Variable name
Describe | Rating level (%) | Average value | |||||
1 | 2 | 3 | 4 | 5 | |||
CT1 | Superiors care about and support their employees. | 0.7 | 7.9 | 23.6 | 54.3 | 13.6 | 3.72 |
CT2 | A superior is a person with capacity, vision and good management ability. | 0.7 | 8.6 | 28.6 | 50.0 | 12.1 | 3.64 |
CT3 | Superiors always listen to employees' opinions. | 0 | 7.1 | 30.0 | 50.0 | 12.9 | 3.69 |
CT4 | Superiors treat employees fairly. | 0 | 8.6 | 31.4 | 48.6 | 11.4 | 3.63 |
CT5 | You feel comfortable working with your superiors. | 0 | 10.7 | 26.4 | 52.1 | 10.7 | 3.63 |
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(Source: SPSS data processing results)
The analysis results from the 5 criteria "Superiors care about and support their employees", "Superiors are capable, have vision and good management ability", "Superiors always listen to employees' opinions", "Superiors treat employees fairly", "You feel comfortable working with your superiors" have an average value from 3.63 to 3.72, proving that the hotel staff are quite satisfied with their superiors, the ratings at the level of "agree" and "strongly agree" of the 5 criteria are all above 60%. However, the ratings of "disagree" and "neutral" of the 5 criteria are above 30%, so there are still a number of employees who are not satisfied with their superiors. Therefore, leaders and managers need to regularly care and be closer to their employees to help and support them, listen to their opinions and, most importantly, treat each individual fairly.
2.3.4.4. Evaluation of reward factors.
Table 2.17: Employee evaluation of reward factors.
Variable name
Describe | Rating level (%) | Average value | ||||
1 | 2 | 3 | 4 | 5 | ||
KT1
The hotel has a clear reward policy. | 0 | 3.6 | 23.6 | 65.0 | 7.9 | 3.77 | |
KT2 | Your contributions and dedication be duly rewarded | 0 | 1.4 | 29.3 | 59.3 | 10.0 | 3.78 |
KT3 | You are rewarded fairly when you do a good job. | 0 | 1.4 | 22.1 | 63.6 | 12.9 | 3.88 |
KT4 | Your achievements are recognized and evaluated promptly by your superiors. | 0 | 2.1 | 22.9 | 66.4 | 8.6 | 3.81 |
(Source: SPSS data processing results)
From the analysis results, the number of employees who "agree" and "strongly agree" about the hotel's reward factor is above 65%. It can be said that the hotel has a good reward policy for employees and the employees are also satisfied with this. The criteria "The hotel has a clear reward policy", "Your contributions and dedication are rewarded appropriately", "You are considered for fair rewards when you complete your work well", "Your achievements are recognized and evaluated promptly by superiors" have average values of 3.77; 3.78; 3.88; 3.81 respectively. In which, the criterion "You are considered for fair rewards when you complete your work well" has the highest average value.
2.3.4.5. Assessment of welfare factors.
Table 2.18: Employee assessment of welfare factors.
Variable name
Describe | Rating level (%) | Average value | |||||
1 | 2 | 3 | 4 | 5 | |||
PL1 | The hotel has many benefits and allowances for you. | 0.7 | 4.3 | 17.9 | 67.1 | 10.0 | 3.81 |
PL2 | The hotel always cares about insurance policies for employees. | 1.4 | 2.9 | 23.6 | 66.4 | 5.7 | 3.72 |
PL3 | You are satisfied with the hotel's allowance. | 0.7 | 2.9 | 20.7 | 67.9 | 7.9 | 3.79 |
(Source: SPSS data processing results)
Like the reward factor, the welfare factor is also highly appreciated by employees. The ratings of "agree" and "strongly agree" over 70% show that the hotel employees are very satisfied with the welfare regime. The criteria "The hotel has many benefits and allowances for you", "The hotel always cares about insurance policies for employees", "You are satisfied with the hotel's allowance policy" have quite high average values of 3.81; 3.72; 3.79 respectively. The highest average value belongs to the criterion "The hotel has many benefits and allowances for you" also proves that the hotel is very interested in its employees, which will contribute to making employees more attached to the hotel.
2.3.4.6. Evaluation of training & promotion factors.
Table 2.19: Employee assessment of training & promotion factors.
