UJIAN TENGAH SEMESTER

META ANALISIS DATA

Mata Kuliah : Karya Tulis Ilmiah

Kelas : V-G
Fokus Permasalahan : Kinerja karyawan

Fenomena
Peneliti/Judul Nama Jurnal/ Teori yang
No dan Tujuan dan Manfaat Metode Hasil Penelitian Kesimpulan Nama
Tahun Afiliasi Penulis digunakan
Permasalahan
1 Made Analysis Of fenomena : Tujuan : quantitative  Lokasi: Based on the results of the The results of the study show that Ira safitri
this study aims to analyze the Hospitality sector study, it was found that the performance of hotel
Darsana1, The Influence
Analysis of the influence of aspects of in GianyarBali digital leadership had a employees in Gianyar Bali
Nyoman Surya Of Digitality digitalization (digital regency significant effect on the Regency is influenced by aspects
influence of leadership, digital  Objek: digital skills of employees in of digitalization consisting of
Wijaya2 /2022 Aspects On
digitality collaboration, digital skills) on hotel in gianjar bali
the hospitality sector in digital leadership, digital
Employee employee performance in the  Populasi: Gianyar Regency, Bali. This collaboration, and digital skills.
hospitality sector in Gianyar 34,346 people is because digital leaders are Digital skills are also affected by
Performancein Masalah :
Regency, Bali.  Sampel: leaders who prioritize the use digital leadership, not by digital
The Field Of Employee Manfaat : 100 people of technology and have the collaboration. Digital skills
This research is important,  Variabel: biggest role in providing cannot act as a mediator in digital
Hospitality In Performancein
because quality human resources X1 : Digital support to their employees in relationship collaboration and
Gianyar leadership using technology. Through digital leadership on employee
is the most important aspect in the digital leadership, corporate performance. Based on these
Regency, Bali X2 : Digital
hospitality sector in providing leaders develop a clear and results, hotel managers must
collaboration meaningful vision and adapt aspects of digitalization in
excellent service to its guests. This
Z: Digital skills actualize strategies related to improving performance,
research is expected to be a the digitalization process especially in the current
Y : Employee Therefore, every employee is digitalization era.
recommendation material for hotel
performance definitely required to have This research can be a
industry managers in compiling a
 T.Pengumpul good digital competence. The recommendation for the
human resource management anData increasingly intense push for government and hotel managers
model that is appropriate to be survey methods the application of in compiling a relevant human
through digitalization by leaders can resource management model to be
applied in the current digitalization improve the digital applied in the new normal era.
questionnaires
era. competence of hotel
 Metode employees in Gianyar
Analisis Data: Regency, Bali
Analisis Partial
Least Square
(PLS).
 Nama Jurnal/ Fenomena
Peneliti/Judul Teori yang
No Afiliasi dan Tujuan dan Manfaat Metode Hasil Penelitian Kesimpulan Nama
Tahun digunakan
Penulis Permasalahan
2 Xiayu Chen and The impact of fenomena : Tujuan : quantitative  Lokasi: The results indicated that the In recent years, researchers have Andri Kurniawan
Shaobo Wei/2019 The first objective of our study marketing values of all items’ loadings
social media realized the importance of social
The impact of was to examine the relationship research firm in were above 0.6 (Carmines and
use for social media between the use of social media China Zeller, 1979). The values of media to support communication
for communication, social AVE were above the threshold
communicati use for  Objek: among employees within
communication exchange relations and job of 0.5 (Fornell and Larcker,
on and social and social performance because of its firm in China 1981). Therefore, the results organizations. However, there is a
exchange potential significance for theory  Populasi: demonstrated the good
exchange lack of research investigating how
