背景:员工被认为是许多组织中最重要的资产之一,他们的健康福祉对于帮助实现可持续发展和有动力的员工队伍至关重要,他们致力于通过提高绩效和生产力来提供优质的酒店服务。鉴于COVID-19大流行给酒店业带来的挑战和影响的程度,现在是时候进一步了解员工的健康福祉了。这项研究的主要目的是检查与健康相关的生活质量之间的关系,台湾酒店业的成就动机和工作绩效,通过工作绩效途径模型更好地理解他们的关系。
方法:这项研究采用了有目的的抽样技术,选择了台湾收入最高的10家酒店公司。从这些酒店公司的员工那里总共收集了292份问卷。基于健康相关生活质量(HRQoL)的多维概念,五个关键维度之间的关系(即心理健康,身体健康,社会健康,成就动机,和工作绩效)进行了检查。为了测量这些尺寸,调查问题改编自以前的研究,如世界卫生组织的WHOQOL-BREF量表,明尼苏达州满意度问卷。偏最小二乘-结构方程建模方法用于探索这些维度,随后开发了两个工作绩效路径模型(针对经理和员工)。
结论:研究结果表明,心理健康直接影响经理的工作绩效,身体健康通过社会健康也有类似的影响。虽然心理健康没有影响员工的工作绩效,但是它可以通过社会健康的直接和间接影响来影响成就动机。建立的路径模型表明,管理者的工作绩效主要受心理健康和社会健康的影响,而影响员工工作绩效的关键维度是成就动机。
BACKGROUND: Employees are considered as one of the most important assets in many organizations, and their health well-being is critical to help achieve a sustainable and motivated workforce that is committed to delivering quality hospitality services through enhanced performance and productivity. Given the extent of the challenges and impact presented by the COVID-19 pandemic to the hospitality industry, it is timely to gain further insights on employees\' health well-being. The key purpose of this study is to examine the relationships between health-related quality of life, achievement motivation and job performance in the Taiwan hospitality industry, to acquire a better understanding of their relationships through the job performance pathway models.
METHODS: This study has used a purposeful sampling technique to select the 10 highest-earning hospitality companies in Taiwan. A total of 292 questionnaires were collected from the employees of these hospitality companies. Based on the multi-dimensional concept of health-related quality of life (
HRQoL), the relationships between the five key dimensions (i.e. psychological health, physical health, social health, achievement motivation, and job performance) were examined. To measure these dimensions, the survey questions were adapted from previous research such as the World Health Organization\'s WHOQOL-BREF scale, Minnesota Satisfaction Questionnaire. Partial least squares - Structural Equation Modeling method was used to explore these dimensions, and two job performance pathway models (for manager and staff) were subsequently developed.
CONCLUSIONS: Findings showed that psychological health directly affected the manager\'s job performance and physical health had a similar effect through social health. While psychological health had not affected the staff\'s job performance, but it could affect achievement motivation through both direct and indirect effects of social health. The pathway models that were developed indicated that the manager\'s job performance was mainly affected by psychological health and social health, whereas the key dimension that had affected the staff\'s job performance was achievement motivation.