Relevant bibliographies by topics / Hotels – Employees

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Hotels – Employees'

Author: Grafiati
Published: 4 June 2021
Last updated: 29 July 2024

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles

Select a source type:

Consult the lists of relevant articles, books, theses, conference reports, and other scholarly sources on the topic 'Hotels – Employees.'

Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.

You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.

Journal articles on the topic "Hotels – Employees"

1

Chan Kim Lian, Jennifer, Sharija Che Shaari, and Jakaria Dasan. "EXPLORING THE FACTORS INFLUENCING THE EMPLOYEE CAREER PLANNING AND DEVELOPMENT IN STAR-RATED HOTELS IN MALAYSIA." BIMP-EAGA Journal for Sustainable Tourism Development 6, no. 1 (December 13, 2017): 49–60. http://dx.doi.org/10.51200/bimpeagajtsd.v6i1.1013.

Full text
Abstract:
The study reports an exploratory qualitative study on career planning and development in hotels rated three to five stars in Malaysia. It explores what influences employee career planning and development in the hotel industry from the operation staff and supervisor perspectives. Specifically, it describes the factors that shape their personal career planning and development in the hotel industry. Data collection was carried out with selected hotel employees from the various departments in the three to five star-rated hotels in Malaysia from July 2015 to February 2016. A total of 151 employees were involved in data collection. Interviews and an open-ended profile accumulative technique survey were conducted with respondents as a data collection method at the respective hotels. Finding shows that majority of employee perceives positively in term of job and career opportunities and considers it quite promising due to the rapid growth of hotels. A majority of employees felt that there is a lack of proper career planning and career development provided by the hotel employers except few international chain hotels and five star rated hotels. Key factors emerged from the responses that shape and employee’s career planning and development can be divided into seven themes: 1) nature of the job – interesting and fun but also challenging ; 2) job and career opportunities available in the hotel industry; 3) work environment and flexible work hours; 4) management practices; 5) opportunities for personal development and training programs to enhance their skill, knowledge and languages; 6) Individual attitude ; 7) hotel brand names and image. These findings benefit human resource practices to develop and strengthen employee’s career planning and development. Having proper career planning and development in place may attract the right employees to remain in the hotel employment; and subsequently to reduce the staff turnover rate. It strongly suggests that human resource department should seriously look into employee’s career path and development. It also suggest that in order to attract and retain competent staffs, a paradigm shift in human resource management and practices by giving more attention to formulate relevant career paths and development strategies is required.
APA, Harvard, Vancouver, ISO, and other styles
2

Akter, Kaniz Marium, Swee Mei Tang, and Zurina Adnan. "Organizational justice and quality of work life in hotels: The mediating effect of trust climate." Society & Sustainability 5, no. 1 (March 17, 2023): 26–42. http://dx.doi.org/10.38157/ss.v5i1.533.

Full text
Abstract:
The study aimed to investigate the impact of hotels' organizational justice (OJ) on the quality of employees' work life (QWL), with the mediation effect of teams' climate of trust (CT). Social Exchange Theory was employed to support the research framework. Data were collected using 281 questionnaires from the operational employees of 3-star hotels in Bangladesh and assessed by SPSS version 21 and SmartPLS 3.0 software. Data were validated by a measurement model and hypotheses were tested by a structural model using the PLS-SEM approach. The study discovered significant effects of hotels’ organizational justice (β=0.271) and team’s climate of trust (β=0.362) on employees’ quality of work life (R2=27.7%). It also reveals the effect of the hotel's OJ (β=0.369) on teams’ CT (R2=13.6%), and a partial mediation effect of team's CT (β=0.134) in the relationship between the hotel's OJ and employees' QWL. Results indicate that hotels' organizational justice practices enrich employees' quality of work life and nurture mutual trust among the team members, while a team's climate of trust can convert hotels' organizational justice into employees' quality of work life. These findings would inspire the hotel authorities in practicing organizational justice to develop a trusting climate in the working teams, and designing QWL programs for attaining employee satisfaction. The study was limited to the Bangladesh hotel industry which restricts the generalizability of its results.
APA, Harvard, Vancouver, ISO, and other styles
3

Indrawati, Ida Ayu Agung Ngurah. "PENGARUH MOTIVASI DAN KEPUASAN KERJA KARYAWAN TERHADAP KINERJA KARYAWAN HOTEL DI KAWASAN LOVINA, KABUPATEN BULELENG." Jurnal Ilmiah Hospitality Management 7, no. 1 (February 5, 2018): 59–64. http://dx.doi.org/10.22334/jihm.v7i1.36.

Full text
Abstract:
Employee satisfaction totally cannot be separated from the fact that employee satisfaction can be achieved when all goals can be fulfilled in performing the duties. Motivation of employees in an organization can be considered either simple or complex problem since humans are basically easy to get motivated by giving what to be desire. The purpose of this study was to identify the effect of work motivation upon employee performance in star-hotels in the area of Lovina, Buleleng and identify the effect of job satisfaction on employee performance in star hotels in the area of Lovina, Buleleng.This research area is located in Lovina, Buleleng. The samples used in this study were 97 employees coming from of three, four, and five stars - hotel in Buleleng, Lovina. Multiple linear regression method was used to explain the pattern of the relationship between the factors of individual character, the perception of fairness, and performance.Based on the results of data statistical calculations on the influence of work motivation and job satisfaction on employee’s performance, it showed that motivation and job satisfaction simultaneously influenced the employee’s performance in stars – hotels in Lovina, Buleleng; partially work motivation and job satisfaction variables affected the performance of employees at the stars - hotels in the heart of Lovina Buleleng; as well as the dominant influence on the motivation of the employee's performance in the area of Lovina, Buleleng.
APA, Harvard, Vancouver, ISO, and other styles
4

Yusuf, Muhammad. "Analysis of Employee Recruitment in Improving Performance in the Accommodation Service Business." Jurnal Ad'ministrare 8, no. 1 (February 20, 2021): 59. http://dx.doi.org/10.26858/ja.v8i1.18178.