relationship and practice. Theoretically, it convergent validity of our
relationship can open research opportunities 1,000 panel measurement mode social media use for
Masalah : to examine how the use of members
on employee  Samp communication affects employee
social media for
performance / Employee communication operates el: performance. Our findings
243 valid
This work is Performancein through various underlying suggest that social media use for
mechanisms. Practically, a responses
supported by complete understanding of  Variabel: vertical and horizontal
these relationships can yield X1 : The impact
grants from communication exert great effects
potential guiding organizations of social media
the National to refine their social media on LMX and TMX, respectively.
usage strategy. use for
Natural In addition, LMX and TMX
Manfaat : communication
positive performance benefits simultaneously enhance employee
require a fit between the X2 : social performance. Task complexity
requirement of a work task and exchange
social exchange. This is positively moderates the
especially salient in the social Relationshi
relationship between LMX and
media interaction context
Y : Employee
because social media facilitates employee performance, while it
performance
the flow of information and
negatively moderates the
helps employees access others  T.Pengumpul
who have the information for an Data relationship between TMX and
developing solutions to survey
employee performance.
complex tasks. methods
through Collectively, these interesting
questionnaires
findings offer guidance for future
 Metode research to further examine the
Analisis Data:
role of social media in the
Analisis
average variance workplace.
extracted (AVE)
 Nama Jurnal/ Fenomena
Peneliti/Judul Teori yang
No Afiliasi dan Tujuan dan Manfaat Metode Hasil Penelitian Kesimpulan Nama
Tahun digunakan
Penulis Permasalahan
3. Ananthalakshmi IOSR Journal fenomena : Tujuan : quantitative  Lokasi: Based on the reliability test Training is among the most crucial
Mahadevan, of Business With the result of this research, malaysia Melisa Ardiana
Ming Hsiang conducted, as shown in Table activity in an organization due to its
and Impact of the researcher would be able to  Objek:
Yap Management Training contribute in reviewing training in a direct 1, the overall reliability value ability to enhance individual
Tahun : 2019 (IOSR-JBM) Methods policy which potentially selling
shows Cronbach‟s Alpha strength and performances which
optimized time and cost of organization,
Masalah : training in the future. Malaysia value of 0.959 which indicates could eventually leading to
employee  Populasi: very high reliability. The achieving organizational goals
performance / Manfaat : breakdown of variables shows (Abudi, 2008). This research work
This research is targeted to all the target
As we strive to population
survive in a benefit the overall direct selling that employee performance is performed to examine the impact
industry, the organization of the consisted of 162
highly employees having the highest reliability of training methods on employee
competitive researcher in particular, and as
business well as contribution to the value of 0.949, followed by performance. The variables adopted
environment academic perspective in  Sampel: off-the-job training with 0.928 in this research are on-the-job
and general. A total of 162
simultaneously survey and on-the-job training at training and off-the-job training.
trying to please questionnaires 0.902. All of the Cronbach‟s
our fellow were distributed
stakeholders, with 124 Alpha values demonstrated
training and responses very high reliability and
development returned
have become completely and internal consistency in all
an essence of accepted. variables.
organizational  Variabel:
success. x1 : overall
X2 : on the job
X3 : off the job
Y : Employee
performance
 T.Pengumpul
an Data
survey or
questionnaires.
And generated
from SPSS to
examine the
correlation and
coefficient of
the variables
 Metode
Analisis Data:
Cronbach‟s
Alpha will be
used to test
 Fenomena
Peneliti/Judul Nama Jurnal/ Teori yang
