Ege Akademik Bakış / Ege Academic Review

9 (3) 2009: 903-921

THE EFFECTS OF OCCUPATIONAL HEALTH AND

SAFETY RISK FACTORS ON JOB SATISFACTION IN
HOTEL ENTERPRISES

Dr.Gonca KILIÇ, Düzce University, School of Tourism and Hotel Management,

[email protected]

Assist.Prof.Murat Selim SELVİ, Düzce University, School of Tourism and Hotel

Management, [email protected]; [email protected]

ABSTRACT

Occupational health and safety risk factors can have direct or indirect effects on
levels of organizational commitment, job satisfaction, and the job productivity of
workers in service companies as well as other types of industries. In this paper,
the effects of physical, biological, chemical and socio-psychological risk factors,
related to occupational safety and health, encountered in hotel enterprises on
job satisfaction were investigated. Questionnaire survey was conducted as a
data collection tool to determine the levels of job satisfaction and opinions of the
workers related to occupational health and safety risk factors in five-star hotel
enterprises. The questionnaire consists of three parts: (1) Questions to
determine some characteristics of hotel company and hotel workers, (2) Levels
of risk related to occupational health and safety in hotel business (3) Questions
to point out the workers‟ level of job satisfaction. Part two and part three of
questionnaire consist of five Likert-type questions. Job satisfaction was
measured using the Minnesota Satisfaction Questionnaire (MSQ). Hotel
workers were asked to complete a questionnaire-form developed were
implemented in February 2009. The study population included 204 employees
from eight five-star hotels in the İstanbul Region. Statements about workers‟
level of job satisfaction and levels of risk related to occupational health and
safety in hotel enterprises were described by calculating the frequency and
percentage distribution, the arithmetic mean and standard deviation. On the
other hand, relationship between workers‟ level of job satisfaction and levels of
risk related to occupational health and safety were determined by correlation
and regression analysis. In addition, if participants‟ opinions on workers‟ job
satisfaction and risks related to occupational health and safety show a
statistically significant difference by demographic characteristics were analyzed
by t-test and variance analysis. According to the analysis stated above it is
Gonca KILIÇ and Murat Selim SELVİ

expected that as long as the risk level on the occupational health and security
increase the satisfaction level of the employees will accordingly decrease.

Key words: Occupational health and safety risks, Job satisfaction, Hotel
companies.

1. INTRODUCTION

There occur new risks in the developed countries in parallel with the
enlargement of the service sector. The most prominent ones of these risks
leading to the occupational illnesses are especially muscular and skeleton
diseases (Yılmaz, 2009; 55). The existence of the risks threatening the
employees‟ health in the offices leads to the occupational accidents and
occupational diseases. It is well-known fact that occupational accidents and the
occupational diseases in the scope of the occupational health and security bring
about losses both for the tourism sector and for the economy of the country. In
other words, the occupational accidents in the business cause a considerable
cost of time and cash because it created job losses. The number of the
occupational accidents and diseases in Turkey in service sector is lower than
that of the industrial sector as well as the height of the psychosocial and
ergonomic risks, working conditions, the structure of the labour force and
increasing employment make this rapidly-growing sector a new center drawing
attention of the studies for occupational health and safety (Öncü, 2008).
However the decrease in the productivity of the employees and motivation might
result in the decline of the job satisfaction and organizational commitment
(Kozak, 2006;168). The importance of the labour force is more important for the
hospitality businesses attached to the tourism sector in which the labour is
highly intensive than the other sectors. It is unlikely for the server who has low
job satisfaction level to serve in a satisfactory way to the customer in a sector in
which the customer purchases the service and served by the server face with. It
is a must for the servers to be satisfied with their jobs and offices to make sure
that the customers accommodate and leave in a way highly satisfied (Akıncı,
2002; 2). This issue has neither necessarily been a research topic nor analyzed
in hospitality and food and beverage industry in Turkey.

2. OCCUPATIONAL HEALTH and SAFETY

The systematic and scientific researches conducted in the offices in order to

avoid the conditions stemming from several reasons and likely to have harm on
health during the carrying out of the work is called occupational safety. In other
words occupational safety is a series of the actions performed with a view to
refrain the employees from the occupational accidents and diseases. Health, in
general, is a larger term than the security. What is meant by occupational health
might be not to be disposed of occupational diseases, to avoid from fatigue
during working, to avoid anti-aging and to ensure a qualitative living level. In

904
other words, it is aimed to make sure that the employees are healthy and
completely well-being (Seymen and Gül, 2004;199).

It is seen that the occupational accidents and diseases have regularly reduced
within the last 10 years in the developed countries however it has been
constantly increasing in the developing countries such as Far East, South
America and African countries. During the last decade occupational accidents
and diseases have decreased 10% in England, 35% in Germany and 21% in
Japan. As it has consistently decreasing in the USA the ratio has reached 6%.
The frequency of serious occupational accidents in EU has decreased % 17 and
that of fatal occupational accidents has decreased 23 % between the years of
1998-2003. On the contrary it has gone up % 48 in Taiwan, %12.5 in Thailand,
141% in Singapore, 25% in Tunisia, 23.3% in Argentina, 38% in Spain, 36% in
Estonia, 19.5% in Latvia, % 12 in Iceland, 18% in Poland, and 14.5% in Chili
(Eurostat, 2007; 111) during the last decade.

The intensively seen occupational accidents along with the accelerating

industrialization after 1980 have been a fundamental problem of our country.
According to the figures of 2006, 79.027 occupational accidents and 574
occupational diseases have occurred in Turkey. The figures only show the
employees registered to the SSK (Social Insurance Association) but they don‟t
cover the self-employed, public employees and unregistered employees. The
number of the fatal cases has approximately increased 100% within last two
years and it reached the number of 1601 and this is one of the biggest figures of
last 18 years (SGK, 2007).

