Relevant bibliographies by topics / Turnover in hotel industry in Jamaica

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

Academic literature on the topic 'Turnover in hotel industry in Jamaica'

Author: Grafiati
Published: 4 June 2021
Last updated: 8 February 2022

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Journal articles on the topic "Turnover in hotel industry in Jamaica"

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Vetrakova, Milota. "Performance evaluation in the hotel industry." Tourism and hospitality management 2, no. 1 (July 15, 1996): 179–85. http://dx.doi.org/10.20867/thm.2.1.17.

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The job analysis, which is a basic foundation of the evaluation process, is not a bureaucratic tool, but the element of an effective leadership. Due to the variety of jobs, high turnover of employees, superiority of subjective factors, and a strong dependence of work activities on customers' demand, the job analysis in the hotel industry is rather necessary.
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Wongsunopparat, Sumas, and Pranee Jaroensuk. "Suitable Leadership Style for Service Industry in Bangkok." International Journal of Learning and Development 11, no. 1 (February 22, 2021): 39. http://dx.doi.org/10.5296/ijld.v11i1.18144.

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The main research question for this study “which leadership style is the most suitable for hotel industry in Thailand”. This study adopted a case study of Centara hotel & Resorts hotel chain. Study was conducted using anonymous online questionnaire. The Structural Equation Modeling (SEM) was used to test structural relationship in the model between various variables in the study. The finding of this study suggested that there is a significant relationship between autocratic relationship, high turnover intention, and low job satisfaction. In addition, the study found significant correlation between transformational leadership and democratic leadership with high job satisfaction and low turnover intention. This finding suggested that autocratic relationship is an ineffective leadership style to govern hotel employees in Thailand. On the other hand, both transformational leadership and democratic leadership are both effective leadership style that can possibly enhance employee job satisfaction and reduce turnover intention. With consideration to the various departments in the hotel, the study also found that front office or reception, as well as food and beverage service department have significant correlation with democratic leadership style. Other leadership styles, including Laissez faire leadership, autocratic leadership, charismatic leadership, and transactional leadership show no significant relationship with employee job satisfaction and turnover intention. Thus, the finding of this study identified effective leadership style for hotel industry as transformational leadership and democratic leadership. The finding obtained from this study is novice and contribute greatly toward existing body of research as none of the past study have been conducted to investigate effectiveness of various leadership style in the context of Thai ever before. Lastly, this research is also extremely useful for hotel strategic human capital management to be able come up with the winning HRM & HRD strategy to get the right kind of leaders and potential successors in their organizations in a highly rivalry intensity of over-supply hotel industry.
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Taylor, Frank F. "The ordeal of the infant hotel industry in Jamaica, 1890–1914." Journal of Imperial and Commonwealth History 16, no. 2 (January 1988): 201–17. http://dx.doi.org/10.1080/03086538808582757.

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Caldera González, Diana Del Consuelo, María Guadalupe Arredondo Hidalgo, and Laura Elena Zárate Negrete. "STAFF TURNOVER IN HOTEL INDUSTRY IN THE STATE OF GUANAJUATO, MEXICO." Revista Ibero-Americana de Estratégia 18, no. 4 (October 1, 2019): 615–29. http://dx.doi.org/10.5585/ijsm.v18i4.16232.

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Objective: To identify the main causes of staff turnover in the hotel industry in the state of Guanajuato, Mexico. Method: The research is qualitative with descriptive scope and non-experimental design. Semi-structured interviews were applied to 67 hotel staff managers in Guanajuato capital. Relevance: In Mexico, tourism activity is considered an engine for economic development because of its great contribution to the Gross Domestic Product. This activity is characterized by the high employment of human resources involved in the process of providing services, however, in recent years there has been a high level of staff turnover in this industry, so study the causes of this phenomenon is relevant. Results: The main causes of staff turnover in the hotel industry in the state of Guanajuato Mexico are: a) the compensation system; b) recruitment and selection of personnel; and c) the demotivation of employees. Contributions: In addition to diagnosis, some low-cost strategies were designed to attack each of the triggers of staff turnover in this industry.
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Deri, Mildred Nuong, Perpetual Zaazie, and Prosper Bazaanah. "Turnover Intentions Among Hotel Employees in the Accra Metropolis of Ghana." African Journal of Hospitality, Tourism and Leisure 10(1), no. 10(1) (February 28, 2021): 238–55. http://dx.doi.org/10.46222/ajhtl.19770720-98.