Variable name
Describe | Rating level (%) | Average value | |||||
1 | 2 | 3 | 4 | 5 | |||
DTTT1 | There are many opportunities for advancement during the course of work. | 0 | 4.3 | 25.0 | 66.4 | 4.3 | 3.71 |
DTTT2 | The hotel has a clear promotion policy. | 0 | 6.4 | 20.0 | 65.0 | 8.6 | 3.76 |
DTTT3 | You are trained to develop your career. | 0.7 | 5.7 | 15.0 | 71.4 | 7.1 | 3.79 |
DTTT4 | You are always encouraged to improve your professional qualifications and skills. | 0 | 7.1 | 11.4 | 75.7 | 5.7 | 3.80 |
(Source: SPSS data processing results)
70.7% of employees rated "agree" and "strongly agree" with the criterion "There are many opportunities for promotion during work" with an average value of 3.71, the criterion "The hotel has a clear promotion policy" with 73.6% rating corresponding to an average value of 3.76, the criterion "You are trained to develop your career" with 78.5% rating corresponding to an average value of 3.79, and finally the criterion "You are always encouraged to improve your professional qualifications and skills" with 81.4% rating with an average value of 3.79.
The average is 3.8. In general, the factor “training & promotion” has a high rating of over 70%, the ratings “disagree” and “neutral” account for a small percentage. The criterion “There are many opportunities for promotion during work” has a low average value. Therefore, in the coming time, the hotel needs to create more promotion opportunities at work so that employees can make more efforts and strive for each individual.
2.3.4.7. Assessment of loyalty factor.
Table 2.20: Employee evaluation of loyalty factor.
Variable name
Describe | Rating level (%) | Average value | |||||
1 | 2 | 3 | 4 | 5 | |||
LTT1 | You will stick with the hotel during difficult times. | 0 | 5 | 16.4 | 67.1 | 11.4 | 3.85 |
LTT2 | He/she still stays to work at the hotel even though other places pay higher salaries. | 0 | 4.3 | 15 | 70.7 | 10 | 3.86 |
LTT3 | I wish to work long term with the hotel. | 0 | 7.9 | 15.7 | 67.9 | 8.6 | 3.77 |
LTT4 | I am proud to be an employee of the hotel. | 1.4 | 5 | 20 | 62.1 | 11.4 | 3.77 |
(Source: SPSS data processing results)
The analysis results show that the "agree" rating has the highest rate compared to the remaining ratings, more than 70% are "agree" and "strongly agree" ratings of the hotel staff, showing that the majority of employees have a fairly high level of loyalty to the hotel, although there is still a small percentage of employees who rate "strongly disagree" and "disagree", but the number is insignificant. The average value is from 3.77 to 3.86. In which, the criterion "You will still stay and work at the hotel even if other places pay higher salaries" has 80.7% of "agree" and "strongly agree" ratings and has the highest average value among the criteria, which shows that employees will continue to stay and work at the hotel even if other places pay higher salaries.
General comments: Through descriptive statistical analysis of the scale to see the level of employee evaluation, it can be seen that most of the employees in the hotel are satisfied with the factors of salary, rewards, and benefits that the hotel is implementing. In addition, the relationship between colleagues in the hotel as well as between employees and managers and leaders is also highly appreciated. In each factor, there are still a few assessments at the level of "strongly disagree" and "strongly agree" mostly accounting for a small percentage, but this shows that the hotel still has some outstanding problems, problems in management as well as policies, making employees dissatisfied. From the descriptive statistical analysis of the scale for the factor of loyalty, the analysis results show that more than 70% of employees rated "agree" and "strongly agree" for the 4 observed variables, which will create an advantage for the hotel when having a team of loyal employees and will be willing to stay at the hotel to work during difficult times or find another place with higher salaries.
2.3.5. Testing the research model.
Conduct regression analysis for a model consisting of 7 factors: TL (Salary) , DN (Colleagues), CT (Superior) , KT (Reward) , PL (Benefits) , DTTT (Training & Promotion) , and 1 dependent variable LTT: Loyalty.
Six independent variables are assumed to be factors affecting employee loyalty to determine the specific weight of each component affecting employee loyalty to the hotel. The values of the factors used to run the regression are the average values of the observed variables that have been tested. Regression analysis is performed using the multiple regression method with SPSS 20 software.
Hypotheses of the research model:
H1: High salary will make employees more loyal to the hotel. H2: Good colleagues will make employees more loyal to the hotel. H3: Good superiors will make employees more loyal to the hotel.
H4: Good rewards make employees more loyal to the hotel.
H5: Guaranteed benefits make employees more loyal to the hotel.
H6: Good training and promotion make employees more loyal to the hotel.
2.3.5.1. Correlation analysis.
Table 2.21: Pearson correlation coefficient matrix.
