Derya Kara

Gender differences on job satisfaction of the five-star hotel employees: the case of the Turkish hotel industry.

Purpose – The purpose of this research is to examine gender differences while controlling for select variables on job satisfaction using data collected from employees in the hospitality industry.Design/methodology/approach – The study was conducted on 397 employees (234 males and 163 females) in five‐star hotels in Ankara, Turkey.Findings – The level of job satisfaction is determined by four factors: “management conditions”, “personal fulfillment”, “using ability in the job”, and “job conditions”. The study results show that significant gender differences exist with regard to the “using ability in the job” dimension of job satisfaction. After controlling such variables as age, marital status, monthly income level, education, type of department, position held, length of time in the organization, length of time in the tourism sector, and frequency of job change, most gender differences remained significant.Research limitations/implications – The use of hotel employees solely representing five‐star hotels ma...

Culture and service-related positive disconfirmations: an application of travel blog analysis.

It has long been understood in the service sector that positive disconfirmations of expectations drive customer satisfaction. Using a sample of 334 consumers’ travel blog postings that describe positive disconfirmations of international hotel guests, this research finds that a traveler’s home country culture influences whether or not the positive disconfirmation is service-related. Specifically, travelers from individualistic countries and low power distance countries experience a greater proportion of service-related positive disconfirmations than those from collective or high power distance nations. From a theoretical perspective, this research extends the emerging body of research that demonstrates the various influences of culture on consumer satisfaction.

Gender differences of middle-level hotel managers self-evaluation ratings in Turkey.

The purpose of this article is to examine self-evaluation differences between male and female middle-level hotel managers who use the 360 degree evaluation model in their organization. Data were collected from 258 middle-level hotel managers (163 male and 95 female department heads) to determine performance evaluation differences in 5-star hotels in Turkey. The study results show that significant gender differences exist in self-evaluation ratings with respect to the dimension of “Adapt to Changes’’; males reported slightly higher levels of “Adapt to Changes’’ than females, at their jobs. After controlling for variables such as age, marital status, monthly income level, education level, type of department, length of time in the organization, and length of time in the tourism sector, some gender differences remain significant. Specifically, males and females displayed more significant distinctions after controlling for their “education level.’’

Organisational commitment with respect to gender variable in hospitality: a Turkish case study

This study examines differences in organisational commitment with respect to gender in five-star hotels in Ankara, Turkey. The study was conducted on 397 employees: 234 males and 163 females. The study indicated that the ‘Attitudinal Commitment’ factor as part of the organisational commitment scale was not statistically significant between female and male employees. However, the study also found that there are significant differences between female and male employees with respect to the ‘Behavioural Commitment’ factor of the scale; males reported higher levels in their behavioural commitment than their female counterparts did. This finding is also consistent with the results obtained from multivariate analysis of variance (MANOVA) in which the independent variable was gender and the two delineated factors were dependent variables. Gender differences in the ‘Behavioural Commitment’ factor remained significant with multivariate analysis of co-variance analysis while controlling for such variables as age, marital status, monthly income level, educational level, type of department, length of time in this organisation, length of time in the tourism sector, and frequency of job changes. However, the significance was mostly attributed to the moderating role of ‘monthly income’.

The moderating effects of gender and income between leadership and quality of work life (QWL)

Purpose The purpose of the present study is to explore the moderating effects of gender and income on the relationship between leadership style and quality of work life. This study provides meaningful implications for the hospitality industry in terms of gender and income between leadership and quality of work life. Design/methodology/approach Data were collected from 5-star hotel employees (n=443) in Turkey. The hypotheses were tested using hierarchical linear regression. The independent and dependent variables used to test the hypotheses involving the dependent variable of quality of work life were centered prior to the empirical analysis to avoid potential multicollinearity. Findings Transformational and transactional leadership styles were significant predictors of quality of work life (QWL), controlling for the demographic variables (i.e. age, employment statistics and education level), but gender and income were not significant antecedents of QWL. When it comes to the interaction effect of leadershi...

The effect of manager mobbing behaviour on female employees’ quality of life

The purpose of this paper is to examine the effect of manager mobbing behaviour on female employees’ quality of working life and overall quality of life. A mobbing behaviour may be a long-term hostile behaviour detected in employees at workplaces. A total of 373 female employees who work in five-star hotels in Turkey participated in this study. First, correlation analysis was performed between manager mobbing behaviour and female employees’ quality of working life, and overall quality of life. The results of the study revealed that there was a negative correlation between manager mobbing behaviour and female employees ‘quality of life. Second, the structural equation model was applied to analyse the relationship among these three constructs. The results of this analysis showed that managers’ mobbing behaviour has a significant negative effect on female employees ‘quality of working life and overall quality of life. In addition, employees’ quality of working life influences their overall quality of life.