leadership and motivation in hospitality

Construct Item Standardised factor loading estimates
ML ME JS AOC JP DSB

Motivational
Leadership

ML1 .904

ML2 (^) .951
ML3 .881
Work Meaning
ME1 .876
ME3 (^) .867
ME6 .800
Job Satisfaction
JS1 .778
JS5 .740
JS6 .891
Affective
Organisational
Commitment
AOC1 (^) .828
AOC2 (^) .850
AOC4 .883
Job Performance
JP1 .882
JP2 .843
JP4 .457
Discretionary
Service Behaviour
DSB1 .849
DSB2 .767
DSB3 .614
Model fit
statistics
χ^2 = 195.514; d.f. = 120; sig = 0.000
RMSEA = 0.054 (0.068; 0.040; pclose = 0.287)
CFI = 0.9 71
SRMR = 0.0434
CN (0.05) = 179

Table 7-16 Estimates for CFA 3:3

Table 7 - 17 shows that all factor loading are now acceptable and there are no
SRCs greater than ±1.96. The model fit diagnostics suggest a model that fits
reasonably well insofar as (almost) all of the values are in the acceptable ranges.
The exception to this is the χ^2 p value at <0.05 (Hoelter’s CN is slightly below 200

but not by a great deal).

No further modifications are suggested by the modification indices (MIs). NB -
the role of the MIs in model development will be explained in greater detail when
they are employed to guide model modifications in Model 3b.

Regarding the substantive implications of the removal of JS2, JS3 and JS4; the
construct is now measured by three indicators:

 JS1 – satisfaction with actual work tasks;
 JS5 – satisfaction with promotional opportunities; and
 JS6 – satisfaction with work in general.

Summarising these, we can interpret Job Satisfaction as ‘Satisfaction with work in
general, specific tasks and promotional opportunities’.