No dan Tujuan dan Manfaat Metode Hasil Penelitian Kesimpulan Nama
Tahun Afiliasi Penulis digunakan
Permasalahan
4. Odunayo, Saudi Journal of fenomena : Tujuan : quantitative  Lokasi: The investigation Recognition was found to have
H. A. Business and The objective was to establish in Lagos Metropolis revealed that positive and significant effect on M.Ghazali Alwafi
PhD1* Management Effect of effect of organisational reward  Objek: recognition had contextual performance among
Studies/Effect of Organizational system (Recognition, Employee in selected hotels in Lagos significant effect on hotels. However, employee
Tahun:2022 Organizational Reward Development, and Benefits) on Metropoli contextual development was found to reduce
Reward System System employee performance  Populasi: performance in counterproductive behaviour
on Employee Masalah : (contextual performance, A total population of selected hotels in among the hotels, while benefits
Performance in counterproductive behaviour, 315 employees were Lagos Metropolis, were found to significantly
Selected Hotels The study and adaptive behaviour) in investigated with a Nigeria (β = 0.592, t = influence adaptive performance
in Lagos investigates selected hotels in Lagos sample size of 255. 12.353, p < 0.05). The among the hotels in Lagos
Metropolis, effect of Metropolis using a survey finding also revealed Metropolis. In today’s
Nigeria organisational research design  Sampel: that eemployees’ competitive environment, nearly
reward system 255 copies of development has a all organizations invest in the
on employee Manfaat : questionnaire to the negative and provision of rewards to motivate
performance in In view of the above respondents, out of which significant effect on their employees in order to get the
selected hotels discussions, this study seeks to 204 copies were rightly counterproductive desired results.
in Lagos investigate the effects of filled and returned to the behaviour in selected
Metropolis, rewards on employee researcher. hotels in Lagos
Nigeria performance in the hospitality  Variabel: Metropolis, Nigeria (β
industry where it is so crucial (1) the expectancy about = -0.244, t = 6.441, p <
and where success has been the connection amongst 0.05). Also, it was
lacking and easily noticed. For exertion and a specific discovered that
instance, (Ndu & Obiora, 2020) result (for instance a benefits had significant
noted that some hotels in Lagos specific level of pay for effect on adaptive
State Nigeria have been a specific level of performance in
declining due to several issues execution), selected hotels in
including poor employee Lagos Metropolis,
management in the form of X2: (2) the valence
(engaging quality) the Nigeria (β = 0.399, t =
unpaid salaries and denied 9.339, p < 0.05)
benefits. result
 T.PengumpulanDat
a
survey methods through
questionnaires
 Metode Analisis
Data:
using inferential statistics
and the results of the
analysis are presented in
Table
 Fenomena
Peneliti/Judul Nama Jurnal/ Teori yang
No dan Tujuan dan Manfaat Metode Hasil Penelitian Kesimpulan Nama
Tahun Afiliasi Penulis digunakan
Permasalahan
5. Liu Ran International fenomena : Tujuan : quantitative  Lokasi: This research finds that Although the number of hotels in
Result in one of the main beijing,china between employees’ Ade Heni Tryani
Tahun :2020 Journal of The influence Beijing, China has soared
reasons of poor employees’  Objek: performance, and
Business and of leadership performance is leadership China’s hotel leadership behaviors have compared with before, but there is
behaviors behaviors; the way of industry significant relationship,
Management the gap between quality of service
Masalah : leadership behaviors may because the positive of
directly influence employees’  Populasi: leadership behaviors are and demands of customers, hotel
Possible performance Overall, 300 pieces able to employees feels
leadership of data were used should be constantly improved,
happy and satisfaction.
behavior can Manfaat : for descriptive Active leadership behaviors and employees are pillars of the
