Study of managerial job satisfaction in Hong Kong’s Chinese restaurants

By T. Lam, T. Baum, R. Pine. 2001

130 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/64da8cbf096772c10152358469d60b71563f4aec

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Antecedents and consequences of job satisfaction in the hotel industry (2010, background): “…business performance (Iffaldano and Muchinski, 1985; Schyns and Croon, 2006), employee turnover (Williams and Hazer, 1986; Griffeth et al., 2000; Lam et al., 2001a,b; Martin, 2004; Silva, 2006; Schyns and Croon, 2006), and organizational commitment (Chatman, 1989, 1991; Chatman and Barsade,…”
The relationship between burnout and job satisfaction among physical education teachers: a multivariate approach (2005, result): “These findings are also in accordance with the findings of other studies in a variety of occupational contexts (e.g., Lam et al., 2001; Ting, 1997; Togia et al., 2004).”
Extrinsic and intrinsic motivation on work engagement in the hospitality industry: Test of motivation crowding theory (2017, background): “…and for its low pay, labor-intensive nature, high employee turnover, and various job demands (Barron et al., 2007; Chiang and Jang, 2008; Cho et al., 2006; Karatepe and Olugbade, 2009; Lam et al., 2001), leaders in the hospitality industry have been challenged to engage their employees at work.”
Factors Affecting job satisfaction of employees in Pakistani banking sector (2010, methodology): “Using the longitudinal data, Nguyen et al. (2003) studied the determinants of job satisfaction by including personal traits, job autonomy, working hours, leadership behavior, actual pay and relative.”
What factors influence Generation Y’s employee retention in the hospitality industry?: An internal marketing approach (2020, background): “Several studies have shown that employees are looking for jobs that offer growth opportunities, competent leadership, fair compensation, and fairness within the working environment (Lam et al., 2001; Nadiri and Tanova, 2010; Stewart et al., 2017; Walsh and Taylor, 2007).”
Effects of Individual and Organizational Factors on Job Satisfaction and Intent to Stay in the Hotel and Restaurant Industry (2010, result): “The result that “job satisfaction” is not a good predictor of “intent to stay” corresponds to that of Iverson and Deery (1997), but is contrary to the findings of most previous studies (e.g., Arnett et al., 2002; Igharia & Greenhaus, 1992; Lam et al., 2001).”