The country which has undergone the worst conditions in terms of the health
and the security of the servers among the EU and candidate countries is
Turkey. Therefore, the harmonization process to the legislation of the EU for the
health and the safety of the servers has leaded to a number of adjustments.
Along with the labour law no. 4857 and in addition to the headings mentioned in
1475, it was entailed to have an on-site doctor, an expert on the health and
safety of the servers and a health and safety unit for the businesses considered
to be an industrial that employ more than 50 workers. Besides, it is stated in the
law that the employees should be trained about the health and safety of the
servers (Yılmaz, 2009; 61).

3. THE RISKS ABOUT THE OCCUPATIONAL HEALTH AND

SAFETY IN HOTEL ENTERPRISES

According to the study conducted by the Hellenic Institute for Occupational

Health and Safety to fix the risk factors at the five-star-hotels operating in
Athens the employees stated that they might be badly affected by the noise,
enlightment and a number of chemical factors (Dienstbühl et al., 2008; 62). The
main elements which are likely to create occupational accidents and diseases
may be categorized into four groups (Kozak, 2006; 168).

905
Gonca KILIÇ and Murat Selim SELVİ

Physical Factors: Temperature, humidity, vibration, noise, enlightment and

radiation.
Chemical Factors: Solid, liquid or gas chemicals which are inflammable,
explosive, dangerous and harmful.
Biological Factors: The diseases stemming from microbes.
Psychological Factors: Human relations and disharmonies.

The factors like temperature, humidity, vibration, noise and the enlightment
might physically harm people (burning, skinning, and cutting themselves or
freezing) especially in the departments of food and drink, kitchen, floor services
or laundry in the hotel enterprises. The employees working in the food and
beverage department and in the kitchen utilize machines with electrically driven
and extremely sharp knives to chop hard fruit and vegetables, slice them or to
mince meat. Another physical risk which might be encountered by one who
works in this department is to burn or skin themselves. Additionally another risk
factor that is likely to be encountered at the large-scale hotel enterprises is the
case of an employee‟s being locked in the deep-freezer (www.isguvenligi.net,
2009).

The risks stemming from the chemical factors cover all kind of risks coming
along with solid, liquid or gas chemicals which are inflammable, explosive and
harmful. Uyan (2008) states that the solid, liquid or gas chemicals such as
carbon monoxide (CO) which is utilized for several reasons, ammoniac and
PVC (polyvinyl chloride) may cause a number of diseases and result in deaths.
The housekeeping services are one of the departments at which the risks
stemming from the chemical factors are one of the highest departments at the
hotel enterprises.

Dermatologic, muscular and skeleton system, auditory disorders, infections,

respiratory tract diseases, allergies, injuries, flexions and traumas are seen at
the hotel and food and drink industries. According to the data of the year 2003 of
the Eurostat the mostly seen occupational diseases in the employees working at
the hotel or food and beverage enterprises in EU countries are respectively
muscular and skeleton diseases (%50) and dermatologic disorders (%29)
(Dienstbühl et al., 2008;18).

Carpal tunnel syndrome is seen in the employees working in the kitchen and
especially those who serve ice cream. However, housekeeping services are one
of the departments which have the highest risks in terms of the occupational
health at the hotels. According to a research conducted by Bolat et al., (2001) it
is the second risky department ranking after the kitchen at the thermal tourism
enterprises. The same authors indicate that the employees bear five risk factors
like bacterial, dermatologic and rheumatismal diseases, the other diseases
stemming from the chemicals and the diseases dependent on the physical
factors and the bacterial diseases risk group is very high.

906
Doormen and bellboys working at the front office are likely to suffer from the
spondilolizis, injuries on the back muscles, spraining of the wrists and stiff
necks. When the large groups check in at the hotels, it leads to the muscular
and skeleton diseases to carry rapidly the heavy suitcases (www.isguvenligi.net,
2009).

The employees have to challenge against the psychological stress and the new
risks like the visual effects stemming from the utilization of the ergonomic or
screened machines in addition to the traumatic injuries, respiratory system
diseases or occupational disorders encountered by the servers (Fuentes ve
Ehrenreich, 1994; 11). When the distribution considering the sorts of the
disorders is analyzed in the Eurostat data, it is seen that muscular and skeleton
diseases are the mostly seen disorders throughout the EU (% 53,1). They are
followed by the occupational psychological disorders like stress and depression
(% 18,2) (Eurostat, 2003; 9).

Those who work for the leading service sectors face with a lot of psycho-social
risks due to the inadequacy of the balance between work and life, ambiguous
and nonstandard working hours, lack of control, heavy work load and time
pressure increasing the stress. It is stated in the research conducted in Finland
on the middle level executives working for the catering and food and drink
businesses that intensive stress in the job environment feeling of occupational
burnout might result in quitting the job (Dienstbühl et al., 2008; 64).

The intensive stress is experienced during the busy schedule hours especially
at the hotels or food and drink businesses. The problems such as impatience of
the customers, lack of personnel and the constraints about the business
reflected to the personnel by the customers might be undergone. However,
when we have a look at the other problems of the employees in travel and
tourism industry the similar problems might be mentioned. It is possible to
mention that they are gathered in the factors like lower wages, the extreme and
irregular working hours and lack of occupational safety (Tatlıdil, 1998; 62).
Nevertheless, Tanrıverdi et al., (2001) stated that the personnel complain about
intensive working hours, extreme work load, lower wages, not being promoted
or not being awarded in consequence of the research conducted by him at the
four or five-star-hotels operating in Turkey. Pavesic and Brymer (1990)
mentioned that they quitted their job on account of long working hours,
exhaustive works and lower wages regarding their studies performed on the
young executives.