increase the employees with skilled analysis can help employees to
performance of knowledge and competence, hotel, enhancing their
 Sampel: enhance productivity,
subordinates, which can attract more potential service quality, and even performance can really upward
customers and retain repeat The percentages of
as well as men and women in creation.
leadership customers for the hotel. development of entire hotel
the sample were
behavior can similar, at 48 industry. Employees of the hotel
also create low percent and 52
subordinate who are fond of change-oriented
percent, respectively
performance, The respondents behaviors, these behaviors would
when were mainly young,
employees positively influence on employees
with 32% under 28
suffer from the and 49% between performance. Employees are led
passive 28 and 35
behavior of by change-oriented behaviors,
leaders, they  Variabel: they are willing to pay more
are very x1 : The influence
inefficient in of leadership efforts and fulfill commitment,
their work.. behaviors and the organizational culture
Y : employee would exert upward guidance on
performance
them. Changeoriented behaviors
 T.Pengumpula
nData are need more and more leaders
to attempt it, it’s only when
Questionnaires
leadership changes that followers
 Metode are likely to change, inherent
Analisis Data:
task-oriented behaviors mere has
analysis using the
social science a short-term effect on employees
statistical software
performance, this way maybe
package (SPSS)
finite innovation capability of
employees and reduce interest on
their job.
 Fenomena
Peneliti/Judul Nama Jurnal/ Teori yang
No dan Tujuan dan Manfaat Metode Hasil Penelitian Kesimpulan Nama
Tahun Afiliasi Penulis digunakan
Permasalahan
6. Farida1 , DECISION : fenomena : Tujuan : quantitative  Lokasi: (1) Pelatihan berpengaruh 1. Pelatihan berpengaruh positif
Muhammad Jurnal Ekonomi untuk menganalisis pengaruh Kecamatan positif signifikan terhadap dan signifikan terhadap kinerja Jurnal Kelompok
Naim dan Bisnis Pengaruh pelatihan dan pengembangan Bacukiki Barat Kota kinerja karyawan BPJS karyawan BPJS Kesehatan Kota
Pelatihan dan karir terhadap kinerja karyawan Parepare, Sulawesi Kesehatan Kota Parepare, Parepare, Pengaruh positif
Tahun :2021 Pengembangan BPJS Kesehatan Kota Parepare Selatan (2) Pengembangan Karir menunjukkan adanya hubungan
karir berpengaruh positif dua arah dimana dengan pelatihan
Manfaat :  Objek: signifikan terhadap kinerja yang sesuai dan terus
Masalah : diharapkan seluruh potensi kantor BPJS karyawan BPJS Kesehatan berkelanjutan akan meningkatkan
Adanya yang dimiliki tenaga kerja dapat Kesehatan Kota Parepare, kinerja karyawan.
kesenjangan ditingkatkan dan akhirnya  Populasi:
antara kesenjangan bisa berkurang Populasi dalam (3) Pelatihan dan 2. Pengembangan Karir
kemampuan atau tidak terjadi kesenjangan penelitian ini adalah Pengembangan Karir secara berpengaruh positif dan
karyawan lagi. karyawan di BPJS bersama-sama berpengaruh signifikan terhadap kinerja
dengan yang Kesehatan Kota positif dan signifikan karyawan BPJS Kesehatan Kota
dikehendaki Parepare yang terhadap Kinerja Karyawan Parepare. Pengaruh positif
oleh tempat berjumlah 53 orang BPJS Kesehatan Kota menunjukkan adanya hubungan
kerja Parepare dua arah dimana dengan
 Sampel: pengembangan karir yang tepat
menyebabkan 53 orang
perlunya maka karyawan akan
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menjembatani x1 : Pelatihan
kesenjangan kinerjanya.
tersebut, salah X2: Pengembangan 3. Berdasarkan hasil penelitian uji
satu caranya Karir F, Pelatihan dan pengembangan
pelatihan dan karir secara bersama-sama
pengembangan Y : kinerja
karyawan berpengaruh positif dan
. signifikan terhadap kinerja
 T.Pengumpula karyawan BPJS Kesehatan Kota
nData Parepare.
pertama data primer
yang berupa
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data sekunder yang
berupa
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di teliti.
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 International Journal of Business and Management 4 (1): 07-13, 2020
e-ISSN: 2590-3721
© RMP Publications, 2020
DOI: 10.26666/rmp.ijbm.2020.1.2