Full text
Abstract:
The economic development of a region, especially in the development of the tourism sector, cannot be separated from the development of its human resources. This study aims to see the employee recruitment system, employee performance, and employee education qualifications at hotels in the city of Parepare. 7 informants are leaders and/or employees who are taken from hotels who are deemed to be able to represent the whole hotel in Parepare City. This research is applied research with a qualitative approach. Data were analyzed descriptively. Observations were made at seven hotels as the object of research, one of which recruited employees openly, while the other six hotels did not. Of all employees in the seven hotels, only a small proportion have educational qualifications with a tourism background. There is one hotel that has employees with a tourism education background, but only at the level of vocational high school education, besides that employee performance is generally still low in almost all hotels, only one hotel which according to our observations is quite good in terms of hotel service standards. The results showed that the recruitment system has not been implemented openly, employee performance is still low and educational qualifications are not following the needs of the workforce in the hotel industry
APA, Harvard, Vancouver, ISO, and other styles
5

Jibril, Ibrahim Almahdi, and Mehmet Yeşiltaş. "Employee Satisfaction, Talent Management Practices and Sustainable Competitive Advantage in the Northern Cyprus Hotel Industry." Sustainability 14, no. 12 (June 9, 2022): 7082. http://dx.doi.org/10.3390/su14127082.

Full text
Abstract:
In this study, we have examined talent management practices’ impact on achieving sustainable competitive advantage in five-star hotels located in the TRNC (Turkish Republic of Northern Cyprus) as well as the mediating effect of employee satisfaction. After the questionnaire was tested for validity and reliability, we used bootstrapping, Mplus and SPSS to conduct an analysis using data from 368 employees from 14 five-star hotels located in North Cyprus. The study’s hypotheses were verified through SEM (structural equation modelling). Our results revealed that talent development practices had no effect on the hotels’ SCA, whereas talent practices (identify, engage, manage performance and retain) had a significant and beneficial influence on the hotels’ SCA. Although in most hotels, talent management practices are the responsibility of the human resource management. The measured constructs specifically were employee responses. The findings of this study provide benefits for numerous stakeholders, including hotel and hospitality service industries and the government. Results can be used as a guideline for building more appealing workplaces for employees and to inform the management on how to encourage employees to be committed to a sustainable service in the hotel business. To acquire a better grasp of the organisational limits of talent management policies, it is crucial to further examine the perspectives of employers who may include hotel owners or top managers. Furthermore, future research may expand the sample and include three- and four-star hotels as well.
APA, Harvard, Vancouver, ISO, and other styles
6

Ezeuduji, Ikechukwu O., and Thandokazi Lulu Mbane. "Employee Retention Factors: The Case of Hotels in Cape Town, South Africa." Journal of Economics and Behavioral Studies 9, no. 1(J) (March 12, 2017): 6–16. http://dx.doi.org/10.22610/jebs.v9i1(j).1553.

Full text
Abstract:
High turnover of employees in the hotel sector has been widely reported in academic papers. This high turnover has associated costs, such as financial costs, inconsistency in delivering service quality, and probable loss of customer loyalty. This empirical study investigates hotel employees’ responses to statements that relate to work conditions that support employee retention. Selected three, four and five star hotels in Cape Town, South Africa participated in this study. A structured respondent-completed questionnaire was used to collect data that were subjected to descriptive, bivariate and multivariate analyses. Result highlights suggest that hotel employees, dominated by the female population, are mostly not so desperate to leave their employment soon, however not many of them have worked in the hotel for more than five years. There are positive inter-correlations among ‘employee retention’ factor and other factors that relate to work conditions that support employee retention (compensation, employee development, work engagement, work relations, and working hours). Results also show that ‘strict supervision’, ‘long working hours’ and ‘perceived unfair salary’ are the top major concerns for hotel employees. These findings will enable hotel employers address employee concerns in order to curb the high employee turnover costs. Possible comparative research in other nations and continents will help establish cultural similarities and differences among nations or continents.
APA, Harvard, Vancouver, ISO, and other styles
7

Alan Lewis, Robert, and Ewa Maria Mottier. "A “hotel within a hotel” in Bangkok." Emerald Emerging Markets Case Studies 2, no. 8 (October 17, 2012): 1–9. http://dx.doi.org/10.1108/20450621211291860.

Full text
Abstract:
Subject area Human resources management, international human resources management. Study level/applicability The case is suitable for undergraduate or graduate/training programmes specialised in international dimensions of HRM. Case overview The study aims to evaluate the experiences of hotel employees at the Mandarin Oriental Bangkok's new employee centre. This centre, called the “O-Zone”, is an example of the hotel's commitment to the well-being of its staff. On a larger scale, it is an illustration of a method to maintain employee motivation and commitment in the luxury hotel industry. The case is particularly useful to investigate as the hotel has created a unique approach to employee well-being in a large urban setting where employees experience a stressful living environment, including long commutes. This is supported by studies in the literature which reveal that burnout and stress are important factors to consider for hotel employees. Expected learning outcomes The case study allows students to discover the following key learning points: an example of a well-being initiative for employees of a luxury hotel in the Thai context; an investigation of the need for employers in luxury hotels in Thailand to attract and retain talent; and an understanding of the use of incentives at work for employee motivation in the Thai luxury hotel industry. Supplementary materials Teaching notes are available; please consult your librarian for access.
APA, Harvard, Vancouver, ISO, and other styles
8

Masa’deh, Ra’ed, Omar Alananzeh, Noof Algiatheen, Rawan Ryati, Reem Albayyari, and Ali Tarhini. "The impact of employee’s perception of implementing green supply chain management on hotel’s economic and operational performance." Journal of Hospitality and Tourism Technology 8, no. 3 (October 2, 2017): 395–416. http://dx.doi.org/10.1108/jhtt-02-2017-0011.