According to the European Foundation for the Improvement of Living and

Working Conditions (2002), in comparison to the other sectors, the employees
in the tourism sector are more exposed to the violence, harassment or
discrimination stemming from their workmates or employers. Those who work
for this sector, in comparison to the other sectors, face more with the
intimidation (8.5% in the food and beverage industry in response to 12% in the
other sectors), physical violence (3.5%in response to 6.5%) and sexual

907
Gonca KILIÇ and Murat Selim SELVİ

implication (2% in response to 8%). Additionally, the personnel working in the

food and drink industry suffer more from the discrimination (6,5% in response to
the 10,5%) than the other employees (www.turizmdosyasi.com, 2009).

To sum up, the safety at the hotels is related with the prevention of the probable
accidents. The aim is to protect the customers coming to the business and the
employees from the possible accidents and dangers. The accidents generally
result from not taking the necessary measures or lack of attention. The
important point is that the executives plan in advance how to protect the
customers or the employees from the accidents at the business. Another
important point is to designate beforehand how to protect the business and
equipments and how to minimize the probable losses and damages during the
accident. What all the employees should do in the course of an accident or how
they intervene in case a fire breaks out and who undertakes what should be
fixed and the equipment must be formed for this (Denizer, 2005; 220).

4. JOB SATISFACTION

Job satisfaction means the contentment of the servers because of their jobs.
Job satisfaction is the personal evaluation of the job conditions (the job itself,
the attitude of the administration etc.) or the consequences or (wages,
occupational security etc.) acquired from the job (Schneider ve Snyder, 1975;
s.31). According to another definition Job satisfaction is the phenomenon
ascertaining the contentment of the server and appearing when the
qualifications of the job and the demands of the servers match (Akıncı, 2002;
s.2). In line with these definitions Job satisfaction might be handled as the
consequence resulting from the comparison between the expectations of the
server from his job and the job in question which is performed. The
consequence may emerge as satisfaction or dissatisfaction of the server from
the job.

When the server sees that his expectations are not met in the job environment,
the Job dissatisfaction emerges. It leads to the decrease in the workforce
productivity, organizational commitment (Sagie, 1998; Payne ve Morrison, 2002;
Redfern et al., 2002; Pekdemir et al., 2006) and commitment to the job and
increase in the rates of the optional discontinuation of the job (Gellatly,1995;
Sagie 1998). Besides, the medical conditions of the employees might be
affected negatively. Lower job satisfaction in the servers has been observed to
bring about neurotic (insomnia and headache) and emotional negativenesses
(stress, disappointment) (Miner, 1992; 119).

Nevertheless, the best proof to the deterioration of the works is the lower job
satisfaction. It causes secretly deceleration of the works, job success and job
productivity and increases in the workforce turnover (Iverson ve Deery, 1997;
Lum et al., 1998), occupational accidents and complaints.

908
The job satisfaction is a topic to which the necessary importance should be
attached in terms of its relation with discontinuation, personnel turnover and job
success (Bingöl, 1998, s.268). The qualified personnel effect has a considerable
amount of importance on attainment of the long-term-targets of especially the
businesses operating in the tourism sector. Hence today‟s businesses consider
the human resources as one of the invaluable fortunes of the organization
(Akıncı, 2002; 4).

The employers‟ attitudes at the accommodation businesses are paid more

attention than those of the other business lines. The level and utilization way of
the attitudes such as personality, smiling face, courtesy, cordiality, philanthropy,
respect, hygiene, benevolence and understanding are extremely important on
the meeting the fundamental psychological needs of the customers. Due to the
fact that hotel business is a sector in which the labour is highly intensive and the
people are served by the people, the attitudes of the employees are
complementary of the generation of the commodity and service in question as
well as they are the determinants of the final quality, it is crucial and necessary
for the attitudes to be measured (Kantarcı; 1997).

There are quite a few of problems arising from the job dissatisfaction and factors
determinants of the dissatisfaction. The chief of these factors may be listed as
(Oral, 1999;172-173):

 The customer aggregates occurring at the reception

 The unnecessary increase in the overwork wages in the business
 The increase in the customer complaints
 The increase in the server complaints
 The growing losses in the consumption of the food and drink in the
production sites
 Emerging of the extreme troubles in the durable consumer goods
 The increase in the fragilities of the restaurant goods
 The increasing tendency towards the misuse of the equipment and
materials
 The increase in the occupational accidents
 The quality deterioration of the food and beverage
 Considerable failures and delays of the services
 The decrease in the total sale and profit
 The growing discontinuation of the server to the job
 The increasing rate of the server turnover

The researches settled that job satisfaction or dissatisfaction, in other words,

what the individual wants and what he has may be fixed well in line with a
number of rating processes. The attitude scale is generally used for the job
satisfaction measurements. One of the important scales accepted by the
majority is Likert attitude scale. The questionnaires which are developed are
generally concentrated on these scales (Tütüncü, 2000; 170).

909
Gonca KILIÇ and Murat Selim SELVİ

5. AIM AND METHOD

The aim of this study is to designate the risk factors encountered by the
personnel working at the different departments and to associate it with their job
satisfaction level in the scope of occupational health and safety. In this context,
it is aimed to;

 designate the physical, chemical, biological and psychological risk

factors encountered by the hotel personnel
 detect the job satisfaction level of the personnel
 determine the relation between risk factors and their job satisfaction
level

In this study, a literature review was done aiming to identify the occupational
health and safety risk factors in addition to job satisfaction. Questionnaire
survey was conducted to determine the levels of job satisfaction and opinions of
the workers related to occupational health and safety risk factors in five-star
hotel enterprises. The questionnaire consists of three parts: Scale totally with 25
closed-end statements about risk factors in part 1, consists of four constructs:
Physical factors (7 items); chemical factors (6 items), psychological factors (7
items) and biological factors (5 items). The scale in part 1 was prepared by
providing expert opinions and reviewing related literature. Part 2 covers 20
closed-end statements to identify the worker‟s level of job satisfaction. Job
satisfaction was measured using the Minnesota Satisfaction Questionnaire
(MSQ). Workers in hotel enterprises were asked to specify on a Likert scale
which rating best described their view towards each statements reflecting
occupational health and safety risk factors in addition to job satisfaction.
Statements were framed in the format of a Likert Scale ranging from strongly
disagrees to strongly agree. (1=strongly disagree 2=disagree, 3=neither agree
nor disagree, 4=agree, 5=strongly agree). Part 3 is made of some variables
used for measuring demographic characteristics of hotel workers included age,
gender and education levels, marital status, monthly income, etc..

