages Dept
c. Housekeeping Dept
d. Human Resources & Training Dept
e. Others: ___________________________

5. How long have you worked for your hotel?

a. Less than 1 year

b. 1-5 years
c. 5-10 years
d. Above 10 years

6. Do you think your future career development prospects is positive in your hotel?

a. Yes. Why? ________________________________

b. No. Why? _________________________________

7. How likely is it that you will still be working here two years from now?

a. Yes. Why? _________________________________________________

b. No. Why? _________________________________________________

8. Please indicate all the reasons why you might leave your job two years from now?

a. Better pay
b. Better career opportunities
c. Better management
 d. Better benefits
e. Better human resources practices
f. Better job overall
g. Better work hours
h. Company values that are more similar to my own values

9. Do you satisfied with your working environment

a. Yes.
b. No. Why? _____________________________________________

10. Do you agree that the hotel atmosphere and work pressure in your hotel is
appropriate for you to deliver good performance?

a. Strongly agree
b. Agree
c. Neutral
d. Disagree
e. Strongly disagree

11. There is a system of monthly or annually rewards or incentives in your hotel for
good services to the customers. Do you agree?

a. Strongly agree
b. Agree
c. Neutral
d. Disagree
e. Strongly disagree

12. There are recognition schemes such as ‘Employee of the month’ in your hotel. Do
you agree?
 a. Strongly agree
b. Agree
c. Neutral
d. Disagree
e. Strongly disagree

13. How would you rate each of the factors that motivate you to perform your job the
best?

5= Excellent, 4= Good, 3= Fair, 2= Bad, 1= Very Bad

i. Wages/ Salary 1 2 3 4 5

ii. Fringe benefits 1 2 3 4 5

iii. Job security 1 2 3 4 5

iv. Interesting job 1 2 3 4 5

v. Flexible hours 1 2 3 4 5

vi. Working environment 1 2 3 4 5

vii. Co-workers 1 2 3 4 5

viii. Opportunity for advancement 1 2 3 4 5

ix. Training 1 2 3 4 5

x. Empowerment 1 2 3 4 5

xi. Allowed to be part of the team 1 2 3 4 5

xii. Loyalty to employees 1 2 3 4 5

14. In your hotel, pay raises are determined mainly by an employees' job performance.

a. Strongly agree
 b. Agree
c. Neutral
d. Disagree
e. Strongly disagree

15. This organization has provided me with training opportunities enabling me to

extend my range of skills and abilities.

a. Strongly agree
b. Agree
c. Neutral
d. Disagree
e. Strongly disagree

16. I always feel safe working here in these conditions.

a. Strongly agree
b. Agree
c. Neutral
d. Disagree
e. Strongly disagree

17. Job related factors influence employee turnover in our organization.

a. Strongly agree
b. Agree
c. Neutral
d. Disagree
 e. Strongly disagree

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