Full text
Abstract:
Purpose This study aims to quantify the associations among employees’ perception of implementing green supply chain management (i.e. through seven variables, namely, internal environmental management, green information systems, green purchasing, tourist perceptions, environmentally friendly activity, employee emotional behavior and environmental legislation) with hotel’s economic and operational performance. Design/methodology/approach A survey instrument is used to examine the relationships in the proposed model by using the structural equation modeling (SEM) technique. An analysis of the primary data (n = 150) collected from employees in Aqaba hotels located in Jordan is conducted to test the relationship between exogenous and endogenous constructs expressed in the proposed structural model. Findings The findings revealed that while green information systems, employee emotional behavior and environmental legislation affected hotels’ economic performance, internal environmental management, green purchasing, tourist perceptions and environment-friendly activity did not. Also, hotels’ economic performance positively impacted hotels’ operational performance. However, as the coefficient of determination (R²) for the endogenous research variables for economic performance and operational performance was 0.16 and 0.17, respectively, the relationships between the exogenous and endogenous constructs were not supported. Practical implications This study will contribute towards a better understanding of employee perceptions of implementing green supply chain management and hotel performance in Aqaba City. Originality/value This is the first study that adequately covers the associations among employee perception of implementing green supply chain management on hotel’s economic and operational performance in the Middle East.
APA, Harvard, Vancouver, ISO, and other styles
9

Ezeuduji, Ikechukwu O., and Thandokazi Lulu Mbane. "Employee Retention Factors: The Case of Hotels in Cape Town, South Africa." Journal of Economics and Behavioral Studies 9, no. 1 (March 12, 2017): 6. http://dx.doi.org/10.22610/jebs.v9i1.1553.

Full text
Abstract:
High turnover of employees in the hotel sector has been widely reported in academic papers. This high turnover has associated costs, such as financial costs, inconsistency in delivering service quality, and probable loss of customer loyalty. This empirical study investigates hotel employees’ responses to statements that relate to work conditions that support employee retention. Selected three, four and five star hotels in Cape Town, South Africa participated in this study. A structured respondent-completed questionnaire was used to collect data that were subjected to descriptive, bivariate and multivariate analyses. Result highlights suggest that hotel employees, dominated by the female population, are mostly not so desperate to leave their employment soon, however not many of them have worked in the hotel for more than five years. There are positive inter-correlations among ‘employee retention’ factor and other factors that relate to work conditions that support employee retention (compensation, employee development, work engagement, work relations, and working hours). Results also show that ‘strict supervision’, ‘long working hours’ and ‘perceived unfair salary’ are the top major concerns for hotel employees. These findings will enable hotel employers address employee concerns in order to curb the high employee turnover costs. Possible comparative research in other nations and continents will help establish cultural similarities and differences among nations or continents.
APA, Harvard, Vancouver, ISO, and other styles
10

Astawa, I. Ketut, Anak Agung Putri Suardani, and Ni Luh Eka Armoni. "Employee Performance and Retention: The Role of Supervisor Support and Work Motivation at Five Star Hotels in Bali." Jurnal Bali Membangun Bali 5, no. 1 (April 6, 2024): 79–102. http://dx.doi.org/10.51172/jbmb.v5i1.338.

Full text
Abstract:
Purpose: The problems raised in this study are the effect of supervisor support on employee work motivation, the effect of work motivation on employee performance, and the effect of work motivation on employee retention at 5-star hotels in Bali. This study aims to analyze the importance of supervisor support in motivating operational employees and its implications for work performance and employee retention in 5-star hotels in Bali. Research methods: The population in this study is all permanent employees at 5-star hotels in Bali. The number of research respondent samples of 125 was determined by purposive sampling. The research data used are primary data and secondary data. The data processing method is carried out with SEM with SmartPLS 4. Results and discussion: The effect of supervisor support on employee work motivation at a 5-star hotel in Bali 64.9% was positive and significant, which means that the higher the supervisor support, the higher the employee's work motivation. Employee work motivation has a positive and significant effect of 64.6% on employee performance, and work motivation affects employee retention positively and significantly by 52.5%. After considering the control variable, the increased R-Square value suggests that supervisor support positively impacts employee motivation if employees have a high education. Implication: Aspects of educational level greatly influence a supervisor in making decisions to motivate employees at a 5-star hotel in Bali. Decision-making is faster and more structured because it has a mature theoretical foundation. The higher the education, the more comprehensive the supervisor's insight. A supervisor with an unmarried status has speed in making decisions and motivates his employees. From a gender perspective, women cannot freely determine workload and work shifts compared to men.
APA, Harvard, Vancouver, ISO, and other styles
More sources

Dissertations / Theses on the topic "Hotels – Employees"

1

Kim, Sun-Hwa. "An investigation into hotel employees' perception of green practices." Master's thesis, Orlando, Fla. : University of Central Florida, 2009. http://purl.fcla.edu/fcla/etd/CFE0002908.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Ozarslan, Lara. "BRANDING BOUTIQUE HOTELS: MANAGEMENT AND EMPLOYEES’ PERSPECTIVES." Kent State University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=kent1396893902.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Aranson, Anne (Anne Elizabeth). "An Assessment of Employee Satisfaction within a Major Unit of a Worldwide Hotel and Resort Management Company." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc279360/.

Full text
Abstract:
The purpose of this study was to assess the satisfaction level of 240 employees of a single hotel property. The questionnaire, administered by the Corporate Director of Training, determined if a significant difference exists between overall satisfaction and individual departmental satisfaction regarding 11 dimensions: customer satisfaction, employee involvement/teamwork, work environment, training/development/evaluation, communication, compensation/benefits, supervision, resources, planning/goal setting, general, and departmental interaction. Percentages and t tests were used to analyze the data. Results of the study will help management recommend courses of action needed to address identified problem areas.
APA, Harvard, Vancouver, ISO, and other styles
4

Barrington, Melvin Norman. "A validation study of service complexity measures for employees in the hotel/motel front office." Diss., Virginia Polytechnic Institute and State University, 1987. http://hdl.handle.net/10919/74752.