The influence of leadership behaviors on employee performance in Beijing, China hotel

industry

Liu Ran
Faculty of PHD Management, SEGI University, Jalan Selangor Kota Damasara, Malaysia,
Department of Graduation school of Business SEGI University, Jalan Selangor Kota
Damasara, Malaysia

Abstract: China has successfully held the 29th Olympic Games in Beijing. China’s hotel industry also got
really booming in 2008. Variety of foreign hotel brands came into the China’s market. Developing of hotel
industry need deluge of labors to support. However, many hotels have low service quality of employees,
even there was occurring in high proportion of turnover. Result in one of the main reasons of poor
employees’ performance is leadership behaviors; the way of leadership behaviors may directly influence
employees’ performance. This study researched employees ‘performance in five stars hotels in Beijing,
China, through the way of collect questionnaires to obtain original data. Collecting data adapt to
questionnaire method the unit of analysis by SPSS system. This research finds that between employees’
performance, and leadership behaviors have significant relationship, because the positive of leadership
behaviors are able to employees feels happy and satisfaction. Active leadership behaviors can help
employees to enhance productivity, service quality, and even creation. In this research underlined affect the
most reason of employee’s performance.

Key words: Task-oriented behavior, Relation-oriented behavior, Change-oriented behavior, Employees

Performance,

INTRODUCTION Hence, leadership behavior is a key factor, which

As a developing country, China government always
concerned development of tourism industry;
facilitating tourism industry must be escalating
service quality of hotel industry. Therefore,
employees quality and leader’s management are
predominate factors of ensuring high quality of
operating. With rapid growth of economy of China,
which attract volume of travelers and business
person coming to Beijing, Selecting a good hotel is
main factor of their considering before they travel.
In the hotel industry, employees’ performance can
direct impact on customer’s satisfaction and
organizational reputation. Due to the hotel operate
need high quality service; the feature of service is
emphasis on interaction of people in the hotel, on the
process of interaction employees’ performance can
influence customer’s feeling.
impacts on employees’ attitude, emotional, and even
their competence, these factors will affect customer
evaluation of the hotel. for many travelers and
business people, selecting a quality hotel is their
necessary contents of plan before they travelling,
although there are kinds of hotel brands but most of
customers are willing to one hotel where they really
like, and they disinclined to change hotel, because
hotel just like a temporary home for customers, they
like familiarly environment even familiarly service
agents, however in many situations, due to service
and working attitude of employees are unable to
meet customers’ needs, which lead customers to
change other hotel, even this situation may produce
negative influence hotel’s reputation. Employees’
performance is directly showed in front of
customers, so their behaviors play a key role in
customer loyalty. Some hotel’s managers are more
emphasis on how to improve an internal