The population of the study comprises hotel employees working at 5-star hotel
located in İstanbul province. In this frame, clustering sampling method has been
used and 8 hotel enterprises have been treated as a cluster. The study
population included 204 employees from eight five-star hotels in the İstanbul
Region.

The individual features of the participants have been given with their frequency
and percentage distribution in the process of the data analysis. However, the
participants‟ opinions on occupational health and safety and job satisfaction
have been described after they have been measured by the means and
standard deviation. Whether there is a significant difference among the sub-
dimensions (physical, chemical, socio-psychological and biological factors) has
been tested through the one-way anova for the repeated measures. On the
other hand, independent t test and One-Way Anova have been implemented for
910
the comparison of the participants‟ opinions about the situation by their
individual features. The relation between the participants‟ opinions on
occupational health and safety and job satisfaction level has been designated
via correlation and multiple linear regression analysis [Yi = β0 + β1X1 + β2X2 +
..…+ βkXk + e (k=number of variables)]. Besides scale reliability analysis in this
research has been fixed through the coefficient of Cronbach‟s Alpha.

6. FINDINGS AND DISCUSSION

Some findings of this research are shown in the tables below.

Table 1: The Distribution Concerning the Participants‟ Features (n= 204)

Var.. GROUP F % Var. GROUP F %

Male 134 65.7 None 58 28.4
Tourism education

Anatolia Hotel and Tourism

Sex

Female 70 34.3 13 6.4

Vocational Lycée
24 11.8
level

Total 204 100 Tourism two year degree

undergraduate and 35 17.2
20 and less 15 7.4
post-graduate
21-30 93 45.6 Other (course and Certificate) 35 17.2

31-40 57 27.9 Total 165 80.9

Age

41-50 20 9.8 Higher-level manager 8 3.9

in the enterprise

51 and over 19 9.3 Middle- level managers 16 7.8

Position

Total 204 100 Lower-level manager 26 12.7

Married 102 50.0 Other Personnel 93 45.6

143 70.1
Marital

Single 74 35.8 Total

status

Widowed, or divorced 23 11.7 Front Office 29 14.2

37 18.1
Department

Total 199 97.5 Food and Beverage

750 TL and less 54 26.5 Housekeeping 42 20.6
Monthly income

751TL-1000TL 69 33.8 Technique service 16 7.8

1001TL-1250TL 40 19.6 Others 40 19.6

1251TL-1500TL 21 10.3 Total 164 80.4

1501TL and over 14 6.9 5 year and less 24 14.8

46 21.5
Length of employment

Total 198 97.1 6-10 year

Elementary- Junior 30 14.7
59 28.9 11-15 year
high school
Educational level

vocational and
technical high schools 59 28.9 16- 20 year 29 14.2
or lyceé
Junior college degree 26 12.7 21 year and over 55 27.0
Bachelor‟s degree
45 22.1
or post-graduate Total 184 90,2
Total 189 92.6

911
Gonca KILIÇ and Murat Selim SELVİ

According to the findings shown in table 1, the majority of the participants

comprises of the gentlemen (65.7 %), those between 21-30 age groups
(%45.6), the married (50 %), and those who have a salary between 751-1000
TL. 12.7% of the participants is the higher-level manager and 45.6 % of them is
the other personnel. %57.8 of them were graduated from vocational and
technical high schools or lyceé or has lower level of education. %28.4 of the
participants has stated that they didn‟t ever study tourism education.

Table 2: The Reliability and Factor Analysis Results of The Occupational Health
and Safety Risk Factors Scale

Cronbach
FACTORS % of Variance % Cumulative
Alpha
Physical .87 22.52 22.52
Chemical .89 19.25 41.77
Socio-psychological .80 18.35 60.12
Biological .86 16.15 76.37

According to the reliability analysis results shown in table 2, it is seen that the
Cronbach Alpha values are high. The Cronbach Alpha values have been
calculated 0.87 for the physical factors, 0.89 for the chemical factors, 0.80 for
the socio-psychological factors and 0.86 regarding the biological factors. The
coefficient of the Cronbach Alpha has been calculated 0.82 for the job
satisfaction scale. According to the results of the factor analysis aforesaid four
factors explain the %76.37 of the total variance.

Table 3 shows that there is a significant relation among the occupational health
and safety factors and the aforesaid sub-dimensions (p<0.001). When the
averages regarding the dimensions it is seen that the most positive opinions of
the participants are about the physical factors of the hotel enterprises ( =3.97)
while the most negative ones are about the socio-psychological factors
( =3.26). Although the participants have more positive opinions about the
hotel‟s ground being always clean and dry or seeing the necessary measures
about cutters, drillers and hurtful having been taken before, they show a critical
approach about the adequacy of the wages and not having a fair promotion
system in comparison to the other points.