Full text
Abstract:
In spite of the increasing importance of the service industry, it has failed to receive much attention from researchers. This lack of attention is especially true of the hospitality segment of the service industry, and consequently, almost no attention has been paid specifically to hotels and motels. This study explores the possible reasons for poor or inadequate service by attempting to first identify the important complexity variables of service, and second to evaluate how those variables relate to employee attitudinal reactions to their job. A total of sixteen job characteristics, theorized to have a positive effect on service complexity, were empirically tested against attitudinal reactions measures. The data was collected from 212 front office employees in 25 different hotels and motels. This study modified and evaluated an instrument (The Job Diagnostic Survey) that may be used to measure both complexity and attitudinal reaction variables. The modifications included the addition of nine new complexity variables. The results concluded that the modified instrument was internally reliable at an acceptable level for new research, and that there was strong evidence to support content validity and nomological validity measures which tended to favor the original variables over the newly proposed complexity variables. Implications of this study highlight the fact that there is considerable uncertainty in the measurement of hotel/motel service operations. Therefore, additional research is necessary to more completely define the characteristics of service complexity and then to measure its effects on employee attitudes.
Ph. D.
APA, Harvard, Vancouver, ISO, and other styles
5

Petcharak, Pattarinee. "The assessment of motivation in the Saint Paul Hotel employees." Online version, 2002. http://www.uwstout.edu/lib/thesis/2002/2002petcharakp.pdf.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

LaFleur, Tobias C. (Tobias Christopher). "Improving the Quality of Hotel Banquet Staff Performance: a Case Study in Organizational Behavior Management." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc500375/.

Full text
Abstract:
The banquet staff at a north Texas hotel were responsible for setting up 11 different functions (e.g., buffet dinners) for conferences and meetings. The functions were often set up late and items were often omitted. An analysis suggested that performance problems were the result of weak antecedents, inefficient work procedures, inadequate training and a lack of motivating consequences. An intervention consisting of task checklists, feedback, goal setting, monetary bonuses, training and job aids was designed to enhance the accuracy and timeliness of function setups. Performance increased from an average of 68.8% on the quality measure (accuracy plus timeliness) in baseline, to 99.7% during the intervention phase. Performance decreased to 82.3% during a follow-up phase in which parts of the intervention were discontinued by hotel management. Performance increased to 99.3% with the reintroduction of the intervention phase.
APA, Harvard, Vancouver, ISO, and other styles
7

Jang, Jichul Tas Richard Francis. "The impact of career motivation and polychronicity on job satisfaction and turnover intention among hotel industry employees." [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-9081.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

DeSousa, Philip Joseph. "A need for an employee assistance program in the hospitality industry to help alcoholic employees." FIU Digital Commons, 1986. http://digitalcommons.fiu.edu/etd/2781.

Full text
Abstract:
1)Area of investigation This hospitality project will cover Alcoholism in brief, available detoxification programs and the relative need for an Employee Assistance Program in the hospitality industry to help the alcoholic employee. 2)Materials and methods that were used Existing texts, professional and trade journals, government documents, phone conversations with industry leaders and the author's own experience in dealing with alcoholic employees. 3) Major findings a. There are an estimated 10 to 12 million problem drinkers (including alcoholics) in the adult (18 and over) population or approximately 8 percent of the 150 million adult. b. Liver cirrhosis (caused by alcohol) ranked as the sixth most common cause of death in the U.5. c. Alcohol abuse cost the U.S. $116.7 billion in 1903, consisting of $18 billion in lost production, $50.6 billion in reduced productivity, $17 billion in health and medical ii costs, $10 billion in motor vehicle accidents, $4 billion in violent crimes, $3 billion in racial responses and $2 billion in fire losses. (All $ amounts are approximate figures.) d. The rate of alcoholism is on an increase, e. As of 1985, there was only one major hospitality company with a program to help alcoholic employees. f. In the production and service industry, troubled employees used 3 to 4 more times as many medical benefits that their co-workers. g. Alcohol abuse has been overlooked and/or ignored and/or accepted in the hospitality industry. 4) Results and Conclusions a. Alcoholism in the hospitality industry cannot be ignored or accepted or overlooked any longer. b. The benefits to be derived from a good Employee Assistance Program for hospitality industry would be endless. c. There is an urgent need in the hospitality industry for a program to help alcoholic employees respond to available treatment and return to productive lives.
APA, Harvard, Vancouver, ISO, and other styles
9

Ewoodzie, Kwesi Arkoh. "International standards, local flavors: the experiences of Ghanaian employees in multinational-enterprise hotels." Diss., University of Iowa, 2017. https://ir.uiowa.edu/etd/5751.

Full text
Abstract:
This dissertation sheds new light on the well-recognized globalization phenomenon by examining its socio-cultural component. The literature assumes that the “global village” will simply emerge once the legal and technical obstacles have been overcome. However, the merging of cultural and social practices is not an effortless process. I set out to uncover how complex such socio-cultural exchanges are with a 12-month ethnography project. I examine Multinational Enterprise (MNE) in the hospitality industry, which serve as a hub for border-crossing cultural exchanges. Specifically, I focus on Ghanaian-MNEs where international consumers expecting to receive international (Western culture) standards of customer service from the Ghanaian staff. My data show that the Ghanaian-MNE workplace is filled with cultural clashes that stem from MNEs tendency to use an integration model (maintain international standards) in regard to customer service experiences but use a differentiation model (adapt local cultural practices) in regard to human resource management (HRM). The clashes leave the staff dissatisfied with the workplace which negatively impacts their workplace performance. Given the labor, cultural, and emotional demands of the work, my study concludes that Ghanaian-MNEs should adapt strategic HRM tactics, as discussed in the international management literature, to gain a competitive advantage in their field. The findings from this study strongly establish the complexity of border-crossing cultural exchanges. Continuing to examine the dynamics of how individuals and organization come to adapt new cultural practices improves our understanding of the spread of globalization as well as a multitude of within organization processes.
APA, Harvard, Vancouver, ISO, and other styles
10

Mbane, Thandokazi. "Employee retention in selected hotels in Cape Town, South Africa." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2534.

