This study examined the degrees of job satisfaction among a diverse group of managers and supervisors at five luxury-level resorts in the United States. A survey was conducted to determine to what extent different workplace factors satisfy managers and supervisors of different genders, races, and ethnicities. Statistical techniques, including a stepwise regression analysis, were used to identify significant relationships between gender, race, ethnicity, and job satisfaction. The primary findings are (a) that the null hypotheses that gender, race, or ethnicity are not factors in the degree of general job satisfaction of managers and supervisors in luxury-level resorts could not be rejected; and (b) no statistically significant evidence was found to indicated that gender, race, or ethnicity are significant factors in the degree of satisfaction with any of the 20 workplace and job satisfaction factors examined in this research. The two significant secondary findings are (a) the length of time a survey participant spent in the industry had a significant positive effect on their general job satisfaction; (b) the number of years a survey participant spent in their current position had a significant negative effect on their general job satisfaction. The author concludes that these findings are consistent with all the seminal motivation and job satisfaction theories reviewed for this study and one could therefore, in the absence of real or commonly perceived sexism, racism, or bigotry, expect similar research results from similar studies of other types of businesses and industries. The author recommends further studies within the luxury-level resort industries and other industries to confirm the significant implications of this study.
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