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The objective for this study was to analyze the factors which influenced turnover intentions of hotel employees in the Accra Metropolis of Ghana. The two-factor motivation theory of Frederick Herzberg was used as the lens to analyse employee turnover intentions in the hotel industry. A quantitative research method – encompassing the explanatory and simple random sampling approach – was used to collect the data from two hundred hotel employees in the Metropolis. Chi-square analysis and logistic regression were used to analyze the data. The study found that there was no significant relationship between the demographic features and turnover intentions of employees. Promotion chances were the best indicator of the turnover intentions of hotel employees. This implies job promotions are likely to reduce employees turnover among hotels in the Metropolis. The findings provides sufficient knowledge and information to scholars, policy makers and hotel managers that by providing opportunities for employees promotion, hotels can significantly reduce employees turnover in the future.
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Ahmad, Azlinzuraini, Ahmad Munir Mohd. Salleh, Khatijah Omar, Kamaazura Abu Bakar, and Karimah Abd. Wahab Sha’arani. "The Impact of Leadership Styles and Stress on Employee Turover Intention in Terengganu Hotel Community." International Journal of Engineering & Technology 7, no. 3.21 (August 8, 2018): 38. http://dx.doi.org/10.14419/ijet.v7i3.21.17091.

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In the contemporary hotel industry of Terengganu where tourists’ arrivals and competition among firms are encouraging, employees and hotel community are expected to work and upgrade their services which is up to the customers’ expectation. In order to improve customer service, effective leaders could build a culture of trust within their organization and constantly motivating employees to better handle job stress. The employees in hotel industry who need to deal with long working hours, trouble customer, and troubled relationship with supervisor could potentially develop job stress at the workplace. Responding to this issue that requires precise understanding, the objectives of this study are to examine which style of leadership (transformational, transactional and laissez faire) that have significant relationship towards employee turnover intention and to determine stress as a mediator role between leadership and employee turnover intention. A sample of 225 hotel employees from all level of positions of Terengganu hotels was gathered and results of the study showed several significant findings. The most important finding is the significant negative influences of transactional leadership style on employee turnover intention has been found and partial mediation was established when job stress was included. The findings therefore will help to address that the effect of transactional leadership (TL) on employee turnover is increased upon the addition of stress as mediator where subsequently, effective leader could negatively reduce stress and employee turnover intention in hotel industry.
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Chen, Tso-Jen, and Chi-Min Wu. "Improving the turnover intention of tourist hotel employees." International Journal of Contemporary Hospitality Management 29, no. 7 (July 10, 2017): 1914–36. http://dx.doi.org/10.1108/ijchm-09-2015-0490.

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Purpose This study aims to explore the high turnover intention issue in Taiwan’s tourist hotel industry. Due to a lack of empirical research regarding front-line employees’ psychological contract breach perceptions in tourism literature, this study develops an integrated model to examine the causal relationship among transformational leadership behaviors, leader–member exchange (LMX), psychological contract breach and turnover intentions. Design/methodology/approach Data from the 226 frontline employees in Taiwan’s tourist hotel industry were employed to examine the proposed hypotheses by using a series of structural equation modeling analyses. Findings Statistic results revealed that transformational leadership behaviors influence LMX and LMX in turn influences psychological contract breach, which consequently leads to lower turnover intention. Practical implication The results of this study suggest that hospitality organizations should recruit individuals who have the potential to exhibit transformational leadership skills, along with designing leadership training programs for middle- and high-level managers. Originality/value This study provides hospitality organization leaders with the necessary information to formulate a beneficial relationship with their front-line employees, which, in turn, weakens their perception of psychological contract breaches and reduces their willingness to leave the organization.
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Karanović, Goran, Ana Štambuk, and Davor Jagodić. "Profitability performance under capital structure and other company characteristics." Zbornik Veleučilišta u Rijeci 8, no. 1 (2020): 227–42. http://dx.doi.org/10.31784/zvr.8.1.21.

