Dataset Information

Survey dataset on leadership styles and job satisfaction: The Perspective of employees of hospitality providers.

ABSTRACT: This study aimed at establishing the relationship between the dimensions of leadership styles and employees' job satisfaction in hospitality industry in Nigeria. This study was prompted by reports of high labour turnover in this sector of the economy (especially in the guesthouses), because of reduction in the satisfaction of the workforce. Cross-sectional research design which is quantitative in nature, was the methodology adopted for this study to assess the trends of relationships between the constructs. Questionnaire was used as the measuring instrument, and reliability and validity test for the instrument were established using cronbach alpha, for all the variables ranging between 71% and 89%. The study population comprises 410 employees in the six selected functioning guesthouses, which also represents the study sample. Total enumeration sampling technique was adopted. Statistical Package for Social Sciences (SPSS) software package (version 22) was used for the analysis of the data. The field dataset is available to the public for more rigorous, extensive, critical and extended analysis.

SUBMITTER: Folakemi O

PROVIDER: S-EPMC6141163 | biostudies-literature | 2018 Aug

REPOSITORIES: biostudies-literature

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Survey dataset on leadership styles and job satisfaction: The Perspective of employees of hospitality providers.

Folakemi Ohunakin O Adenike Adeniji A AA Olumuyiwa Oludayo A OA Osibanjo Adewale O AO

Data in brief 20180626

This study aimed at establishing the relationship between the dimensions of leadership styles and employees' job satisfaction in hospitality industry in Nigeria. This study was prompted by reports of high labour turnover in this sector of the economy (especially in the guesthouses), because of reduction in the satisfaction of the workforce. Cross-sectional research design which is quantitative in nature, was the methodology adopted for this study to assess the trends of relationships between the ...[more]

PMID: 30229094

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Project description:BackgroundNurses and midwives are a critical part of the healthcare team and make up the largest section of health professionals. Leadership styles are believed to be an important determinant of job satisfaction and retention making effective leadership within nursing and midwifery crucial to health systems success. In Rwanda, there are gaps in knowledge of managerial leadership styles of nurses and midwives and the influence of these styles on job satisfaction and retention for nurses and midwives who report to them, as well as their influence on the provision of health services. This study describes the managerial leadership styles adopted by nurses/midwives and examines the relationship between managerial leadership styles and job satisfaction, intention to stay, and service provision.MethodsThe Path-Goal Leadership questionnaire was adopted and used to collect data on leadership styles while other questionnaires with high validity and reliability were used to collect data on job satisfaction, intention to stay and service provision. The study involved 162 full-time nurses and midwives practicing in 5 selected hospitals with a minimum of 6 months of experience working with their current direct managers. Regression analysis was used to draw conclusions on relationships between variables.ResultsNurses and midwives managers were more inclined to the directive leadership style followed by a supportive leadership style, and the participative leadership style. The nurse and midwife’s managerial leadership styles together significantly explained 38, 10 and 23% of the variance in job satisfaction, intention to stay and service provision, respectively.ConclusionThe findings of this study indicate that managerial leadership styles play a substantial role in enhancing job satisfaction, intention to stay and service provision.The implication for nursing and midwifery managementThere is a need to develop a comprehensive formal professional continuous development course on leadership styles and ensure that all nurses and midwives managers benefit from this course prior to or immediately after being appointed as a manager. Having such a course may even prepare future leaders for their role early in their career. Effective leadership in nursing and midwifery should be enhanced at all levels to improve the job satisfaction of nurses and midwives, address the issue of retention in their respective health facilities and strengthen service provision.

Project description:Job satisfaction plays an important role in healthcare organization and management; it is critical for maintaining and improving staff efficiency and consequently the quality of care provided. Organizational restructuring processes, including mergers, are likely to affect job satisfaction levels, but evidence of the impact they have is surprisingly scarce. The aim of the study was to describe a methodology used to measure job satisfaction of the employees at a Local Health Unit (LHU) in Italy immediately after a merger and to assess the determinants associated with any reduction in worker satisfaction. The study was conducted among employees of the LHU of the Sardinia Region in July 2018, after a merger of eight subregional LHUs had taken place. The entire staff was enrolled, of which a total of 1,737 employees were surveyed. We used a questionnaire exploring socio-demographic and working characteristics of the employees, the various areas related to job satisfaction and interviewee opinions on the merger process. Multivariable stepwise backward logistic regression models were built to identify factors independently associated with lower job satisfaction. The results of a multivariable analysis showed that lower job satisfaction was more likely in employees with an administrative role (aOR: 2.34, 95% CI: 1.37-4.00) or a career demotion (aOR: 1.84, 95%CI: 1.11-3.03). High levels of mental stress were strongly associated with lower job satisfaction (aOR: 5.64, 95%CI: 4.16-7.64). "More equity of employee rewards" was the only example of a set of responder suggestions found to be associated with lower job satisfaction (aOR: 2.30, 95%CI: 1.51-3.47). Generally, responders showed a good level of job satisfaction-and this was also the case following the merger-but some job profile determinants were strongly associated with low employee satisfaction. The results of the study highlighted several challenging areas and critical issues relating to working conditions. Further surveys are required to confirm these results and to monitor their evolution over time.

Project description:Background: In the last years, many changes have involved the labor context: new ways of working, more flexibility and uncertainty, new and more insecure job contracts. In this framework, perceived job insecurity, worker's perception about potential involuntary job loss, has received renewed interest, also for those workers with a permanent contract in Italy. Consequences of job insecurity on work-related outcomes such as job satisfaction have been demonstrated; nevertheless, its possible effects outside the workplace seem to be underestimated so far. Moreover, literature highlighted the importance to consider gender as a possible moderator in the relationship between one partner's stressors and the other partner's strain. Aim: According to spillover and crossover theories, this study aim was to investigate the relationship between job insecurity and family life satisfaction of both partners, through the mediation of job satisfaction. The model has been simultaneously tested in two groups, women and men, in a sample of permanent workers. Method: The research involved a convenience sample of 344 employees with permanent contract (53% female) from different occupational sectors. Participants (focal persons) and their partners filled out a self-report questionnaire. Results: The multi-group SEM indicated a full mediation of job satisfaction in the relationship between job insecurity on the one side, and both individual's and his/her partner's family life satisfaction on the other side in both groups. Conclusion: These study findings highlighted how job insecurity may be indirectly and negatively related to both members' family life satisfaction, through the mediation of job satisfaction. As regards gender, similar spillover and crossover patterns emerged, contributing to that literature that highlights a greater similarity in the models of interaction between work and family among women and men. Interventions should be aimed at reducing perception of job insecurity among workers, including those with permanent contract. Employers should improve communication and flow of information about future organizational changes. Moreover, interventions useful to monitor and reinforce employees' job satisfaction should be planned. Finally, career practitioners may provide counseling and coaching projects aimed at strengthening employees' employability and their ability to deal with changes.

Dataset Information

Survey dataset on leadership styles and job satisfaction: The Perspective of employees of hospitality providers.

Publications

Survey dataset on leadership styles and job satisfaction: The Perspective of employees of hospitality providers.

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