| A new intervention model and measuring instrument, the Hotel Orientation to Satisfaction in Tourism (HOST), was designed to elevate employee intrinsic motivation and life satisfaction perceptions. Challenges in turnover are evident in the hotel and hospitality industry. The study was developed from the concept of autonomous motivation in organizations, which originated in the Self-Determination Theory (SDT) (Stone, Deci, and Ryan, 2009). A quantitative, quasi-experimental approach was used to explore whether the dependent variables of life satisfaction and intrinsic motivation were impacted by a specifically designed educational intervention. A group of participants (N = 59) were recruited from 21 Southern California hotels and lodges. Utilizing two measuring scales, the Satisfaction with Life Scale (SWLS) and the Work Extrinsic and Intrinsic Motivation Scale (WEIMS), both the treatment and control group participants were measured pre- and post-intervention in separate groups for, a) demographic variables such as type of employment (managerial vs. non-managerial; part-time and full-time), age, and ethnicity, b) income, and c) engagement in Tourism and Leisure Activity Profile (TLP). Six hypotheses were created to explore pre-and post-testing of hotel employee perceptions in control and experimental groups, however, the repeated and individual measure t-test results did not indicate any level of significance. Hypothesis 5 suggested slight differences between the perceptions of managerial and non-managerial hotel employees when exposed to the application HOST intervention prior life satisfaction values (SWLS). Further studies may help researchers learn whether there is any possible correlation between educational interventions to improve employee intrinsic motivation and life satisfaction perceptions and a connection with employee turnover rates. |