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The main objective of this paper is to explore how capital structure and other financial characteristics of companies influence Croatian hotel industry performance. This study’s key goal is to analyze the debt-equity structure of hotel industry and to demonstrate its correlation with financial performance. The high significance and impact of hotel industry on the economy in Croatia was main reason why authors opted to investigate it. This study was carried out using panel data methodology on a sample of 19 Croatian hotel companies listed on the Zagreb Stock Exchange during the period of 2003-2017. Return on assets and return on equity were used as performance proxies and dependent variables. Twelve variables as capital structure measures and other company characteristics – cash ratio, current liquidity ratio, structure ratio, debt ratio, debt factor (in years), equity to non-current assets, total assets turnover, current assets turnover, accounts receivables, activity ratio, return on revenue and crises during the 2009-2015 period – were used as independent variables. The findings suggest that cash ratio, structure ratio, debt factor (in years), equity to non-current assets, total assets turnover, activity ratio, accounts receivables, return on revenue and crises in the 2009-2015 period are related to the financial performance of the Croatian hotel industry. Although profitability performance theory and influence of capital structure and other company characteristic on it is widely studied in financial literature, there are not many studies examining the hotel industry, especially in Croatia. Finally, this study should provide managers with additional insights in making optimal financial decisions.
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Kasa, Mark Edmund, Jia Xin Chong, Sherrymina Kichin, and Kashif Hussain. "Personality and Turnover Intention among Hotel Employees in Sarawak: Role of Flow as Mediator." Asia Proceedings of Social Sciences 4, no. 1 (April 17, 2019): 51–53. http://dx.doi.org/10.31580/apss.v4i1.579.

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In the hotel industry, personality brings an impact to the perception of turnover intention among employees. The lack of past studies make this present study become important to ensure employees’ performance and productivity are at highest level while reducing their turnover intention. Secondly, exhaustive review of past literature revealed that the lacking of studies that examined flow as mediator between personality and turnover intention in eastern phenomena, the element of positive psychology of flow necessary to be investigated. This study aims to determine whether employees’ personality have significant relationship with the turnover intention, with mediating variable of flow which was underpinned with the person-environment fit theory to investigate the outcomes. This study implemented quantitative method whereby the questionnaires were given out to the hotel’s employees in Sarawak. All data were analyzed using SPSS software version 23. This study provides contributions to hotel industry that are interested to identify prominent elements which influence, correlate and contribute to the possible outcomes of personality, flow and turnover intention among hotel employees in the context of eastern understanding.
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McGinley, Sean P., and Larry Martinez. "The Moderating Role of Career Progression on Job Mobility: A Study of Work–Life Conflict." Journal of Hospitality & Tourism Research 42, no. 7 (November 23, 2016): 1106–29. http://dx.doi.org/10.1177/1096348016678449.

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Employment and professional mobility are important aspects of life for both hospitality organizations and individual employees. Across two studies, we examine the effects of work–life conflict and actual (Study 1) and perceived (Study 2) progression in one’s career on hotel managers’ intentions to leave their organizations or leave the hotel industry altogether. In Study 1, positive relations between work–life conflict and turnover and career change intentions were found among actual hotel managers. Similarly, in Study 2, job seekers who were experimentally induced to expect higher work–life conflict in their future careers reported higher turnover and career change intentions. Across both studies, this effect was stronger among those with less progression in their careers. These results provide a more nuanced understanding of the high turnover rates in the hospitality industry, and we discuss how hospitality organizations can leverage this knowledge in managerial retention efforts.
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Dissertations / Theses on the topic "Turnover in hotel industry in Jamaica"

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Davis, Odetha Antonnett. "Strategies for Low Employee Turnover in the Hotel Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5069.

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Employee turnover affects the profitability, performance, and customer service of an organization. The purpose of this multiple case study was to explore strategies that leaders in the hotel industry used to maintain a low rate of employee turnover. Motivation-hygiene theory was the conceptual framework for the study. The study population included 9 hotel leaders from 2 international hotels operating in Jamaica. Methodological triangulation involved the comparison of data from observation of hotel facilities and leaders' interactions with employees, review of company documents, and semistructured interviews. Data were analyzed into emerging themes using a Gadamerian hermeneutics framework of interpretation. Four major themes emerged from the data analysis: effective leadership strategies, favorable human resource management practices, good working conditions, and a family-oriented organizational culture. Analysis of the data showed that hotel industry leaders used a combination of these strategies to maintain low rates of employee turnover. The findings and recommendations may contribute to positive social change by providing hotel leaders with effective retention strategies, resulting in increased profitability and potential income continuity, thereby decreasing unemployment and moderating poverty.
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Cronin, Brendan. "Strategies to Reduce Employee Turnover in the Hotel Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6002.