It can be seen from Table 4 that the job satisfaction of the participants is higher
than the middle level. The participants especially stated that they find their jobs
more satisfactory because it makes them feel they have completed their duty
successfully and they get along well with each other. On the contrary, they have
delivered negative opinions about the wages, enterprise policies and their
implementations and the promotion possibility in comparison to the other points.

912
Tablo 3: Descriptive Statistics Concerning The Occupational Health and
Security Risk Factors and The Comparison of The Factors.

Factors
Factors Items n Means S.D. Sig.
Means
1- The working environment is sufficiently enlightened. 204 4.02 1.01
2- The humidity and the temperature of the working
201 3.68 1.27
environment are appropriate.
3- The ground is always clean and dry. 196 4.17 1.03
4- The necessary measures for the cutters, drillers and
202 4.07 1.07
Physical

the hurtful are taken.

3.97 a
5- The preventive measures are taken against the
204 4.03 1.03
blasts.
6- The protective garments appropriate for the work are
198 3.89 1.14
worn.
7- Regular maintenance of the tools, materials and
199 3.95 1.01
equipments is done.
8- The dangerous chemicals (all kinds of detergents,
196 3.83 1.11
ammoniac, acids, chlor, bicarbonates etc.) are marked.
9- The protective tools and materials (mask and the
196 3.81 1.18
gloves etc) are utilised in case the chemicals are used.
10- The personnel are always instructed about the
Chemical

199 3.69 1.25

utilisation of the chemicals.
3.76 b
11-The necessary supervisions on the utilizations of
200 3.67 1.17
the chemicals are performed by the top authorities.
12- The personnel know how to use the fire
199 3.68 1.13
extinguishing tubes and where they are.
***
13- The instruction manuals of the chemicals are
195 3.84 1.07
always followed.
14- Working and recreation hours are balanced. 199 3.61 1.31
15- The works appropriate for the personnel‟s physical
198 3.54 1.20
psychological

and mental capacity are given.

16- The personnel are awarded or honoured. 194 3.38 1.33
Socio-

3.26 c
17- The factors likely to cause stress are eliminated. 195 3.04 1.31
18- Working hours are intensive and irregular. 195 3.30 1.38
19- The wages (salaries) are sufficient. 195 2.93 1.30
20- There is a fair promotion system. 199 2.97 1.32
21- The periodical health controls of the personnel are
201 3.40 1.40
performed.
22- The personnel are provided with clean and
appropriate working environment in order to refrain 201 3.69 1.06
from the infections or communicable diseases.
Biological

23 Effective cleaning methods (sterilisation and

3.40 d
disinfection) are utilised against the viruses multiplying 204 3.72 1.11
in the clean environments.
24- The personnel are vaccinated to protect from the
195 3.07 1.51
diseases.
25- The necessary training about the protection from
201 3.08 1.48
the diseases is given to the personnel.
***: p<0.001 a,b,c,d: There is a significant difference among the factors comprising the different
letters.

913
Gonca KILIÇ and Murat Selim SELVİ

Table 4: Descriptive Statistics Related to Job Satisfaction

On my present job, this is how I feel about….. N Mean S.D.
1- Being able to keep busy all the time 200 3.51 1.16
2- The feeling of accomplishment I get from the job 200 3.88 .92
3- Being able to do things that don‟t go against my conscience 197 3.49 1.21
4- The freedom to use my own judgment 203 3.34 1.11
5- The way my job provides for steady employment 200 3.50 1.20
6- The chance to tell others what to do 200 3.54 1.11
7- The chance to work by myself 201 3.47 1.19
8- The chance to do something that makes use of my abilities 196 3.49 1.02
9- The chance to make use of my abilities and skills 199 3.59 1.08
10- The chance to do things for other people 198 3.46 1.09
11- The chance to be “somebody” in the community 192 3.57 1.21
12- The chance to do different things from time to time 193 3.43 1.33
13- The way promotions are given out on this job 201 3.30 1.39
14- The way company policies are put into practice 199 3.23 1.27
15- My pay and the amount of work I do 198 3.18 1.32
16- The way I am noticed when I do a good job 196 3.40 1.27
17- The competence of my supervisor in making decision 195 3.51 1.30
18- The way my boss handles his/her employees 194 3.44 1.28
19- The working conditions (heating, lighting ventilation, etc) 201 3.59 1.28
20- The chance to develop close-friendships with my co-workers. 198 3.65 1.23

According to the findings shown in table 5, the significant relations have been
fixed among some of their features (except the marital status and the working
time period in the enterprise) and some variables (such as physical, chemical,
socio-psychological, biological factors and job satisfaction) about which they
have delivered their opinions (p<0.05). When the averages are examined it is
seen that the job satisfaction of the gentlemen ( =3.61) is higher than that of
the ladies ( =3.22). However, those who are 20 years old and less, those who
have salaries of 750 TL or less and those who have primary or high school
education delivered more negative opinions than the other groups about the
sub-dimensions concerning the occupational health and safety risk factors.
Those who have tourism licenses or those who have upper education level,
those who are not executives in the enterprise and the ones working in the
department of housekeeping delivered more negative opinions about the
chemical factors then the other groups. Those who have tourism education
through the courses and certificate programs and the ones who are not
executives stated more negative approaches on the job satisfaction, biological
and socio-psychological factors and those who work for the housekeeping and
food and beverage department showed more negative approaches about the
job satisfaction and socio-psychological factors when compared to the other
groups.

