Impact of Shift Work on Employee Satisfaction in the Hotel Industry

This study evaluates the impact of shift work on employee satisfaction in the Australian hotel industry. The study examines the dependent variable of employee satisfaction and the independent variable of shift work. Theories on employee satisfaction and shift work are discussed, along with their interconnected association. The study identifies a problem of understanding the overall influence of shift work on employee satisfaction in the hotel industry.

Running head: IMPACT OF SHIFT WORK ON EMPLOYEE SATISFACTION
Impact of shift work on employee satisfaction
University Name
Student Name
Authors’ Note

2IMPACT OF SHIFT WORK ON EMPLOYEE SATISFACTION
Table of Contents
1.0 Introduction..........................................................................................................................2
1.1 Identification of a problem...................................................................................................3
2.0 Review of literature..............................................................................................................3
3.0 Conclusions........................................................................................................................10
References................................................................................................................................12
Appendix..................................................................................................................................13

3IMPACT OF SHIFT WORK ON EMPLOYEE SATISFACTION
1.0 Introduction
The current study elucidates illustratively prior academic literature that can help in the
process of evaluating the impact of shift work schedule of employees in particularly hotel
sector on level of employee satisfaction. The present segment delivers previous academic
reports that illustrate both the dependent as well as independent variable recognized for the
study. Particularly, the theoretical structure taken into account entails detailed concepts and
theories on employee satisfaction (dependent variable) and theories on shift work
(independent variable). Functioning in the hotel segment can be considered to be very
demanding and several employees are necessarily susceptible when accounted in terms of
improper working environment, ill conditions of health and lower wage levels. However, the
current study evaluates available declarations to comprehend the influence of the shift work
in Australian hotel segment.
The present study takes into account a dependent variable as well as independent variable for
carrying out the study. In this study, the dependent variable indicates towards a variable in
which the value completely depends on another, whereas, independent variable refers to
variable that refers to variable and variation of these ones essentially does not depend on
others. For the purpose of the current study, dependent variable is the satisfaction of the
employees and the independent variable is the effect of the shift work.
1.1 Identification of a problem
The problem that can be recognized from the present study is that it is important to
comprehend the overall influence of shift work in jobs on satisfaction of employees operating
in the hotel industry.

4IMPACT OF SHIFT WORK ON EMPLOYEE SATISFACTION
2.0 Review of literature
Discussion on theories on dependent variable (that is, employee satisfaction)
Human resource managers might be concerned regarding satisfaction of employees for
diverse reasons. Essentially, various altruistic managers have the need of satisfied managers
since they care about and are concerned about their employees. Armstrong & Taylor (2014)
states that result-oriented managers also require satisfied members of the staff as satisfied
staff might perform better, be more productive than and have comparatively less amount of
absenteeism along with greater level of longevity. Debroux (2017) suggests that satisfied
employees also have the inclination towards production of superior quality work than
essentially their dissatisfied counterparts.
Fulfilment Theory
As correctly mentioned by Cascio (2018), the proponents of this particular theory enumerate
satisfaction that a specific individual receives from the perspective of rewards and the extent
to which needs of that individual are satisfied. In addition to this, the proponents of the theory
are of the view that there exists a positive association between satisfaction of job and real
satisfaction of various expected needs. However, the main difficulty involved in this
approach is that satisfaction of employees for the job they do as witnessed by Willing, is
essentially a function of whatever things an individual receives and function of what
individuals feel that they need to receive since there might be substantial variance between
the actual and expectations of individuals (Blyton et al., 2017). Therefore, employee’s job
satisfaction cannot necessarily be considered as only a function of specifically how much a
specific individual can accept from the job. However, another critical factor that need to be
included for the purpose of forecasting job satisfaction accurately is essentially the strength