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Hotel leaders face reduced profitability because of high employee turnover. Using Herzberg's 2-factor theory as the conceptual framework, the purpose of this multiple case study was to explore strategies that some hotel human resources managers used to reduce employee turnover. Data were collected from 5 hotel human resources managers in Massachusetts through face-to-face, semistructured interviews and a review of company documents. Data analysis using Yin's 5-step process of compiling, disassembling, reassembling, interpreting, and developing data-based conclusions resulted in 3 emergent themes: a retention strategy, a compensation strategy, and a training and development strategy. The findings indicated that the employee recruitment process, fair employee compensation and benefits, a focus on employee development, and recognition and appreciation of employees were pivotal strategies human resources managers used to reduce employee turnover. The findings may be valuable to hotel general managers, human resources managers, authors of training manuals, and hiring managers for creating strategies to reduce employee turnover. The implications for positive social change include the potential for hotel general managers to lower unemployment rates and improve the quality of life for the local community through lower employee turnover.
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Guðmundsdóttir, Sunna, and Emeli Kammerland. "Assessing Staff Turnover: A View from Hotel Workers in Reykjavík : Causes and Impacts." Thesis, Högskolan Dalarna, Turismvetenskap, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:du-28315.

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Staff turnover is an endemic issue in the hospitality industry, worldwide. Voluntary staff turnover has been the focus of many studies in the past decades and many researchers have constantly intended to connect a number of variables to it. This study deals with a human perspective of staff turnover and the aim was to add to the understanding of staff turnover within the hospitality industry. This was achieved by conducting in-depth interviews with hotel workers in three and four-star hotels in Reykjavík, Iceland. The causes and impacts of the turnover was examined with qualitative method. Investigation of the factors influencing employees’ intention to leave their current organization and the impact staff turnover causes to the remaining staff was carried out. The results revealed that professional advancement is a critical predictor for the employees to leave, along with factors such as work content, personal reasons, organizational factors and the nature of the tourism industry. Furthermore, the impact staff turnover causes on the staff are factors such as social connections, increased responsibilities and time and energy consumption.
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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.

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Anderson, Andrew. "Decreasing Voluntary Employee Turnover in the Hospitality Industry." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6508.

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The purpose of this qualitative multiple case study was to explore the strategies general managers of full-service hotels used to reduce voluntary frontline employee turnover. The conceptual framework for this study was Herzberg's motivation-hygiene theory. The 3 participants were hotel general managers in the midwestern region of the United States. Data were collected through semistructured interviews with 3 purposefully selected hotel general managers and by reviewing company documents. Data analysis consisted of gathering the data, coding for emergent themes, compiling the data into common codes, organizing the data into themes, interpreting the meaning, and reporting the themes. Four themes emerged from the data: employee retention, leadership characteristics, effective retention strategies, and ineffective retention strategies. The implications of this study for positive social change include the potential to decrease voluntary employee turnover in the hospitality industry. Positive results of decreasing voluntary employee turnover may include increased success within the hospitality industry, which might positively influence productivity, raise customer satisfaction, and increase organizational profits.
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Jang, Jichul. "The Impact of Career Motivation and Polychronicity on Job Satisfaction and Turnover Intention among Hotel Industry Employees." Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc9081/.

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Employee turnover has been one of the most serious issues facing the hotel industry for many years. Both researchers and practitioners have devoted considerable time and effort to better understand and indentify ways to decrease employee turnover. The purpose of this study was to examine the impact of individual differences focusing on career motivation and polychronicity on job satisfaction and its influence on employee turnover intention in the hotel industry. This study surveyed 609 non-supervisory employees working at two Dallas hotels. Respondents provided information regarding career motivations, polychronicity, job satisfaction, and turnover intention. Career motivations were significantly related to employee job satisfaction which impacted employee turnover intention. This finding can be useful to hotel companies and their managers when attempting to understand employee motivation.
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Ununger, Folke. "Developing Sustainable Talent Management in the Hotel Industry : Can Sustainable Talent Management lower the turnover rates in hotels?" Thesis, Södertörns högskola, Institutionen för naturvetenskap, miljö och teknik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-46010.

