As employee satisfaction (ES) plays a critical role in the success of hospitality businesses, the factors influencing ES have been extensively investigated in the literature. However, considering the enterprises’ limited resources, it becomes crucial to allocate these resources based on the priority of factors in order to enhance ES. Importance-Performance Analysis (IPA) and Asymmetric Impact-Performance Analysis (AIPA) are the quantitative techniques used by scholars in the prioritization of attributes. Therefore, this study aimed to examine employees’ perceptions of various internal marketing (IM) practices and the influence of each practice on ES by comparing IPA and AIPA. The analysis results of both techniques revealed different results from each other based on a sample of 764 hotel employees in Antalya. A comparison of the two approaches’ results suggests that AIPA is more efficient than IPA in achieving higher ES.

中文翻译：

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通过比较 IPA 和 AIPA，根据内部营销实践对员工满意度的影响确定优先级


由于员工满意度 (ES) 在酒店业的成功中发挥着至关重要的作用，影响 ES 的因素在文献中得到了广泛的研究。然而，考虑到企业的资源有限，根据因素的优先级来配置这些资源以提高ES就变得至关重要。重要性绩效分析（IPA）和非对称影响绩效分析（AIPA）是学者们在确定属性优先级时使用的定量技术。因此，本研究旨在通过比较IPA和AIPA来考察员工对各种内部营销（IM）实践的看法以及每种实践对ES的影响。基于安塔利亚 764 名酒店员工的样本，两种技术的分析结果显示出彼此不同的结果。两种方法结果的比较表明，AIPA 在实现更高的 ES 方面比 IPA 更有效。