914
 Table 5: Comparison by Respondent Characteristics of Occupational Health
and Safety Risk Factors and Job Satisfaction Means

Occupational health and safety risk factors

Var. Group Socio- Job
Physical Chemical Biological
Psychological satisfaction
mean s.d. mean s.d. mean s.d. mean s.d. mean s.d.
Male 4.00 .71 3.80 .82 3.25 .73 3.43 1.05 3.61 .77
Sex

Female 3.88 .91 3.65 1.06 3.28 .97 3.34 1.02 3.22 .81
Sig. - - - - ***
20 and less 3.28a 1.28 3.06a 1.21 2.89a 1.28 2.76a 1.26 2.99a .75
21-30 4.03b .72 3.63b 1.00 3.12b .86 3.18b 1.03 3.31b .80
31-40 3.99b .73 3.65b .70 3.44c .77 3.89c .95 3.79c .82
Age

41-50 4.08b .71 4.24c .55 3.62d .47 3.47d .88 3.80c .41
51 and over 4.09b .66 3.75b .55 3.19b .74 3.43d .78 3.37b .74
Sig. *** *** *** *** ***
750 TL and less 3.66a .91 3.30a 1.01 2.86a .92 2.88a .98 3.12a .83
751TL-1000TL 4.09b .73 3.82b .86 3.36b .74 3.51b 1.13 3.57b .83
Monthly
Income

1001TL-1250TL 3.94b .67 3.95b .66 3.32b .79 3.69b .81 3.47b .77
1251TL-1500TL 4.02b .65 3.90b .77 3.50c .94 4.11c .64 3.75c .52
1501TL and over 4.06b .65 4.28c .87 3.46c .62 3.37d 1.04 3.87c .65
Sig. *** ** *** ** ***
Elementary- Junior
3.75a .93 3.70a .93 2.98a .85 3.29a 1.08 3.32a .85
high school
vocational and
Educational

technical high schools 4.01b .71 3.62a .98 3.39b .67 3.59b .98 3.44b .72
level

or lyceé
Junior college degree 4.18b .58 3.71a .68 3.29b .76 3.49b .90 3.63c .64
Bachelor‟s degree
4.14b .71 4.16b .80 3.43b .91 3.68b 1.03 3.67c .87
or post-graduate
Sig. *** *** *** * ***
None 3.96 .75 3.80a .82 3.37a .60 3.53a .89 3.26a .67
Anatolian Tourism and
Hotel Vocational High 3.57 .48 3.84a .46 3.65b .74 3.89b .81 4.01b .73
School
Tourism Education

Tourism two year

4.08 .56 3.67a .65 3.26c .630 2.97c .91 3.61a .77
level

degree
undergraduate and
4.17 .77 4.17b .69 3.65b .16 4.00b .74 3.91c .59
post-graduate
Other(course and
4.06 .78 3.46c 1.29 2.90d .92 2.78c 1.15 3.18a 1.02
Certificate pogram)
Sig. - * ** * ***
Higher-level manager 3.83 .54 3.91a .66 3.82a .73 3.82a .68 3.98a .64
Middle-level managers 4.26 .76 4.61b .47 4.08a .39 4.12a .73 4.09a .29
Position

Lower-level manager 4.07 .64 4.01a .69 3.55b .59 3.69b .92 3.70b .61
Other Personnel 3.87 .89 3.60c .94 3.12c .92 3.17c 1.08 3.38c .80
Sig. - ** *** ** ***
Front Office 4.05 .83 3.74a .93 3.26a .96 3.44 .98 3.64a .86
Department

Food and Beverage 3.95 .53 3.80a .73 3.09b .74 3.49 1.04 3.39b .73
Housekeeping 3.96 .71 3.51b .97 3.14b .69 3.24 .91 3.28b .85
Technique service 4.12 .87 3.86a .95 3.30a .40 3.41 1.01 3.71a .96
Others 4.25 .64 4.10c .72 3.62c .87 3.70 .94 3.93c .53
Sig. - * * - **

915
Gonca KILIÇ and Murat Selim SELVİ

*: p<0.05 **: p<0.01 ***: p<0.001 a,b,c,d: There is a significant difference among
the factors comprising the different letters.
According to the variance analysis results shown in table 6, the multiple linear
regression model belonging to the relation among the dependent variables (job
satisfaction level) and the independent variables (physical, chemical, socio-
psychological and biological factors) has been found significant (F=58.298;
p<0,001). Accordingly, the coefficients found for the multiple linear regression
model is significant and it does not equal to zero.

Table 6: Variance Analysis for Multiple Linear Regression Model

Sum of Squares df Mean Square F Sig.

Regression 71.473 4 17.868 58.298
Residual 60.686 198 .306 ***
Total 132.158 202
***: p<0.001

When the table 7 on which the multiple linear regression coefficients and
importance controls are written is analysed, it is seen that the physical,
chemical, socio-psychological and biological factors have a considerable effect
on the job satisfaction (p<0,001). T values on the table 7 show that the most
important factors on the job satisfaction are the biological and chemical risk
factors. This finding parallels with the correlation coefficients among the
variables. The correlation coefficients point to the high relation level among the
job satisfaction, biological (r=0.664) and chemical (r=0.622) risk factors while
they show a middle relation level among the job satisfaction, physical (r=0.461)
and socio-psychological (r=0.435) risk factors.

Table 7: Findings Related to Multiple Linear Regression Model

Dependent Coefficients Std. Pearson

Beta t Sig.
variables βi Err. Correlation
(Constant) .772 .213 3.617 *** r Sig.
Physical .112 .063 .109 1.785 * .461 ***
Chemical .252 .060 .282 4.199 *** .622 ***
Socio-psychological .090 .063 .070 1.054 * .435 ***
Biological .323 .051 .418 6.343 *** .664 ***
2
*: p<0.05 ***: p<0.001 R=73,5 R =54.1

2
The explanatory character of the model has been calculated %54.1 (R =54.1)
and the multiple linear regression model in consequence of the analysis may be
stated as below: Multiple linear regression model: Job satisfaction=0.772+
Physical *0.112+ Chemical *0.252+ Socio-psychological *0.090+ Biological
*0.323

916
7. CONCLUSIONS AND RECOMMENDATIONS

According to the results of the analysis stated above, it is seen that job
satisfaction of the gentlemen is higher than that of the ladies. those who are 20
years old and less, those who have salaries of 750 TL or less and those who
have primary or high school education delivered more negative opinions than
the other groups about the sub-dimensions concerning the occupational health
and safety risk factors. Those who have tourism licenses or those who have
upper education level, those who are not executives in the enterprise and the
ones working in the department of housekeeping delivered more negative
opinions about the chemical factors then the other groups. Those who have
tourism education through the courses and certificate programs and the ones
who are not executives stated more negative approaches on the job
satisfaction, biological and socio-psychological factors and those who work for
the housekeeping and food and beverage department showed more negative
approaches about the job satisfaction and socio-psychological factors when
compared to the other groups.