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The hotel industry is characterized by high staff turnover rates and it seemingly struggles to keep its talented employees. Therefore, the purpose of this study was to identify central factors relevant for the development of Sustainable Talent Management in the hotel industry. To understand why employees in these departments either left or stayed with an organisation four different focus groups were conducted. The four focus groups consisted of 14 participants total who all either were or had been employed in the Swedish hotel industry as recently as three years prior to this study. Another criterion for participation was that they had to have been employed within one of the three departments with the highest annual staff turnover rates in Europe. Front of house, food and beverage or housekeeping. The data from the focus groups were analysed using a thematic analysis. It was concluded that sustainable talent management in the hotel industry should contain instances of retaining and developing talent in an organisation, whilst taking an internal social responsibility for parameters regarding employees’ health and factors that the organisation can control. As well as instilling a sense of purpose for the employees. While also viewing the employee as a form of human capital, valuing them for their knowledge and capabilities whilst also including them as the most important internal stakeholder. All without the intent of financial maximization. The reasons why employees within the stated departments left an organisation was predominantly due to job dissatisfaction with aspects such as a lack of safety through insufficient work-life balance, no clarity in what was expected of the employee and no work autonomy, issues with development including unclear career paths and a lack of advancement opportunities. Why these employees stayed were job satisfaction regarding the same aspects. What also emerged from the results was that the satisfaction of safety and development job aspects would outweigh the monetary aspects of employment. Indicating that loyalty to the organisation had been made through the creation of incentives to stay. If loyalty can be created through incentives to stay, then sustainable talent management actions could possibly lower the turnover rates in the hotel industry.
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Waern, Leo. "Turnover-based Rents – A Game Changer for the Hotel Industry? : An Analysis of the Effects of a Purely Revenue-based Rent Model for Hotel Real Estate." Thesis, KTH, Fastigheter och byggande, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-298314.

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Stockholm’s hotel market has been performing well the past 15 years, but the Covid-19 pandemic has shattered years of growth. The aim of this report has been to evaluate a purely turnover-based rent model that can increase flexibility for the hotel owners during economic crisis, while possibly increasing the value of the property and returns during good economic times. An interview study with 10 subjects representing hotel real estate companies, hotel owners and property appraisers has been conducted. A quantitative study using historical data was performed to see how the value of the property changed depending on what type of rent was used. Contract management theory has been used to evaluate aspects throughout the report. The results proved that a purely turnoverbased rent can increase the value of the property during good economic market conditions and increase the returns to the real estate owner. Furthermore, the results showed that this type of contract can help hotel operators to cope with rent payments during periods of severely decreased revenue. However, this type of contract comes with a large increase of volatility of the returns and can have large decreases in property values during pandemics and other economic hardships. Finally, a revenue-based contract was found to have a negative impact on the real estate companies’ ability to finance new hotel projects.
Stockholms hotellmarknad har presterat bra under de senaste 15 åren. Covid-19 pandemin har förstört år av tillväxt och många hotell kämpar för att kunna betala sina hyror. Syftet med denna rapport har varit att utvärdera en rent omsättningsbaserad hyresmodell som kan öka hotellägarnas flexibilitet under den ekonomiska krisen, samtidigt som den skulle kunna öka värdet och avkastningen under goda ekonomiska tider för fastighetsägaren. En kvalitativ intervjustudie med tio deltagare som representerar fastighetsbolag, hotellägare och fastighetsvärderare har genomförts. En kvantitativ studie baserad på historisk data utfördes för att se hur värdet på fastighetens värde förändrades beroende på vilken typ av hyresavtal som användes. Avtalsuppföljningsteori (contract management) har använts för att utvärdera olika aspekter genom hela rapporten. Resultaten visade att en rent omsättningsbaserad hyra kan öka fastighetens värde under goda ekonomiska marknadsförhållanden och öka investeringens avkastning till fastighetsägaren. Dessutom visade resultaten att denna typ av kontrakt kan hjälpa hotelloperatörer att klara hyresbetalningar under perioder med kraftigt minskade intäkter. Fördelarna med denna typ av kontrakt är dock inte utan problem. En rent omsättningsbaserad hyra kommer med en stor ökning av avkastningens volatilitet och kan få kraftiga minskningar av fastighetsvärdet under pandemier och andra ekonomiska svårigheter. Slutligen visar studien att ett omsättningsbaserat kontrakt ha en negativ inverkan på fastighetsbolagens förmåga att finansiera nya hotellprojekt.
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Parttimaa, Jenny, and Mathilda Bäckström. "The Pursuit of Motivating Employees : The connection between employee turnover and reward packages in the hotel – and insurance industry." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-38227.

