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Objective: The objective of this paper is to explore the underlying dimensions of quality of work life (QWL) in the Nigerian hotel industry.
Research Design & Methods:With a defined population of 3.110, a sample size of 355 was determined using probability technique, which formed the participants of the study. Employing the Delphi technique, eight experts and four cycles of inputs led to a consensual number of sixty-three indicators of QWL which formed the final inventory or variables of the quality of work life dimensions used for exploratory factor analysis. Exploratory factor analysis with varimax rotation was employed. Kaiser criterion, examination of the scree plot and Horn parallel analysis (Horn, 1965) guided factor extraction.
Findings:Preliminary assessment conducted confirmed the appropriateness of the dataset for factor analysis. Furthermore, based on the extraction criteria, five factors were extracted which explained 59.37% of the total variance in QWL in the Nigerian hotel industry, labelled as remuneration and benefits, job security and career satisfaction, training and opportunities for personal autonomy, home-work balance and safe and healthy environment.
Implications & Recommendations: The Nigerian hotel industry should focus on the QWL factors which the study reports as most considered by employees. The study has also identified the dimensions of QWL in the Nigerian hotel industry.
Contribution & Value Added:This study identifies the latent variables that show QWL in the Nigerian hotel industry, which are labelled as remuneration and benefits, job security and career satisfaction, training and personal autonomy, home-life balance and safe and healthy environment. The managerial implication is that owners and operators of hotels in Nigeria can benefit by understanding what quality of work life entails and which indicators show the concept. (original abstract)
Research Design & Methods:With a defined population of 3.110, a sample size of 355 was determined using probability technique, which formed the participants of the study. Employing the Delphi technique, eight experts and four cycles of inputs led to a consensual number of sixty-three indicators of QWL which formed the final inventory or variables of the quality of work life dimensions used for exploratory factor analysis. Exploratory factor analysis with varimax rotation was employed. Kaiser criterion, examination of the scree plot and Horn parallel analysis (Horn, 1965) guided factor extraction.
Findings:Preliminary assessment conducted confirmed the appropriateness of the dataset for factor analysis. Furthermore, based on the extraction criteria, five factors were extracted which explained 59.37% of the total variance in QWL in the Nigerian hotel industry, labelled as remuneration and benefits, job security and career satisfaction, training and opportunities for personal autonomy, home-work balance and safe and healthy environment.
Implications & Recommendations: The Nigerian hotel industry should focus on the QWL factors which the study reports as most considered by employees. The study has also identified the dimensions of QWL in the Nigerian hotel industry.
Contribution & Value Added:This study identifies the latent variables that show QWL in the Nigerian hotel industry, which are labelled as remuneration and benefits, job security and career satisfaction, training and personal autonomy, home-life balance and safe and healthy environment. The managerial implication is that owners and operators of hotels in Nigeria can benefit by understanding what quality of work life entails and which indicators show the concept. (original abstract)
Rocznik
Tom
Strony
53--70
Opis fizyczny
Twórcy
autor
- College of Management Science University of Agriculture Makurdi, Benue State Nigeria
- Federal University, Wukari Tarawa State Nigeria
Bibliografia
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- Adetoyin, Y.T. (2012). Effect of pay on organisational effectiveness. Ibadan: Idowu Press.
- Almarshad, S.O. (2015). A Measurement Scale for Evaluating Quality of Work Life: Conceptualization and Empirical Validation. Trends in Applied Sciences Research, 10(3), 143-156. http://dx.doi.org/10.3923/tasr.2015.143.156
- Armstrong, M. (2014). Armstrong's handbook of human resource management practice (13th edition). UK: Kogan Page Ltd.
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- Das, S.H. & Gope, A.K. (2013). Employees' perception on quality of work life (QWL) in Sugar Mills of U.P.: a comparative study based on working environment factor. Pacific Business Review International, 6(4), 76-84.
- David, L., Brazil, K., Krueger, P., Lohfield, L., & Tjam, E. (2001). Extrinsic and intrinsic determinants of quality of work life. International Journal of Health Care Quality Assurance Incorporating Leadership In Health Services, 14(3), 9-15. http://dx.doi.org/10.1108/13660750110391539
- Delbecq, A.L., Van de Ven, A.H., & Gustafson, D.H. (1975). Group techniques for program planning. Glenview, IL: Scott, Foresman & Co.
- Diener, E., Emmons, R.A., Larsen, R.J., & Griffin, S. (2010). The satisfaction with life scale. Journal of Personality Assessment, 49(1), 71-75. http://dx.doi.org/10.1207/s15327752jpa4901_13
- Easton, S., & Van Laar, D. (2013). Evaluation of outcomes and quality of working life in the coaching setting. The Coaching Psychologist, 9(2), 71-77.
- Emerson, R.M. (1976). Social exchange theory. Annual Review of Sociology, 2(1), 335-362.
- Emerson, R.M. (1987). Toward a theory of value in social exchange. In K.S. Cook (Ed.), Social ex-change theory (pp. 11-58). Newbury Park, CA: Sage.
- Field, A. (2009). Discovering statistics using SPSS (3rd edition). London, UK: SAGE Publications Ltd.
- Gardner, S.D., Lepak, D.P., & Bartol, K.M. (2003). Virtual HR: the impact of information technology on the human resource professional. Journal of Vocational Behaviour, 63, 157-179. http://dx.doi.org/10.1016/S0001-8791(03)00039-3
- Gauri, S.R. (2015). Organisational justice and quality of working life: a road that leads to a virtuous organisation. Journal of Social Service Research, 41(2), 269-294. http://dx.doi.org/10.1080/01488376.2014.987942
- Gerhart, B., & Milkovich, G.T. (1991). Employee compensation: research and practice (CAHRS Working Paper
Typ dokumentu
Bibliografia
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bwmeta1.element.ekon-element-000171505911
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