Full text
Abstract:
Thesis (MTech (Tourism and Hospitality Management))--Cape Peninsula University of Technology, 2017.
The hotel sector has been identified as experiencing the largest numbers of employees leaving their jobs within a short period of employment when compared to other sectors of the economy. The large number of employees leaving hotels within a short period of employment is perceived as detrimental towards business’ success. This research is about testing the strength of the relationship between employee retention variables and employee retention in hotels in Cape Town, South Africa. The researcher firstly consulted literature (secondary data) in order to understand the hotel employee retention phenomenon. From the literature findings, the objectives of this research were formulated. The research objectives were built based on the literature findings in order to assess the strength of relationships between employees’ perceptions of employee development, employee compensation, work engagement, good working relationship between line managers and subordinates, long working hours on the one hand; and employee retention in the hotel sector on the other hand. As the research aimed at testing relationships between variables, a quantitative research method was deemed the appropriate approach. Structured questionnaire surveys, using non-probability sampling, were applied in the form of a convenience approach. Hotels willing to participate in the study were selected, as Cape Town has a large population of hotels. Data for this study was collected over a period of ten months. A bivariate analysis was applied in this research in the form of correlation and Chi-square tests, after descriptive statistics were done. Reliability tests also measured the level of internal relatedness of the variables used to explain employee retention and related constructs. The variables and constructs used in this study were tested for relationships. The major results showed that there are highly significant relationships between employee retention, on the one hand, and employee compensation, employee development, working relationship, work engagement, and working hours, on the other hand.
APA, Harvard, Vancouver, ISO, and other styles
More sources

Books on the topic "Hotels – Employees"

1

Kikō, Nihon Rōdō Kenkyū. Hoteru, shokan gyōkai no rōdō jijō. Tōkyō: Nihon Rōdō Kenkyū Kikō, 1994.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
2

J, Martin Robert. Professional management of housekeeping operations. New York: Wiley, 1986.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
3

Smritee, Raghubalan, ed. Hotel housekeeping: Operations and management. 2nd ed. New Delhi: Oxford University Press, 2009.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
4

Adler, Patricia A. Paradise laborers: Hotel work in the global economy. Ithaca and London: Cornell University Press, 2004.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
5

Kelly, Brian. That the Irish Hotels Federation quality employer programme has positive implications on the provision of in-house training within accredited hotels. Dublin: University College Dublin, Graduate School of Business, 1997.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
6

Renner, Peter Franz. Basic hotel front office procedures. 3rd ed. New York: Van Nostrand Reinhold, 1994.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
7

Keaney, Raymond. The extent to which general managers of four and five star hotels in Dublin are engaged in continuing professional development. Dublin: University College Dublin, Graduate School of Business, 1998.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
8

Wintner, Robert. Toucan whisper, Toucan sing: A novel. Sag Harbor, NY: Permanent Press, 2002.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
9

Mason, Stephen. Bonks, crooked cooks and French fraud. Montreux: Minerva Press, 1996.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
10

White, Paul B. Hotel reception. 5th ed. London: Edward Arnold, 1988.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
More sources

Book chapters on the topic "Hotels – Employees"

1

Shen, Ye. "Understanding Hotel Employees’ and Guests’ Perceptions of Smart Hotels Using Q Methodology." In Information and Communication Technologies in Tourism 2022, 412–16. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-94751-4_37.

Full text
Abstract:
AbstractNowadays, hotels are adopting high technologies to improve the quality of their facilities and services to build competitive advantages. Although smart hotels are an emerging trend, no known studies have investigated hotel employees’ and guests’ perceptions of this kind of hotel. This research will investigate how hotel employees and guests perceive the benefits and drawbacks of smart hotels using Q methodology.
APA, Harvard, Vancouver, ISO, and other styles
2

Ismail, Anita, Farah Laili Muda@Ismail, Norailis Ab Wahab, and Latifah Abdul Latiff. "Job Satisfaction Among Employees in Sharia-Compliant Hotels in Malaysia." In Proceedings of the 3rd International Halal Conference (INHAC 2016), 291–98. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-10-7257-4_27.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Pham, Nhat Tan, Charbel Jose Chiappetta Jabbour, Tan Vo-Thanh, Toan Luu Duc Huynh, and Clarice Santos. "Greening hotels: does motivating hotel employees promote in-role green performance? The role of culture." In Knowledge Management, Organisational Learning and Sustainability in Tourism, 57–76. London: Routledge, 2023. http://dx.doi.org/10.4324/9781032626512-4.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Belias, Dimitrios, Labros Vasiliadis, and Christos Mantas. "The Human Resource Training and Development of Employees Working on Luxurious Hotels in Greece." In Cultural and Tourism Innovation in the Digital Era, 639–48. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-36342-0_49.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

Brylska, Patrycja, Cihan Cobanoglu, and Seden Dogan. "Users Versus Non-users: The Impact of Experience on Hotel Guests’ Attitudes Towards Service Robots in Hotels." In Information and Communication Technologies in Tourism 2022, 55–66. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-94751-4_5.