LTT | CT | TL | KT | DN | DTTT | PL | ||
LTT | Pearson Correlation | 1 | 0.606 ** | 0.598 ** | 0.601 ** | 0.611 ** | 0.651 ** | 0.413 ** |
Sig. (2- tailed) | 0.000 | 0.000 | 0.000 | 0.000 | 0.000 | 0.000 | ||
N | 140 | 140 | 140 | 140 | 140 | 140 | 140 | |
CT | Pearson Correlation | 0.606 ** | 1 | 0.389 ** | 0.438 ** | 0.441 ** | 0.496 ** | 0.371 ** |
Sig. (2- tailed) | 0.000 | 0.000 | 0.000 | 0.000 | 0.000 | 0.000 | ||
N | 140 | 140 | 140 | 140 | 140 | 140 | 140 | |
TL | Pearson Correlation | 0.598 ** | 0.389 ** | 1 | 0.447 ** | 0.430 ** | 0.442 ** | 0.330 ** |
Sig. (2- tailed) | 0.000 | 0.000 | 0.000 | 0.000 | 0.000 | 0.000 | ||
N | 140 | 140 | 140 | 140 | 140 | 140 | 140 | |
KT | Pearson Correlation | 0.601 ** | 0.438 ** | 0.447 ** | 1 | 0.448 ** | 0.369 ** | 0.287 ** |
Sig. (2- tailed) | 0.000 | 0.000 | 0.000 | 0.000 | 0.000 | 0.000 | ||
N | 140 | 140 | 140 | 140 | 140 | 140 | 140 | |
DN | Pearson Correlation | 0.611 ** | 0.441 ** | 0.430 ** | 0.448 ** | 1 | 0.503 ** | 0.348 ** |
Sig. (2- tailed) | 0.000 | 0.000 | 0.000 | 0.000 | 0.000 | 0.000 | ||
N | 140 | 140 | 140 | 140 | 140 | 140 | 140 |
DTTT
Pearson Correlation | 0.651 ** | 0.496 ** | 0.442 ** | 0.369 ** | 0.503 ** | 1 | 0.347 ** | |
Sig. (2- tailed) | 0.000 | 0.000 | 0.000 | 0.000 | 0.000 | 0.000 | ||
N | 140 | 140 | 140 | 140 | 140 | 140 | 140 | |
PL | Pearson Correlation | 0.413 ** | 0.371 ** | 0.330 ** | 0.287 ** | 0.348 ** | 0.347 ** | 1 |
Sig. (2- tailed) | 0.000 | 0.000 | 0.000 | 0.000 | 0.000 | 0.000 | ||
N | 140 | 140 | 140 | 140 | 140 | 140 | 140 |
(Source: SPSS data processing results)
The results of the correlation analysis show that the Sig values of the variables CT, TL, DN, KT, PL, DTTT are all < 0.05, proving that the dependent variable has a correlation with the independent variables. Therefore, these factors will be included in the regression model to explain the dependent variable. With the initial hypothesis of the theoretical model, we have the following linear regression equation:
LTT = β0 + β1*DN + β2*KT + β3*PL + β4*DTTT + β5*CT + β6*TL + ε
2.3.5.2. Regression analysis.
a. Evaluate the suitability of the regression model.
To evaluate the suitability of the regression model, we use the coefficient of determination R 2 to
Check. Compare the values of R 2 and adjusted R 2 .
Table 2.22: Assessment of the suitability of the regression model.
Model
R | R 2 | R 2 adjustment. | Std. Error of the Estimate | Durbin-Watson | |
1 | 0.828a | 0.686 | 0.672 | 0.326 | 1,880 |
(Source: SPSS data processing results)
Comparing the values of R 2 and adjusted R 2 , we see that R 2 = 0.686 and adjusted R 2 = 0.672. Adjusted R 2 has a smaller value than R 2, so this model of goodness of fit is safer.
does not inflate the model's suitability. We conclude that this model is reasonable to assess the influence of factors on employee loyalty to the hotel. And with adjusted R 2 = 0.672, it means that the suitability of the regression model is 67.2%, explaining that 67.2% of the change in the dependent variable is due to the change in the above 6 independent variables.
b. Test the suitability of the regression model.
Table 2.23: ANOVA test of regression model fit.
Model
Total average direction | df | Medium jar direction | F | Sig. | |
Regression | 30,911 | 6 | 5.152 | 48,472 | .000 b |
Remainder | 14,136 | 133 | 0.106 | ||
Total | 45,046 | 139 |
(Source: SPSS data processing results)
To be able to infer this model into the overall model, we need to conduct an F test through analysis of variance. The F test is a hypothesis test about the suitability of the overall linear regression model. We have a pair of hypotheses:
H 0 : R 2 = 0 (model does not fit)
H 1 : R 2 ≠ 0 (suitable model)
From the analysis results, we see that the statistical value F of the model has a value of Sig = 0.000, so the model is statistically significant, the hypothesis H 0 is rejected, the regression model is appropriate or in other words, there is at least one independent variable that affects the dependent variable that we have included in the model.
c. Regression analysis results.
Table 2.24: Regression analysis results.