5IMPACT OF SHIFT WORK ON EMPLOYEE SATISFACTION
of desire of the individuals regarding the level and degree of aspiration that the employee has
in a specific area. However, this might perhaps lead to the process of development and design
of the theory referred to as the discrepancy theory on satisfaction of the employees for the
job.
Discrepancy Theory
Neal & Hammer (2017) suggest that satisfaction can be normally regarded as the variance
between anticipated or desired in comparison to what is actually practised across a number of
orders. Discrepancy theory can be considered as the study of this difference. In essence, a
discrepancy can be regarded as the perceived variance between an anchor and personal
comprehension of accomplishment together with the same dimension. In this case, the anchor
can be properly set by particularly social pressure, instituted goals of employment, personal
anticipations, threshold necessities, and free markets or else any kind of agency or subsisting
bias. Essentially, perceived discrepancy can lead to a number of reactions that are necessarily
emotive or else active. However, an alteration in the perception of accomplishment or
ensuing belief directs the way towards particular attitude or action.
Magnitude along with direction of particularly discrepancy helps in ascertaining the entire
result. As rightly indicated by Snell et al., (2015), the proponents of the theme argue that
employee’s satisfaction is necessarily the function of particularly what a specific individual
accepts from the current situation of the job and what that individual perceives to receive or
what he supposes that he needs to receive or else what he anticipates to receive. However, at
the time when the actual level of satisfaction derived is less than anticipated satisfaction, this
leads to dissatisfaction among the employees. Again, job satisfaction as well as
dissatisfaction can necessarily be considered as functions of the perceived associations
between what an individual essentially wants from their jobs and what the individual

6IMPACT OF SHIFT WORK ON EMPLOYEE SATISFACTION
perceives that the job is offering. In itself, this specific approach essentially does not clearly
present whether over satisfaction is a component of dissatisfaction. Fundamentally, this can
direct the way towards development and formulation of equity theory of satisfaction of job.
Discussion on theories on independent variable (that is, shift work)
Shift work comprises of evening schedule on standard basis, night schedules on daily basis,
rotating shifts, casual work, different split shifts, irregular schedule of work in addition to
other non-daytime schedules of work. In essence, non-shift work system can be regarded to
be any standard day schedules. Furthermore, work life balance essentially can be considered
to be a self-perceived notion. Wilton (2016) suggests that there are specific occupations that
are commonly associated to shift work due to the overall nature along with features of the
jobs. For example, the type of occupations providing services for particularly 24*7 such as
doctors, nurses, defence personnel, people in the accommodation or hospitality industry. Not
unsurprisingly, just as particular occupations are more probable to be associated to shift
work, so are certain industries. Fundamentally, this might perhaps be due to the fact that they
provide services at various non-established time schedules of work and involve continuous
production procedure.
Models and theories related to adaptation to shift work
A specific model by Rutenfranz, Knauth and Angersbach on shift work mentioned that stress
owing to changes of sleeping as well as waking hours as required by shift work mainly
directs the way towards development of various health issues and strain (Rutenfranz et al.,
1981).
Nevertheless, this model presented by also theorizes that the nature of association that exists
between stress of altering work schedules and illness of employees can also be mediated by

7IMPACT OF SHIFT WORK ON EMPLOYEE SATISFACTION
diverse variables, namely situation of family and employee’s personality. For instance, night
shift employee having an uncooperative spouse might probably fail to adjust to night time
working schedule (Snell et al., 2015). In addition to this, this maladjustment and imbalance
might possibly contribute towards the development of various health issues, namely sleeping
disorders along with gastrointestinal problems (Neal & Hammer, 2017). This model by is
extended where another diverse approach is taken into consideration by incorporation of the
notion of appraisal and factor of coping within a normal stressor that is particularly a strain
structure. Essentially, this particular model by Olsson, Kandolin and Kauppinen-Toropainen
on stress and shift workers broadens and expands stress and strain model discussed above. By
considering shift work as the one of the different job associated stressors theorized to exert
impact on the process of development of various illnesses and that these types of associations
also get affected by processes of appraisals as well as coping actions (Olsson et al., 1990).
Essentially, specific attempts of coping that are necessarily cognitive or else passive (for
instance, ignoring the identified problem) and behavioural or active (for example, transfer to
shift during daytime) are necessarily adopted specifically in response to appraisals, unsuitable
responses might however lead to strains and can get reflected in various forms such as mental
illness and physical sickness.
As rightly indicated by Marchington et al., (2016), Monk proposed an intricate model that
supposes that the capability to undertake shift work is ascertained by mainly three interrelated
domains. These interrelated domains comprise of the biological clock, social as well as sleep.
In essence, changes and transformation in the hours of sleeping as well as waking can lead to
resetting of the overall human body’s biological or else circadian clock, disorder of sleep,
problems due to interference with family along with social necessities. Nonetheless, these
domains are essentially interdependent. For instance, alterations in the sleeping hours (also
referred to as circadian disorder) and taking care of sick children (that is say, domestic

