Investigation of the fit among current and preferred organizational cultures, personality styles, and job attitudes in employees of international tourist hotels in Taiwan (China).

摘要

This quantitative study attempted to elaborate on and clarify the relationship among employee personality, job satisfaction, work stress, preferred motivators, job involvement, turnover intention, as well as preferred and current organizational cultures in international tourist hotels in Taiwan.; Using stratified sampling of participants from 20 of the 62 international tourist hotels in Taiwan (n = 300), descriptive statistics, Person Bivariate Correlations, ANOVA, cluster and Discriminant multivariate statistical methods were applied for data analyses. The Personal Style Inventory (PSI), Organizational Culture Assessment Instrument (OCAI) and Job Attitude Assessment Instrument were used to measure employee personality styles, perception of current and preferred organizational culture and job attitudes in this study.; The results revealed that individuals who had the strongest Sensing, Thinking, and Judging personality traits had a higher level of job satisfaction, lower levels of turnover intention and work stress, and medium levels of job involvement and need for intrinsic motivators. However, individuals who exhibited the strongest Extroversion, Perceiving, and the weakest Thinking personality traits tended to have the lowest levels of job satisfaction and job involvement, the highest levels of turnover intention and work stress, and the least perceived need for intrinsic motivators. Among the eight personality traits, Thinking, Feeling, and Introversion were the most powerful discriminators to predict employee job satisfaction, work stress, job involvement, preferred motivators, and turnover intention. Certain personality types displayed preferences for specific organizational culture types, indicating that personality and culture types play an important role in the hospitality industry.; Further, the four different types of current organizational cultures (clan, adhocracy, hierarchy, and market culture) significantly influenced employees' job satisfaction and work stress. Particularly, clan organizational culture was found not only as the major organizational culture, but also the major preferred culture.; This study provided an insight into employee characteristics in the international tourist hotels. The significance of these results could provide a valuable reference for human resource managers in recruiting suitable employees and using their unique personality strengths to train and motivate employees and reducing the turnover rate in hospitality industry.