Full text
Abstract:
AbstractThe use of robotics and artificial intelligence have created a shift in the ways the service-based hospitality and tourism industry can fulfill the needs and wants of consumers that were earlier fulfilled only by humans. Robots have added the automation and self-service experience that play a vital role in the improvements of efficiency, speed, and the overall experience for the guests using technology. While there are many benefits of using robots in the industry, there are also risks associated with the excessive usage of robots on guest experience. As a result of the pros and cons on the topic, it is very important to gather data and analyze the results to further investigate and understand what the outcomes will be for the industry, its employees, and its customers. The purpose of this study is to examine the perceptions of the use of robots in the hotels as perceived by hotel guests who used a service robot and who did not. A self-administered survey was developed, and 939 usable responses were collected from hotel guests. Factor analysis showed that five factors emerged in the study: Advantages, Attitudes, Disadvantages, Pandemic Related, and Fear. Guests recognize the opportunities that service robots are bringing to their experience while voicing their concerns and fears about the use of them. Findings also showed that there are significant differences between users and non-users.
APA, Harvard, Vancouver, ISO, and other styles
6

De Alwis, A. Chamaru, and Shavindri Lankeshni Samarasekera. "Relationship between Work–Life Balance and Job Satisfaction of Reception and Concierge Employees in Five-Star Hotels in Colombo." In Advances in Management Research, 21–39. Boca Raton, FL: CRC Press/Taylor & Francis Group, 2020. | Series: Mathematical engineering, manufacturing, and management sciences: CRC Press, 2019. http://dx.doi.org/10.1201/9780429280818-2.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

Belias, Dimitrios, Christos Mantas, and Dimitrios Tsiotas. "The Impact of Corporate Culture in the Performance of the Front Desk Employees—The Case of Five Star Hotels in Greece." In Smart Tourism as a Driver for Culture and Sustainability, 563–76. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-03910-3_38.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Sherwyn, David, and Paul E. Wagner. "Addressing Employee Lawsuits." In The Cornell School of Hotel Administration on Hospitality, 417–29. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2015. http://dx.doi.org/10.1002/9781119200901.ch27.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

Westerlaken, Rodney, and Lily Rodriguez Solorzano. "Employer engagement with human trafficking." In Conflict and Hostility in Hotels, Restaurants, and Bars, 104–23. London: Routledge, 2024. http://dx.doi.org/10.4324/9781003364030-8.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

Chauhan, Chetan, and Sandeep Guleria. "Employee Retention Practices in Indian Hotel Industry." In Proceedings of the 3rd International Conference on Reinventing Business Practices, Start-ups and Sustainability (ICRBSS 2023), 739–56. Dordrecht: Atlantis Press International BV, 2024. http://dx.doi.org/10.2991/978-94-6463-374-0_63.

Full text
APA, Harvard, Vancouver, ISO, and other styles

Conference papers on the topic "Hotels – Employees"

1

Miles, Ebony M. A. Bradie, and Iresha Chamindi Donmanige. "An Exploratory Study on Work Stress and Job Satisfaction during the COVID-19 Pandemic in Hotel Sector Employees of Sri Lanka." In SLIIT INTERNATIONAL CONFERENCE ON ADVANCEMENTS IN SCIENCES AND HUMANITIES [SICASH]. Faculty of Humanities and Sciences, SLIIT, 2022. http://dx.doi.org/10.54389/qrgu6565.

Full text
Abstract:
COVID-19 has affected employees worldwide, especially in the hotel industry, with restricted travel, limited incoming flights, and guests, which presents challenges for hotels and employees. Therefore, it is essential to investigate how COVID-19 has affected hotel employees' job satisfaction and work stress. This study aimed to determine whether the stress at work generated by COVID-19 directly affects the job satisfaction of hotel employees in Sri Lanka. The researcher recruited hotel employees in Sri Lanka through purposive sampling following a selective criterion; 18 years or older, locally employed, with two or more years of industry experience. The researcher, part of a larger mixed-method project, presented the qualitative findings in this article, using a qualitative research design with semi-structured interviews to collect employee responses (N = 7) before subjecting the responses to content analysis. Ultimately, the main findings indicated that work stress generated by COVID-19 partially impacted the job satisfaction of Sri Lankan hotel employees. Other factors reported included COVID-related financial issues and procedural changes that significantly affected employees. Several solutions presented in the findings to improve job satisfaction and work stress during COVID19 included effective financial management by hotels, and extra support, for example, counselling and improved workplace communication. Overall, the satisfaction of Sri Lanka’s hotel workers' jobs has been affected by work stress and partially by COVID-19. Therefore, future research should explore the influences of COVID-19 on job satisfaction and work stress among Sri Lankan hotel employees and throughout the world. Keywords: COVID-19; Work stress; Job satisfaction; Hotel employees; Sri Lanka
APA, Harvard, Vancouver, ISO, and other styles
2

Boğan, Erhan, Şevki Ulama, and Mehmet Sarıışık. "A Research on Effectiveness of Web Sites in Announcing Corporate Social Responsibility Activities of Chain and Group Hotels: The Case of Turkey." In International Conference on Eurasian Economies. Eurasian Economists Association, 2016. http://dx.doi.org/10.36880/c07.01712.