8IMPACT OF SHIFT WORK ON EMPLOYEE SATISFACTION
obligation) might both get in the way of both quantity as well as quality of the sleep.
However, various coping attempts and endeavours all at once targeted at these different
factors can help in alleviation of various adverse results. Undeniably, Monk considered that
coping with different domains as important predictors of various thriving adaptations to
particular shift work.
Association between the notions and their interconnected association
The discrepancy theory is a notion that reflects that level of satisfaction is necessarily the
function of what a specific individual receives or accepts from the situation of job and what
that individual believes that he must receive otherwise what he anticipates to get. However,
this theory is essentially is said to be an extension of the theory of fulfilment theory and
therefore is said to be related. The fulfilment theory simply stresses on measurement of
satisfaction from the perspective of rewards received and the degree as well as extent to
which they are contented (Debroux, 2017). Thus, it can be hereby stated that this notion does
not include variables that can help in predicting job satisfaction appropriately.
It is evident from the notions and theories presented above on independent variable that the
model proposed by Rutenfranz Knauth & Angersbach during 1981 in their paper shiftwork
research issues elucidates about the stress caused owing to transformations in both sleeping
as well as waking hours that is an associated feature of the shift work. This model lays
emphasis on the stress emanating from shift work and examines the nature of association
between stress of altering schedule and employee’s sickness. Another theory presented by
Monk is necessarily related to the theory of Rutenfranz together with other scholars and can
be considered to be extension of the same where employee’s attempts of coping with the shift
work is ascertain using certain associated domains (Cascio, 2018). This model proposed by
Monk asserts that attempts of dealing with the stress aimed at three different facets can

9IMPACT OF SHIFT WORK ON EMPLOYEE SATISFACTION
necessarily help in averting adverse results that is to say illness. The previous model only
dealt with the effect of the shift work on the health and well being of the individuals. The
model presented by Olsson along with other scholars on stress and strategies for coping of
three shift workers can also be considered to be an extension of the model by previous model
on shift work research issues and in that way related to one another. The model presented by
Olsson along with other scholars on stress incorporated and assimilated the factor of appraisal
and deal with stress within a normal stress structure of theory presented by Rutenfranz
together with other scholars. This model that supposes that occupational along with non-
occupational stressors as well as personal facets exerts impact on the process of development
of illness. In addition to this, this model also mentions that these associations necessarily get
affected by particularly environment and capability to handle the same.
Relationship between the said variable and implementation in the hotel industry
As mentioned by Brewster & Hegewisch (2017), the hotel sector can be considered to be a
significant sector of the Australian economy. Apart from delivering employment
opportunities for over and above 270000 individuals across the nation, hotels are important
consumers of regionally supplied goods well as services. As mentioned by the Fair Work
Commission, AWRS asked members of the staff to rate the degree and level of satisfaction
across 7 different facets of their job. Essentially, these facets are developed by means of
consultation in addition to cognitive testing procedures (Blyton et al., 2017). In this, members
of the staff had the need to utilize a 7 point scale to reflect the satisfaction level of employees,
in which 1 stood for extremely dissatisfied and consequently 7 stood for extremely satisfied.
Strikingly, the results of the study suggested that employees were most contented with regard
to having flexibility in the process of balancing work as well as non-work commitments and
the liberty to decide the way to undertake the task. In addition to this, data presented by the
Australian Bureau of Statistics reveal that the lowest mean weakly cash income was mainly

