Start Date
8-1-2011 9:45 AM
End Date
8-1-2011 10:30 AM
Track
2. Track 2 - Poster Session
Subject Area
Food Service
Faculty Member
Dr. Clark Kincaid clark.kincaid@unlv.edu
Abstract
This study attempts to identify if there are statistical differences in motivational and organizational commitment levels between restaurant service employees that work in different type of gratuity distribution environments, particularly those that pool (or share) gratuities and those that retain their own gratuities. Identifying any differences in motivation levels between restaurant service employees working in unlike gratuity distribution environments may assist managers in choosing which gratuity environment, shared or individual, to establish for their restaurant operations. A survey assessing motivation and organizational commitment levels of gratuity earning employees is planned. Four hypotheses are posed with an analysis of variance being conducted on twelve employee motivation factors and on nine organizational commitment measures to determine statistical differences between pooled gratuity employees and independent gratuity employees.
Keywords
Restaurant, gratuity, motivation, organizational commitment, tips
Restaurant Service Employees Motivation and Organizational Commitment: Shared Gratuity versus Independent Gratuity Environments
This study attempts to identify if there are statistical differences in motivational and organizational commitment levels between restaurant service employees that work in different type of gratuity distribution environments, particularly those that pool (or share) gratuities and those that retain their own gratuities. Identifying any differences in motivation levels between restaurant service employees working in unlike gratuity distribution environments may assist managers in choosing which gratuity environment, shared or individual, to establish for their restaurant operations. A survey assessing motivation and organizational commitment levels of gratuity earning employees is planned. Four hypotheses are posed with an analysis of variance being conducted on twelve employee motivation factors and on nine organizational commitment measures to determine statistical differences between pooled gratuity employees and independent gratuity employees.