The results indicate that the physical, chemical, socio-psychological and

biological factors have a considerable effect on the job satisfaction. The most
important factors on the job satisfaction are the biological and chemical risk
factors. it is expected that as long as the risk level on the occupational health
and security increase the satisfaction level of the employees will accordingly
decrease.

In addition to these results, we can produce some solution and

recommendations in the light of the knowledges based on literature in this
research:

Those who utilize some kinds of machines must be trained and the dangers
should be mentioned. The garments of the people utilizing some machines must
not droop; the sleeves should be short and from the rubber; the bonnet should
be worn to avoid from the contact with the machines and the jewelers should be
taken out. Additionally dish washers who clean these sharp tools cut
themselves easily when they do not wear plastic gloves (Koçak, 2006; 133;
www.isguvenligi.net, 2009).

Deep freezers as large as a room might be used for doing food services to the
customers and keeping some of the convenience foods, sauces, fruits,
vegetables, fish and the meat in proper conditions in that sort of businesses.
The necessary measures for the risk of the closing of the door should be taken
after entering into the cold warehouses. Therefore the doors of the deep
freezers can be opened inside or the alarm system should be installed inside.

After the dangerous sources have been designated by the enterprise with a
view to shaping the studies of the occupational health it should be regularly
supervised and examined. In consequence of the researches the inadequacies
917
Gonca KILIÇ and Murat Selim SELVİ

of the system must be fixed and the accidents can be foreseen and necessary
measures might be taken (Kozak, 2006; 168). Nevertheless, all the employees
should be trained against accident possibility. In case an accident occurs in the
enterprise the administration should take the necessary measures to avoid
another accident (Koçak, 2006; 132).

Various measures should be taken in order to avoid the employees from being
negatively affected and to minimize the socio-psychological risks stemming from
the hotel enterprises‟ performing in a sector in which the labour is highly
intensive by the administration. This might be listed as assigning the personnel
with the duties appropriate for his physical and mental capacity, stabilizing the
working and resting hours, elimination of the concern for the safeguarding of the
job, awarding the employees, to ensure a sound communication between
personnel and administration and backing up the personnel regarding the
settlement of their familial and individual problems (Seymen ve Gül, 2004; 202).

The following measures might be listed in order to minimize the risks stemming
from the biological factors and likely to be encountered by the personnel in the
hotel enterprises. These are attaching importance to the sterilization and
disinfection, making sure that the personnel is vaccinated, being stick to the
hygiene and sanitation rules and providing the personnel with necessary
training (Denizer, 2005; 227; Seymen ve Gül, 2004; 202).

What should be done by the principals and high administration of the

housekeeping department in order to minimize the risks stemming from the
chemicals might be summarized as: favouring the least dangerous chemicals,
training the personnel regarding the related topic, ensuring that the personnel
stick to the instruction manual, making sure that the personnel utilize the
protective tools and materials, performing periodical measurements of the
environments in which the chemicals are used and having the employees
undergo the periodical physical examinations.

REFERENCES

AKINCI, Z. (2002): “Turizm Sektöründe İşgören İş Tatminini Etkileyen Faktörler:

Beş Yıldızlı Konaklama İşletmelerinde Bir Uygulama”, Akdeniz Üniversitesi
İktisadi ve İdari Bilimler Fakültesi Dergisi, 4: 1-25.
BINGOL, D. (1998): İnsan Kaynakları Yönetimi, Dördüncü Bası, İstanbul, Beta
Basım Yayım Dağıtım A.Ş.
BOLAT, T., SEYMEN, A.O., and BOLAT O. İ,. (2001): Termal Turizm
İşletmelerinde İşgören Sağlığı ve İş Güvenliği Sorunları ve Çözüm Yolları: Bir
Uygulama, Birinci Ulusal Kaplıca Turizmi Sempozyumu, Balıkesir Üniversitesi
Gönen Meslek Yüksekokulu, 5-6 Mayıs 2001: 1-35.