10IMPACT OF SHIFT WORK ON EMPLOYEE SATISFACTION
for employees operating in the Accommodation and Food Services segment (that is $548. 40)
and this reflected 7% of employees and in addition to this had the lowest mean of all sectors.
Again, data provided by the Australian Bureau of Statistics show that break down in terms of
industry classification reflects that industry having the highest fraction of men who normally
operated in shifts was mining (that is roughly 52%), whilst for women it was essentially
healthcare. Analysis of the segment (accommodation as well as food services) also had a
superior fraction of shift workers that is around 37%. Out of this, 44% were necessarily men
and approximately 89% operated in particularly food as well as beverage services. In addition
to this, rotating shifts can also be regarded as the most common form of particularly shift
work for men as well as women (approximately 48% and 37% respectively), pursued by
irregular shifts (roughly 16% and 22% respectively) in addition to evening shifts (roughly
15% as well as 16% respectively).
Job satisfaction along with satisfaction with the shift work can be considered to be vital for
effectual contribution of employees to the goals of corporation. Furthermore, prior body of
academic literature have reflected that satisfaction in job can directly exert impact on
satisfaction of various employees with particularly personal life. Individuals working in the
hotel industry can be regarded as one of the occupations in which superior fraction of the
members are engaged in shift work with people working in straight shifts, noon-shifts,
evening shifts or else rotating shifts (Armstrong & Taylor, 2014). While some hotel staff
members tolerate shift work properly, however, there are many who encounter severe issues
owing to shift work. It can be observed that shift work in hotels can essentially induce stress
and tension in the individuals, disturb and disrupt their family life, interrupt general eating
habits, and adversely affect the level of satisfaction with their job. There are certain studies
that indicate that shift work can direct the way towards health issues namely metabolic
syndromes. In addition to this, schedule of shift work can also significant impacts on

11IMPACT OF SHIFT WORK ON EMPLOYEE SATISFACTION
particularly patterns of sleep essentially in particularly long term, directing to superior
cardiac sympathetic conditions. Shift work is necessarily identified as an occupational
stressor that exerts impact on job satisfaction among the members of the hotel industry.
Tasks and activities of the hotel industry can be regarded to be very labour intensive and
inevitably has more harsh work environment. Essentially, the features of work specifically
include strict deadlines, unexpected interactions with guests, long as well as stretched work
hours, repetitive nature of work, superior level of emotional demands, relatively lower level
of influence together with shift work. Stress of work caused due to shift wok within the
hospitality industry is said to have dire consequences for both employers as well as
employees. The shift work schedule leads to fatigue caused owing to the longer hours of
work, unpredictable work shifts, less amount of breaks, patterns of work as well as
environment of work. These essentially contribute to high level of work stress and can
adversely affect employee satisfaction (Analoui, 2017).
3.0 Conclusions
The above study helps in gaining clear understanding as regards the impact of shift work of
various staff members operating in the hotel industry and the level of satisfaction of
employees. In addition to this, this study assists in the process of acquiring deep insight
concerning the overall influence of jobs based on shift work on workers regarding level of
satisfaction enjoyed while operating. Firstly, this study helps in comprehending the themes as
well as notions on dependent variable that is the satisfaction of employees. This includes
detailed evaluation of the discrepancy theory and the fulfilment theory. Thereafter, this study
assists in comprehending the notions on shift work that include model presented by
Rutenfranz, Knauth and Angersbach on shift work, model presented by Olsson along with
other scholars on stress for coping of three shift workers and model proposed by Monk.

12IMPACT OF SHIFT WORK ON EMPLOYEE SATISFACTION
Detailed review of the literature reveals that job satisfaction together with satisfaction with
shift work can be regarded to be crucial for effective contribution of workers to the
corporation’s objectives. Based on findings of report it can be said that satisfaction in job can
directly influence on satisfaction of employees with personal life. Hotel staff members
tolerate shift work properly, nevertheless, there are many who come across severe issues
owing to shift work. The shift work thereafter leads to fatigue due to extended work hours,
erratic work shifts, less breaks, outline of work and work environment. As a result, this might
contribute to superior level of work stress that can consequently affect employee satisfaction.
Founded on analysis of the prior data it can be hereby said that lowest mean cash income for
every weak was mainly for workers functioning in the Accommodation and Food Services
(that is to say hotel industry) segment and this represented 7% of employees and this
necessarily had the lowest mean of all sectors. Thus, it too can be hereby inferred that
workers operating in shifts in hotel industry also do not earn higher amount of wages.

13IMPACT OF SHIFT WORK ON EMPLOYEE SATISFACTION
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Appendix

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