Corresponding Author: Liu Ran, Faculty of PHD Management, SEGI University, Jalan Selangor Kota Damasara, Malaysia,
Department of Graduation school of Business SEGI University, Jalan Selangor Kota Damasara, Malaysia
7
 Liu Ran/ International Journal of Business and Management, 4(1) 2020, Pages: 07-13
environment of the hotel, such as advanced
equipments and luxury decorations. Actually the
managers ignored establish loyalty relationship with
customers would be depends more on employees
how to treating customers, which is their ultimate
consideration, Importantly, employees whether can
provide professional service and demonstrate their
own confident appearance, which is related to the
behavior of leaders. Leadership behaviors possible
enhance subordinate’s performance, likewise
leadership behaviors also can make low
subordinate’s performance, when the employees
suffer passive behaviors of leaders, they are
extremely inefficient in their job. Since the 2008
Olympic Games held in Beijing, China has become
the one most favorite tourist country in area of Asia
and predominate place of business activities.
A deluge of tourists and business ma are like to visit
Beijing, Mainly due to tourism industry of China
consistently develop and within special features.
The tourism industry boots hotel industries
developing, In addition to support from tourists,
China hotel industry also try to develop beyond the
old motifs. Currently, the effectiveness of the hotel
industry achieved successful very much depends on
the advanced management ideas and professional
service people, professional hotel workers are the
cornerstone of hotel development, The leaders of
hotel decides the development of the hotel, the
leadership behaviors via task-oriented behaviors,
relationship-oriented behaviors, and change-
oriented behaviors to improve and cultivate
professional employees, Moreover employees with
expertise knowledge and competence, which can
attract to more potential customers and maintain
repeat customers for the hotel.
There were findings that proven employee with
good performance; Most of them evaluate their
leaders with good comments. This effectiveness of
consequence major depends on positive leadership
behaviors, if there do not have a good leader to guide
and cultivate employees; you may impossibly obtain
a qualified subordinate.
LITERATURE REVIEWS
Leadership is the process of having certain influence
in a group and guiding the group to achieve its goals
via such influence. The task-oriented behavior is
main making work tasks more effectiveness, making
groups and individuals more clearly know key
8
points and requirements of each task. And provide
problem solution for employees, Moreover,
monitoring procedure of every task and controlling
employee’s performance on the processes. Hence,
Task-oriented behavior Leaders who perform task
behavior give close guidance and attention to their
employees, this behavior would make employees
with stress on their workplaces as well as limits their
creativity in the work process. Even make them
feeling boring and deficiency of interest in their
tasks result in negative consequence. The aim of
setting performance standards is task-oriented,
which enable to employees to understand to their
tasks of work consistent with work principles,
encouraging employee to complete their tasks more
effectively, however, in this way is not conductive
to employee development and feel no value and
significance of the work, resulting in work
alienation. Relation-oriented behavior means that
the leaders are willing to build good and effective
conversation with their subordinates, there is good
interactive between leaders and employees, effective
conversation and interaction are able to guide
employees achieve their goals; in addition, this
method can abate faults in the process of work.
Relation-oriented behavior of leaders more
concerned their employees' personal well-being and
their emotions. Furthermore, the leaders like to
coach their subordinate’s skills and impart their
more knowledge to buttress employee’s
development. Relation- oriented of leaders would
like to motivate their subordinates to solve different
obstacles with confident, which benefit to
subordinate include better job adjustment, more skill
learning grater self –confidence, and faster career
advancement, likewise employees are also willing to
make sufficient contributions and commitments for
organization, which can increase the likelihood of
success of organization in a rat race. Due to the
development of the Chinese hotel industry is going
to the global as well as latest technology applied,
therefore the organization faces a continuous
transformation process. The organization allocates
responsibility to managers for guidance and predicts
of a blueprint of organization in the future. Change-
oriented behavior such as articulating callings for
vision and encouraging innovative thinking within
workplaces, collective learning in the team or
organization
The leader experiment with the new approach for
achieving goals and broke outdated ways, Actually,
 Liu Ran/ International Journal of Business and Management, 4(1) 2020, Pages: 07-13
Change-oriented behavior is mix of task-oriented
behavior and relation-oriented behavior, Leaders
with these two behaviors belong to transformational
leadership style. Leaders of transformational
leadership are receptive to stimulate innovation of
subordinates and make workflow of organizational
more effectively. Example of communicate a clear
vision of the benefits to be obtained from change.
Communicating can inspire vision and commitment
of employees at the workplace. Through
communication to catch the essential of ideas of
employees, understanding what are employees’
want that seems to be critical, Change- oriented
behavior depend more on buttress and motivation,
and encourage employees to change, when they
creativities are recognized by groups. Actually, in
many actual work situations, some employees with
special type of ideas which may increment of
productivity and make more benefits for
organizational. Those kinds of ideas are derived
from their experiences of pervious workplaces or
expertise; most of the leaders inspired employees to
compliance with rules of workflow rather than
excite potential capability of employees who are
center of the organization, improving productivity
and enhancing of service which is rely more on the
employee’s intelligence, so transformational
leadership behavior is via changing to find out best
work ways and pragmatic approaches.
METHODOLOGY
We conducted a study to understand what behaviors
successful leaders in the hospitality industry