918
DAVIS, K. (1988): İşletmede İnsan Davranışı-Örgütsel Davranış, Çev: Kemal
Tosun, İstanbul, İstanbul Üniversitesi İşletme Fakültesi Yayını.
DENİZER, D. (2005): Konaklama İşletmelerinde Yiyecek ve İçecek Yönetimi,
Ankara, Detay Yayıncılık.
DIENSTBUHL, I., MICHAELIS, R., SCHARMENTKE, M., BUFFET , M.,
ROSKAMS, N., VAN HERPE, S., KARJALAINEN, K., KOUKOULAKI, T.,
GERVAIS, R., STABILE, S., KARANIKA, M., KOUVONEN, A., NAROCKI, C.
and LISSNER L,. (2008): Protecting Workers in Hotels, Restaurants and
Catering. European Agency for Safety and Health at Work.
http://osha.europa.eu/en/publications/reports/TE7007132ENC_horeca (Erişim
Tarihi: 14.02.2009).
EUROSTAT, (2003): “European Social Statistics,-Accidents at Work and Work-
related Health Problems”, Work-related health problems by sex, diagnosis
group, activity status, age and severity 1999,
http://epp.eurostat.ec.europa.eu/portal/page, (Erişim Tarihi: 25.11.2007).
EUROSTAT, (2007): Europe in Figures-Eurostat Yearbook 2006-07, Eurostat
Statistical Books, Luxembourg: Office for Official Publications of the European
Communities.
FLETCHER, C. and WILLIAMS, R. (1996): “Performans Management, Job
Satisfaction and Organizational Commitment”, British Journal of Management,
7(2): 169-179.
GELLATLY, I. R. (1995): “Individual and Group Determinants of Employee
Absenteeism: A Test of A Causal Model”, Journal of Organizational Behavior,
16: 469–485.
IVERSON, R. D. and DEERY, M. (1997): “ Turnover Culture in The Hospitality
Industry”, Human Resource Management Journal, 7 (4): 71-82.
KANTARCI, K. (2004): Konaklama İşletmelerinde Önbüro İşlemleri ve Yönetimi.
Ankara, Detay Yayıncılık.
KANTARCI, K. (1997): Otel İşletmelerinde İş Tatminin Ölçülmesi ve İşgören
Performansına Etkileri, Basılmamış Doktora Tezi, İzmir, Dokuz Eylül Üniversitesi
Sosyal Bilimler Enstitüsü.
KOÇAK, N. (2006): Yiyecek İçecek Hizmetleri Yönetimi, Gözden Geçirilmiş 3.
Baskı, Ankara, Detay Yayıncılık,
KOZAK, AKOGLAN, M. (2006): Otel İşletmelerinde Kat Hizmetleri Yönetimi,
Genişletilmiş 5. Baskı, Detay Yayıncılık, Ankara.
LIOU, K.T. (1995): “Understanding Employee Commitment in The Public
Organization: A Study of the Juvenile Detention Center”, International Journal
of Public Administration, 18(8): 1269- 1295.

919
Gonca KILIÇ and Murat Selim SELVİ

LUM, L., KERVIN, J., CLARK, K., REID, F., and SIROLA W,. (1998):
“Explaining Nursing Turnover Intent: Job Satisfaction, Pay Satisfaction, or
Organizational Commitment?”, Journal of Organizational Behavior, 19: 305–320.
MINER, J.B. (1992): Industrial- Organizational Psychology, McGraw-Hill Int,
Singapore.
ORAL, S. (1999): Otel İşletmeciliği ve Otel İşletmelerinde Verimlilik Analizleri,
Kanyılmaz Matbaası, İzmir.
ÖNCÜ, H. (2008): Otel ve Restoran İşletmeleri için İş Sağlılığı ve Güvenliğine
Dair İyi Uygulama Örnekleri AB Raporunda Sunuluyor.
http://www.turizmdosyasi.com/haber_oku.asp?haber=1077# (Erişim tarihi: 15
Kasım 2008).
PAYNE, R. L. and MORRISON, D. (2002): “ The Differential Effects of Negative
Affectivity on Measures of Well- Being Versus Job Satisfaction and
Organizational Commitment”, Anxiety, Stress and Coping, 15 (3): 231-244.
PEKDEMIR, I., ÖZCELIK, O., KARABULUT, E., and ARSLANTAS C.C,. (2006):
“Personel Güçlendirme, İş Tatmini ve Örgütsel Bağlılık Arasındaki İlişkileri
Belirlemeye Yönelik Bir Araştırma”, Verimlilik Dergisi, 4: 11-36.
REDFERN, S., HANNAN, S., NORMAN, I., and MARTIN, F,. (2002): “Work
Satisfaction, Stress, Quality of Care and Morale of Older People in a Nursing
Home”, Health and Social Care in The Community, 10 (6): 512– 517.
REICHERS, A. E. (1985): “A Review and Reconceptualization of Organizational
Commitment”, Academy of Management Review, 10 (3): 465-476.
SAGIE, A. (1998): “Employee Absenteeism, Organizational Commitment and
Job Satisfaction: Another Look”, Journal of Vocational Behavior, 52: 156–171
SCHNEIDER, B. and SNYDER, R. (1975): “ Some Relationships Between Job
Satisfaction and Organizational Climate”, Journal of Applied Psychology, 60 (3):
318-328.
SOSYAL GUVENLIK KURUMU (SGK). (2007): „İş Kazası ve Meslek Hastalıkları
İstatistikleri‟, İstatistik Yıllığı.
SEYMEN, A.O. and GÜL, K.M. (2004): Konaklama İşletmelerinde Çağdaş Kat
Hizmetleri Yönetimi, Gözden Geçirilmiş ve Genişletilmiş 2. Baskı, .Ankara,
Detay Yayıncılık.
UYAN, M.K. (2008), Yiyecek Endüstrisinde İşçi Sağlığı ve İş Güvenliği,
www.isguvenligi.net/index.php?option=com_content&task=view&id=948&Itemid
=52, (Erişim Tarihi: 20.02.2009).
TÜTÜNCÜ, Ö. (2000): “Kâr Amacı Gütmeyen Yiyecek-İçecek İşletmelerinde İş
Doyumunun Analizi”, Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi,
2 (3): 169-171.

920
YILMAZ, F. (2009): “Küreselleşme Sürecinde Gelişmekte Olan Ülkelerde ve
Türkiye‟de İş Sağlığı ve Güvenliği”, Uluslararası İnsan Bilimleri Dergisi, 6(1): 45-
72.
http://www.isguvenligi.net/index.php?option=com_content&task=view&id=942&I
temid=52, (Erişim tarihi: 12.02.2009).
http://www.turizmdosyasi.com/haber_oku.asp?haber=1077#, (Erişimtarihi:
15.02.2009).

921