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Motivating employees is one of the management top priorities nowadays. Motivated employees are less likely to leave the company, which leads to lower turnover rate which in turn can lead to lower costs for the company. The purpose of this study is to illustrate how organizations can increase employees’ motivation and lower employee turnover by using reward packages.
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Chen, Hung-Ju, and 陳鴻儒. "Exploratory Study of Optimal Turnover Rate in the Hotel Industry." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/b55a9f.

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碩士
國立屏東科技大學
餐旅管理系
106
Employee turnover management is a relatively rare research issue in HRM field. The relevant literature on employee turnover management mostly discusses the employees’ intention to leave. Issues regarding to staff turnover rate are still in need to investigate. This type of study are mostly focused on the medical staff and other manufacturing industry. Relatively few studies pay attention to the hotel industry, which is known for its high employee turnover rate. Therefore, this study aims at exploring: (1) employee turnover in the hotel industry in Taiwan, (2) the importance of separation management and employee turnover management, and (3) the optimal turnover rate for the hotel industry. The research employs the open financial data of the nine hotel companies listed in Taiwan stock Market from the Taiwan Economics Journal Database. The period of statistical data ranges from 2007 to 2016. The scatter and trend lines are used to analyze the relationship between employee turnover rate and financial performance in each case hotel. Financial performance is measured by the operating profit rate and the operating profit per employee. The results show that the hotel industry in Taiwan had an average employee turnover rate from 37 to 50%. The overall employee turnover rate is still in an upward trend. Further research is needed on the strategy for managing staff turnover rate. Employee turnover management focuses on the prevention of employees before they have intention to leave the company. By retaining employees and actively controlling the turnover rate of employees, the resignation management can make the impact of employee turnover on the company in a positive influence. The research found, among 9 surveyed hotels, the average operating profit rate is 18.8%, and the average profit per employee is 19.4%. The trend line mostly presents an inverted U-shaped curve relationship. In this study, the trend line of the embedded cases shows that the best optimal turnover rate ranges from 15 to 25%. If the turnover rate is too high, the financial performance will obviously decrease. However, the lower the employee turnover rate, it will not always bring the higher financial performance. Thus, the principle of “the lower the turnover rate, the better the company performance” is in doubt. Of course, the turnover rate should not be too high. Instead, the employee turnover rate will be controlled within a certain range, and the financial performance will achieve the best performance.
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Books on the topic "Turnover in hotel industry in Jamaica"

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Chilman, Jane. Stability and retention of staff in the hotel industry: An investigation into employee turnover at the Royal Garden Hotel. Oxford: Oxford Brookes University, 1999.

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Cheung, Tak Yan Theresa. A study of the factors affecting employee turnover in hotel industry in Hong Kong. 1996.

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Menzies, Lesley. Take it or leave it!: A study of pay, conditions and labour turnover in the hotel and catering industry. 1985.

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Book chapters on the topic "Turnover in hotel industry in Jamaica"

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Hosoda, Masahiro, Hitomi Toyosaki, Miyu Hayakawa, and Kenichi Suzuki. "Gender Diversity Management and Employees’ Turnover: A Case Study in the Japanese Hotel Industry." In Corporate Social Responsibility and Gender Equality in Japan, 111–33. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-75154-8_7.

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"Labour turnover and termination of employment." In Human Resource Management in the Hotel and Catering Industry, 146–53. Routledge, 2017. http://dx.doi.org/10.4324/9781315266725-14.