Full text
Abstract:
The term ‘Corporate social responsibility’, which is regarded as one of the most important way of developing good relationships between hotels and their stakeholders, provides competitive advantage to companies in long term. Hotel managers possessing a strategical awareness announce these activities they organize for public interest both in their web-sites and via different communication tools. Studies on this subject were scanned and it has been realized it has not been sufficiently examined how efficiently hotels in Turkey use web-sites which are a quite effective tool for announcing corporate social responsibility activities. The main purpose of this study aiming at filling this gap in literature is to analyze corporate social responsibility reports included in web-sites of chain and group hotels in Turkey. Scope of corporate social responsibility and sustainability reports in web-sites of hotel was discussed in terms of stakeholders (employees, society, customers and environment) and examined via content analysis. In addition, communication techniques that hotels use so as to announce these activities were researched. As a result of examination, any statement related to corporate social responsibility could not be found in web-sites of almost half of hotels. It was determined the number of hotels allocating a separate section for corporate social responsibility in their corporate social responsibility, sustainability or annual reports is quite low. From a general perspective, it was found out chain and group hotels in Turkey could not effectively use web-sites for announcing corporate social responsibility activities. Results were obtained through the analysis of findings and suggestions for hotel managers were developed accordingly.
APA, Harvard, Vancouver, ISO, and other styles
3

Ognjanović, Jasmina, and Marijana Bugarčić. "THE ROLE OF EMPLOYER BRAND IN HOTEL COMPANIES DURING COVID-19 CRISIS." In The Sixth International Scientific Conference - TOURISM CHALLENGES AMID COVID-19, Thematic Proceedings. FACULTY OF HOTEL MANAGEMENT AND TOURISM IN VRNJAČKA BANJA UNIVERSITY OF KRAGUJEVAC, 2021. http://dx.doi.org/10.52370/tisc21263jo.

Full text
Abstract:
Hospitality and tourism is one of economic braches which has been severely affected by the COVID-19 pandemic. Finding the ways and identifying the measures for recovering from the crisis which has been lasting for more than a year is the key task of hotel managers and leaders. The main objective of this paper is to examine the state of affairs in the hotel industry that has been devastated by COVID-19 and analyze the possible tools for human resource management in hotels, all with the aim of mitigating the consequences of the crisis. Inductive and deductive research methods were used for the needs of this analysis. One of the possible solutions for overcoming the crisis of human resource management is employer brand. Investing in employer brand may result in creating specific benefits for employees - functional, economic and psychological benefits. During the pandemic, the benefits for employees are expanded to job security, health protection and psychological recovery of employees.
APA, Harvard, Vancouver, ISO, and other styles
4

Koyuncu, Kadife, Bekir Esitti, Ronald J. Burke, and Mustafa Koyuncu. "Workplace Learning Cultures, Learning Potential and Important Work Outcomes among Managerial Employees in Five-Star Turkish Hotels." In International Conference on Eurasian Economies. Eurasian Economists Association, 2015. http://dx.doi.org/10.36880/c06.01344.

Full text
Abstract:
This research investigated the relationship of perceived workplace learning culture, workplace learning potential, perceived employability, feelings of psychological empowerment, important work outcomes, and self-reported assessments of service quality among supervisors and managers in five star hotels in Turkey. Data were collected from 205 managers, an eighty-nine percent response rate, from twelve hotels, using anonymously completed questionnaires. Work outcomes included job satisfaction, perceptions of service quality and intent to quit. Managerial Self-efficacy was significantly related to perceptions of workplace learning culture, opportunities for learning, employability and all other work outcomes. In addition, stronger workplace learning cultures and more opportunities for learning also had positive effects of several work outcomes. The present research has limitations which should be noted to better assess the results. First, all data were collected using self-report questionnaires with the possibility of response set tendencies and common method biases. Second, all data were collected at one point in time making it challenging to address issues of causality. Third, although the sample was relatively large, all respondents came from high quality properties in only one large city in Turkey (Istanbul), thus the extent to which our findings would apply to hotels in other regions or hotels of lower quality is indeterminate. Practical implications include training supervisors on ways to develop and support a workplace learning culture, training all employees on the benefits of personal efficacy and ways to increase it, and training employees on the benefits of their own learning and ways to enhance this.
APA, Harvard, Vancouver, ISO, and other styles
5

Pavia, Nadia, Tamara Floričić, and Edna Mrnjavac. "FLEXIBLE WORKSPACES AND REMOTE WORK IN HOTEL ACCOMMODATION OFFER – COMPETITIVENESS CONTEXT." In Tourism and hospitality industry. University of Rijeka, Faculty of Tourism and Hospitality Management, 2023. http://dx.doi.org/10.20867/thi.26.10.

Full text
Abstract:
Purpose - The dynamic globalisation processes and the processes of tourism and hospitality business development put ever increasing challenges before hoteliers. The COVID-19 pandemic has called for hotel guests’ new routines and expectations. The combination of work and holiday is taking hold, especially since the pandemic changed work methods which have become more f lexible. Remote work has enabled people to travel and conduct their business activities; therefore, a new word explaining this new concept is forged; workspitality (abbreviation of words work + hospitality). The purpose of this paper is to show in what measure hotel companies, given the guests’ new routines and expectations, have adapted their offer to their guests’ new requirements. By consideration of the tourists’ requirements, a new specific trend has been identified, which presumes stays in hotels away from home, with pursuit of business activities. The aim of this paper is to research the hotels’ preparedness to offer workspaces as an element of their offer during tourists’ stays in the hotels, combining work and leisure activities. Methodology – includes qualitative and quantitative analyses of the potential of affirmation of the new accommodation concept in hotels. The paper analyses aspects which affect the positioning of remote workplaces as a part of hotel offer, given the tourists’ new routines and expectations. The research was conducted using a survey questionnaire on a sample of hotel managers of small hotels, medium-sized and large sized hotels. The questionnaire contained Likert scale 1-5 research and open-ended questions which explored in depth the attitudes by combining them coded by statistical methods with qualitative research where the results were obtained via open ended questions. The methodology, supported by creative thinking techniques, included desktop meta research and impacted the formation of conclusions which point to new scientific knowledge. Findings – The research results point towards scientific and practical comprehension of hotel offer organisation and innovativeness. The research results influence the formation of scientific knowledge in the area of hotel offer organisation, as well as on the identification of its key elements. Space organisation and Internet communication technologies – ICT services in hotels, by which remote work with simultaneous use of accommodation services and leisure activities would be enabled for tourists, present a prerequisite for new offers. The findings indicate that this new concept produces higher price levels, affirm new market niches and prolong the tourism season. Contribution – The paper represents a valuable contribution to the comprehension of the organisation and innovation of a competitive hotel offer. The possibility of remote work enables tourists to stay in a hotel on holiday and take advantage of a wide choice of recreational facilities. Remote work has become commonplace for many employees, and it is predicted that it will become more than a passing trend. The goal was to understand changes in the guest hotel accommodation affected by the COVID-19 pandemic and to examine the attitudes and the resulting hotel managers’ answers in the segment of organisation of services for remote work. The research results, as well as the acquired knowledge, could influence the perception of the hotel management about the importance of adaptation of the hotel offer to new expectations of hotel guests, and to its organisation. Namely, it could influence the new strategic decisions related to the investments and innovations in accommodation structure design. The contribution is reflected in raising awareness and bridging the gap between theory and practice of innovative accommodation organisation which impacts competitiveness.
APA, Harvard, Vancouver, ISO, and other styles
6