typically use to lead employees most effectively.
Therefore, this study analyzes three leadership
behaviors, mainly studying the hotel industry in
Beijing; Questionnaires were set up in multiple
response surveys. Respondents were briefed on the
Table 1: Descriptive statistic
Sample = 310 Frequency
Sex Male 149
Female 161
Marital Status Married 136
Single 174
9
study and questionnaire in advance to ensure that
they clearly understood the purpose of the study and
questionnaire. None of the respondents were forced
to participate to ensure the accuracy of the results.
Thank those who are willing to participate in the
survey. Overall, 300 pieces of data were used for
descriptive analysis using the social science
statistical software package (SPSS)
RESULT ANALYSES AND DISCUSSIONS
The percentages of men and women in the sample
were similar, at 48 percent and 52 percent,
respectively. The respondents were mainly young,
with 32% under 28 and 49% between 28 and
35.Employees over the age of 35 account for 19%,
married employees account for 44% and single
employees account for 56%. As for the number of
years the respondents have worked in hotels, 34%
said they have worked in hotels for 1-3 years and
42% said they have worked in hotel industry of
Beijing, China for more than 3 years. Nineteen
percent of the respondents said they had worked in
hotels for more than five years, and most of them
earn between 3,000 and 4,000 Yuan a month. Data
loss is inevitable because data is collected manually
through questionnaires. However, the amount of
data lost is very small, ranging from 1% to 3.3% per
processing. This percentage is acceptable for
quantitative statistical analysis, usually in the range
of 15% to 20%.Therefore; available data collection
was used for the following descriptive analysis
because the missing data did not affect the overall
research analysis. According to the survey results,
this study found that most of the respondents have
experienced this phenomenon, when they get along
with leaders, they will cause employees to slack off
in work because of the leaders' behavior.
%
48%
52%
44%
56%
 Liu Ran/ International Journal of Business and Management, 4(1) 2020, Pages: 07-13
Age < 28 Years old 100
28 to 35 Years old 150
>35 Years old 60
Number of years From 1-3 Years
Working With the From3-5 Years
Beijing hotel > 5 Years 77
Monthly Income From 2000-3000 Yuan
From 3000-4000 Yuan 129
From4000-5000 Yuan 81
Position Junior Staff 179
Senior Staff 131
Based on the consequence of result, this study found
that most of respondents convinced leadership
behavior will influence their performance and even
emotion in the workplaces. Accounting for 81% of
the total respondents (264) Only 5% of respondents
believed that the leadership behaviors fail to impacts
their working performance. 42.1% respondents
believed that relation-oriented behaviors can
facilitate their performance; they like to leaders
provide supports on their tasks and trust
subordinates can be complete very well. 53.8% of
respondents convinced that change-oriented
behaviors are able to upward influence their
performance mixture of looking both work
performance and emotions. Merely 4.1% of
respondents are prone to task-oriented behaviors.
Nowadays, task-oriented behaviors and relation-
oriented behaviors are accepted by organizations
generally, task- oriented behaviors are convinced
effective management approach, because these
behaviors are main concentrate on criteria and
consequence of work. The relation-oriented
behaviors are emphasis on leaders are willing offer
guides and buttress to their subordinate when
employees with a difficult task. However, according
to this survey delivery an information to
organization. Employees are more like to change-
oriented behaviors, they desire to communicate with
leaders and exchange ideas to each other; they look
advices forward are accepted by groups and or
organization, which may better irritate their
potential abilities. This study found that in
organization use task-oriented behaviors, their
employees think generally the work is stressful
32%
49%
19%
104 34%
129 42%
24%
100 32%
42%
26%
58%
42%
seems like a robot, task-oriented behavior maybe
produce huge of productivity in short term,
oppositely, if an organization conducts task-oriented
behaviors with long term, which will result in
employees without any interest in their job,
gradually they maybe resign this job. However,
change-oriented behavior is an advance concept of
management and pragmatic approach, this can
change employees’ stereotype mindset, using way of
help employees to promote productivities of
employees, positive impacts employees’ work
attitude in this way that excite their creativity.
Enhancing their confidence and assist them build a
wonderful career pathway via the way of motivation.
Change-oriented behaviors are pursued by majority
of employees. And normally, leader’s behaviors are
formulated by organizations. But only top
management of the hotel try to constantly change
their management concepts can actual improve
performance and service quality of employees,
therefore, evaluating employees’ performance
whether qualified or unqualified is not merely
measurement of they can finish them work tasks
within norm time. Although compare to task-
oriented behaviors, more than half of total
respondents believed that relation-oriented
behaviors are possible to make certain effectiveness
on the process of actual management, this result
prove the relation-oriented behaviors are recognized
of leadership behaviors by staff and organizations.
Because most of the employees are keen to get
encouraging and supporting of leaders on the
workplaces,
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Hence, the relation-oriented behaviors are
effectively, but are not the only valid behaviors.
Relation-oriented behaviors maybe more suitable
for one group and organization, However, from the
angle of long vision, change-oriented behaviors can
better influence on all the practitioners in the hotel.
They will contribute efforts to change whole hotel
industry. Employee’s performance is good or bad,
which depends more on the leadership behaviors.
Therefore, for better promote quality service of
employees and reputation of the hotel, the
organization should attempt to conduct different
leadership behaviors, because different behaviors
will occur in different consequents. Making
opportunity of learning knowledge and skills for
employees and help they maintain positive attitude,
these elements maybe good impact on satisfaction of
customers. In addition, organizations change and
involve in new leadership behaviors are reliable in
changing employee performance.

