Drivers of job satisfaction as related to work performance in Macao casino hotels

By Zheng Gu, Ricardo C. S. Siu. International Journal of Contemporary Hospitality Management, 2009

231 citations recorded by the source corpus.

PurposeThis paper sets out to examine the relationship between work performance and job satisfaction in Macao's casino hotels and to attempt to determine how job satisfaction may be enhanced to improve work performance.Design/methodology/approachA survey was conducted among Macao casino hotels' employees to collect data on work performance and job satisfaction. Coefficients of correlations were computed to determine the relationship between the two. Job satisfaction drivers were identified through backward stepwise regression analysis.FindingsMediocre interpersonal skills are the major weakness of the labor force and job satisfaction is significantly correlated with job performance. Training opportunities, salaries and benefits, and support from colleagues and superiors are significant drivers of job satisfaction.Research limitations/implicationsThe paper used convenience sampling and the survey was not exhaustive to include all possible job satisfaction drivers. Also, social desirability bias may exist in the employee survey. Future research should use probability sampling, if possible, and include more potential job satisfaction variables to find out how employee job satisfaction may be maximized. Furthermore, a study based on customer survey is desired for examining Macao casino workforce performance. While the findings are applicable to Macao casino hotels, they do provide evidence from the gaming industry to support the theory on job satisfaction drivers. The findings may also carry important implications for gaming jurisdictions with low incomes such as those in East Europe and Southeast Asia.Practical implicationsThe study provides an assessment of the Macao casino hotel workers' performance and job satisfaction and offers useful insights on how work performance and job satisfaction may be improved. On‐the‐job training is proposed for the industry to boost job satisfaction and work performance.Originality/valueLabor force performance has been a concern for the Macao gaming industry but has been thinly researched. The paper identifies problems in work performance as related to job satisfaction and proposes solutions. The identified solutions should help improve job satisfaction and workforce performance for Macao casino hotels.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Tourism, Leisure and Hospitality Management

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

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Citations in the corpus

Effects of High-Performance Work Systems (HPWS) on Hospitality Employees’ Outcomes through Their Organizational Commitment, Motivation, and Job Satisfaction (2021, background): “Research supports that high levels of job satisfaction will result in higher levels of individual job performance [77,78].”
Job Satisfaction, Employee Loyalty and Job Performance in the Hospitality Industry: A Moderated Model (2020, background): “…p = 0.000), also confirming previous research (e.g., (Chen et al., 2017; Costen & Salazar, 2011)) and job performance (SEs = 0.302; p = 0.000), consistent with other studies (e.g., (Almutairi et al., 2013; Gu & Siu, 2009; Nimalathasan & Brabete, 2010; Prasanga & Gamage, 2012; Tsai et al., 2010)).”
The Effects of Perceived Organisational Support on Employees' Affective Outcomes: Evidence from the Hotel Industry (2010, background): “This result is supported by several studies (Buchanan, 1974; Tansky and Cohen; 2001; Riggle et al., 2009; Gu and Siu, 2009).”
The relationship between job satisfaction, job performance and employee engagement: An explorative study (2016, background): “There is also a strong connection between being satisfied at their job and their performance (Gu and Chi, 2009).”