Vukasović, Tina, and Vlaho Mihač. "DIFFERENCE BETWEEN SHARE, AVERAGE GROWTH AND NUMBER OF TOOLS USED IN ONLINE SALES OF INDIVIDUAL AND GROUP HOTELS." In 5th International Scientific Conference – EMAN 2021 – Economics and Management: How to Cope With Disrupted Times. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2021. http://dx.doi.org/10.31410/eman.s.p.2021.111.

Full text
Abstract:
The purpose of the following research was to explore the possible difference between individual and group hotels, to determine which is and is there any difference in the share of online sales, average growth and tools used for online sales of hotel accommodation in the Republic of Croatia. To reach the desired results, the authors have used the quantitative research method and research of sec¬ondary data from the PHOBS CRS system, which is the most used CRS in the Republic of Croatia. The main discoveries of the research are the share of online sales in total hotel sales, the average growth of online sales, the number of tools used in hotel sales and the impact of COVID-19 on online sales in 2020. Employees in hotel sales can use these findings to gain insight into mentioned topics and to com-pare their results with the results in the paper.
APA, Harvard, Vancouver, ISO, and other styles
7

Zainol, Noor Azimin, Eshaby Mustafa, and Nurhazani Mohd Shariff. "MEASURES TAKEN BY THE HOTELIERS TO OVERCOME THE COVID-19 IMPACT." In GLOBAL TOURISM CONFERENCE 2021. PENERBIT UMT, 2021. http://dx.doi.org/10.46754/gtc.2021.11.053.

Full text
Abstract:
The hotel industry which supports the tourism industry, plays a crucial part in Malaysia’s economic development. Unfortunately, the outbreak of COVID-19 has caused the tourism industry to make huge losses, both locally and globally in terms of cancellation of all travel and tour activities, including accommodations. Many researchers have attempted to highlight the effects of COVID-19 pandemic on various sectors, however limited studies have been conducted to address how the hospitality industry can mitigate this situation to recover and revive the hospitality industry. Recent reported figures lack of empirical and academic underpinning. This paper aims to fill the gap. It is thus imperative to examine the measures being taken by hoteliers in order to overcome this unprecedented scenario. Therefore, this study’s aim is to highlight the measures taken by the hoteliers to overcome the impact of the ongoing COVID-19 pandemic in terms of staff employment, working terms and hotels’ loss of revenue. A qualitative research method was deemed appropriate to investigate this scenario. The data collection was founded based on the Grounded Theory approach and feedback was collected through semi-structured interviews among 15 staffs from the Food and Beverage, Accounts and Front Office departments which were selected using purposive sampling from five different hotels in Penang. The findings showed that all of the respondents have come to the agreement that the measures taken by their hotels to overcome the impact of the COVID-19 pandemic in terms of staff employment and work conditions were to lower the hotel operations costs. This was done by reducing the number of employees and reducing staffs’ salaries. Other measures taken by the hotel management to mitigate the pandemic’s impact include increasing room sales, venturing into other services, and extending bookings for events. The findings of this study have some practical implications for hoteliers as they can adopt similar strategies in their respective hotels as a means of coping with impact of the COVID-19 pandemic.
APA, Harvard, Vancouver, ISO, and other styles
8

Zhang, Meng, Chiehyun Yang, and Zhiyuan Yan. "Language Use and Language Attitude of Front-Line Employees in Five-Star Hotels in Macau." In Annual International Conference on Tourism and Hospitality Research (THoR 2016). Global Science & Technology Forum (GSTF), 2016. http://dx.doi.org/10.5176/2251-3426_thor16.26.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

Xie, Lechen, and Wenlan Wang. "An Empirical Study on the Factors Affecting the Job Satisfaction of Hotel Employees-A case study of five-star hotels in Fuzhou." In 2017 International Conference on Education Science and Economic Management (ICESEM 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/icesem-17.2017.23.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

Sarıışık, Mehmet, and Hasan Önal Şeyhanlıoğlu. "Finding the Relationship between Individual Career Planning and Personality Features in Hotels." In International Conference on Eurasian Economies. Eurasian Economists Association, 2019. http://dx.doi.org/10.36880/c11.02343.

Full text
Abstract:
In this study, it is aimed to examine the relationship between personality traits and career planning trends of tourism management employees. The data required for the study were obtained from a total of 391 employees in five and four-star five-city hotels in Ankara. The collected data were analyzed by quantitative methods to test the relationship between variables. First, the correlation coefficients between the sub-dimensions of the scales were calculated. Then, t-test and variance (One-way Anova) analysis were used to determine possible differences between career planning dimensions and demographic characteristics. As a result of the study, it was found that there was a positive and significant relationship between extrovert personality type and career planning while a negative significant relationship was found between neurotic personality type and career planning.
APA, Harvard, Vancouver, ISO, and other styles
You might also be interested in the extended bibliographies on the topic 'Hotels – Employees' for particular source types:
Journal articles Dissertations / Theses Books
We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!

To the bibliography