Leadership behaviors / employees Very low Low Average High Very Total
performance high

Task- oriented behaviors

Monitor operations and performance 94 100 60 29 27 310

30% 32% 19% 9% 8% 98%

Repeat rules, polices, and standards 77 76 70 46 33 305

25% 24.7% 22% 15% 11% 97.7%

Emphasis on consequence of tasks 72 78 69 60 37 302

23% 26% 19% 18% 12% 98%

Relation-oriented behaviors

Provide coaching at the workplaces 10 20 77 98 99 304

3% 6% 25% 32% 32% 98%

Encourage people to determine the best 10 20 77 98 100 305

way to do task 3% 6% 25% 32% 32% 98%

Socialize with employees to build good 10 20 77 98 99 304

relationship 3% 6% 25% 32% 32% 98%

Change- oriented behaviors

Motivate and facilitate innovation of 8 10 81 100 101 300

employees 2% 3% 27% 33% 33% 98%

Experiment with new ideas for achieving 10 20 77 98 99 304

goals 3% 6% 25% 32% 32% 98%

Encourage employee to solve problems in 9 15 79 102 100 305

different ways 2% 4% 25% 33% 33% 97%

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CONCLUSION
Although the number of hotels in Beijing, China has
soared compared with before, but there is the gap
between quality of service and demands of
customers, hotel should be constantly improved, and
employees are pillars of the hotel, enhancing their
performance can really upward development of
entire hotel industry. Employees of the hotel who are
fond of change-oriented behaviors, these behaviors
would positively influence on employees
performance. Employees are led by change-oriented
behaviors, they are willing to pay more efforts and
fulfill commitment, and the organizational culture
would exert upward guidance on them. Change-
oriented behaviors are need more and more leaders
to attempt it, it’s only when leadership changes that
followers are likely to change, inherent task-oriented
behaviors mere has a short-term effect on employees
performance, this way maybe finite innovation
capability of employees and reduce interest on their
job. In this highly competitive era, in addition to rely
on high-tech; Cultivating creative employees is even
more valuable。Employee is a key element of
competition of organization; hence task-oriented
behaviors are not suitable for development of long-
term goal of the organization. Relation-oriented
behaviors are worth developing; these approaches
are used by some leaders, mainly via building a good
relationship with employees, and encourage them
when they meet difficulties, this behavior can
narrow distance between employees and leaders,
improving employees’ loyalty, some leaders think
their position more higher than employees do not
need to establish the relationship with subordinates,
this kind of management of the concept is wrong,
when the conception of the leader not on the right
way, Their leadership behavior is bound to be
wrong, therefore, the organization should carry out
positive leadership behaviors would really change
employees’ performance, boosting their sense of
belongings and sense of duty. Decrease turnover of
employees and improve quality of service.
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