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Camillo, Angelo, Francesca Di Virgilio, and Loredana Di Pietro. "Staff Turnover at the Crossboarder Hotel Company." In Handbook of Research on Global Hospitality and Tourism Management, 520–31. IGI Global, 2015. http://dx.doi.org/10.4018/978-1-4666-8606-9.ch026.

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This chapter endeavors to draw attention to staff turnover in the hospitality industry by analyzing a company, which will be referred to as “Crossboarder Hotel Company”. The actual name has been disguised to maintain the company's confidentiality. The chapter discusses the causes and effects of employee turnover and ways to prevent turnover. Turnover is divided into three categories: job dissatisfaction, errors in employee selection, and poor management. The common cause of turnover however; is job dissatisfaction which affects employees well-being. A survey instrument that included measures of job satisfaction, and demographic information was used to collect information from hotel employees of an American Hotel Chain we refer to as the “Crossboarder Hotel Company”, geographically dispersed in Georgia, Alabama, California, North Carolina, Arizona, Texas, Utah, and Indiana. Data from 78 respondents were collected over a three-year period. The results show that favouritism, nepotism, lack of responsibility and accountability, lack of training and improper communication negatively contributed to job satisfaction.
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"Introducting Environmental Management in the Hotel Industry: A Case Study of Jamaica." In Tourism in South America, 139–52. Routledge, 2012. http://dx.doi.org/10.4324/9780203048450-11.

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"Labour recruitment and turnover costs in hotels: Angela Maher BA Lecturer School of Hotel and Catering Management Oxford Brookes University, UK." In Accounting and Finance for the International Hospitality Industry, 78–94. Routledge, 2010. http://dx.doi.org/10.4324/9780080938684-10.

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Conference papers on the topic "Turnover in hotel industry in Jamaica"

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Pramanik, Purwanti, Robiatul Adawiyah, and Filma Festivalia. "Organizational Commitment and Turnover Intention of Hotel Employees at Melawai Hotel in Jakarta." In Asia Tourism Forum 2016 - the 12th Biennial Conference of Hospitality and Tourism Industry in Asia. Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/atf-16.2016.35.

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Ngantemin, Mr, and Rahmat Darmawan. "Organizational Commitment and Intension Turnover: Evidence from Star Hotel in Batam." In Asia Tourism Forum 2016 - the 12th Biennial Conference of Hospitality and Tourism Industry in Asia. Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/atf-16.2016.38.

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Li, Songbai. "High Turnover of College Graduates in Hotel Industry in China and Its Countermeasures." In 2011 International Conference on Management and Service Science (MASS 2011). IEEE, 2011. http://dx.doi.org/10.1109/icmss.2011.5998054.

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Zhen, Yan, Zuraina Dato' Mansor, and Choo Wei Chong. "Person-Organization Fit and Employees' Voluntary Turnover with the Effect of Job Satisfaction in Hotel Industry." In the 2019 10th International Conference. New York, New York, USA: ACM Press, 2019. http://dx.doi.org/10.1145/3345035.3345082.

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Prasetio, Prasetio, Arif Partono, Puspita Wulansari, Suci Trisno Putri, Ramdhani Ramdhani, and Abdullah Abdullah. "The Mediation of Job Satisfaction in the Relation of Work Stress and Turnover Intention in Hotel Industry." In Proceedings of the 1st International Conference on Economics, Business, Entrepreneurship, and Finance (ICEBEF 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icebef-18.2019.130.

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Ružić, Ivan, and Petra Popek Biškupec. "ASSESSMENT OF THE PANDEMIC SHOCK ON THE TOURISM SECTOR - THE CASE OF CROATIA." 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/tisc21247ir.

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Abstract:
Due to the pandemic crisis, the decline in cross-border travel has caused deterioration of consumption and induced the collapse of domestic consumption. Finally, the drop of the consumption in travel service affected the travel trade balance and caused decline of the economy. The aim of this paper is to analyze the impact of the pandemic shock on the touristic sector in Croatia and to measure the effect of this negative trend. The research will be conducted using the SVAR model to disclose pandemic shock. The analysis considers the effect of the pandemic shock on the performance of the tourism sector, what is approximated by CROBEX turist index. Also, the analysis tests the impact of pandemic shock on turnover of the hotel industry. The results confirm the large-scale shock in the touristic sector and implicate the importance of measuring shock in assessing future trends and proposing measures for economic recovery in Croatia.
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