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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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Oktavio, Adrie, and Thomas Stefanus Kaihatu. "Implication of Future Time Perspective and Hope on the Continuance Commitment of Hotel Employees." Jurnal Economia 16, no. 2 (October 30, 2020): 161–72. http://dx.doi.org/10.21831/economia.v16i2.29711.
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Abstract: In the Indonesian hotel industry, high employee turnover rates are very common costly. One of the reasons that causes hotel employee turnover to be high is low commitment. The low commitment is triggered by the low hope of hotel employees to remain and to be committed to continuing their careers in the hotel where they are working today. Employees need certainty about their future that should be guaranteed by hotel management. This study tries to analyze the role of Future Time Perspective (FTP) and its effect on hope and continuance commitment. The data were derived from distributing questionnaires to hotel employees spread in 45 three-star hotels in Surabaya, and subsequently analyzed using the General Structured Component Analysis (GSCA) tool. The results show that FTP influences hope and continuance commitment significantly. Similarly, hope has a significant effect on continuance commitment. Hope is also able to act as a mediator between FTP and continuance commitment.Keywords: hotel industry, future time perspective, hope, continuance commitment Implikasi Future Time Perspective dan Harapan Terhadap Continuance Commitment Karyawan HotelAbstrak: Di industri perhotelan Indonesia, tingkat turnover karyawan yang tinggi sudah menjadi rahasia umum dan sangat memakan biaya. Salah satu alasan yang menyebabkan tingginya tingkat turnover karyawan hotel adalah komitmen yang rendah. Komitmen yang rendah tersebut dipicu oleh rendahnya tingkat harapan karyawan hotel untuk tetap tinggal serta berkomitmen untuk melanjutkan karir di hotel tempat mereka bekerja saat ini. Karyawan hotel membutuhkan kepastian akan masa depannya yang seharusnya bisa dijamin oleh pihak manajemen hotel. Penelitian ini mencoba menganalisa peran Future Time perspective (FTP) dan pengaruhnya terhadap harapan dan continuance commitment karyawan hotel. Data penelitian berasal dari penyebaran kuesioner kepada karyawan hotel yang tersebar di 45 hotel bintang tiga di Surabaya dan selanjutnya dianalisis menggunakan alat analisis General Structured Component Analysis (GSCA). Hasilnya menunjukkan bahwa FTP mempengaruhi harapan dan continuance commitment secara signifikan. Harapan juga berpengaruh secara signifikan terhadap continuance commitment. Harapan juga berperan sebagai mediator antara FTP dan continuance commitment.Kata kunci: industri perhotelan, future time perspective, harapan, continuance commitment
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Ferreira, Aristides I., Luis F. Martinez, José Pereira Lamelas, and Rosa I. Rodrigues. "Mediation of job embeddedness and satisfaction in the relationship between task characteristics and turnover." International Journal of Contemporary Hospitality Management 29, no. 1 (January 9, 2017): 248–67. http://dx.doi.org/10.1108/ijchm-03-2015-0126.
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Purpose Employees’ turnover intention is a key problem that hotel managers face daily. This is partially explained by the inevitability of performing tasks with little significance and low identity. This study aims to understand how job embeddedness and job satisfaction could lessen the undesirable effect of task characteristics on turnover intentions. Design/methodology/approach A sample of 525 employees operating in 46 Portuguese hotels was used in this study. The questionnaire included demographic variables and four reliable instruments used to measure job satisfaction, job characteristics, job embeddedness and turnover intentions. The study used a multilevel statistical approach considering both the individual and the hotel levels of analysis. Findings Through multilevel statistics, the findings suggest that both at the individual level and the hotel level of analysis, job satisfaction and job embeddedness fully mediated the relationship between different task characteristics (significance and identity) and turnover intentions. Research limitations/implications Despite a possible absence of common method variance, due to the confirmatory factor analysis, social desirability bias may exist because of the self-reported nature of the survey. Practical implications Managers should increase the perceived costs of employees leaving the hotel by introducing training programs and plans for career development. Also, to increase job embeddedness, managers should also rethink the organizational dynamics of this industry. Originality/value This research provides empirical evidence of the antecedents and mediators of employees’ intentions to leave the hotel industry both at the individual and at the hotel level (multilevel approach).
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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/riae.v18i4.16232.
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Objetivo: Identificar las principales causas de rotación de personal en la industria hotelera en el estado de Guanajuato, México. Método: La investigación es cualitativa con alcance descriptivo y diseño no experimental. Se aplicaron entrevistas semiestructuradas a 67 encargados de personal de hoteles en Guanajuato capital. Relevancia: En México la actividad turística es considerada un motor para el desarrollo económico por su gran aportación al Producto Interno Bruto. Esta actividad se caracteriza por el alto empleo de recursos humanos que intervienen en el proceso de prestación de servicios, sin embargo, en los últimos años se ha observado un alto nivel de rotación de personal en esta industria, por lo cual estudiar las causas de este fenómeno resulta relevante. Resultados: Las principales causas de rotación de personal en la industria hotelera en el estado de Guanajuato México son: a) el sistema de compensaciones; b) el reclutamiento y selección de personal; y c) la desmotivación de los empleados. Contribuciones: Además del diagnóstico, se diseñaron algunas estrategias de bajo costo para atacar cada uno de los factores detonadores de la rotación de personal en esta industria.
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Qiu, Hanqin, Ben Haobin Ye, Kam Hung, and Qi Yan York. "Exploring Antecedents of Employee Turnover Intention – Evidence of China’s Hotel Industry." Journal of China Tourism Research 11, no. 1 (April 24, 2014): 53–66. http://dx.doi.org/10.1080/19388160.2014.908756.
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Basera, Vitalis, and Judy Mwenje. "Factors Affecting the Adoption of Quality Management Systems in Zimbabwean Hotels." April 2021, Volume 10(2) (April 30, 2021): 776–95. http://dx.doi.org/10.46222/ajhtl.19970820-132.
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This paper aims at highlighting factors contributing to late adoption of quality management systems (QMS) in the Zimbabwe hotel industry. The research answered questions on: What are the internal factors affecting adoption of QMS in hotels; What are the external factors affecting adoption of QMS in the hotels. Hotel managers and key stakeholders in the hotel industry were interviewed to get data. Focus group discussions was used to get data from hotel staff members. Directed content analysis was used to analyse data. Some of the internal factors affecting adoption of QMS in the hotel industry in Zimbabwe identified are high staff and management turnover, absence of specialised quality function, poor remuneration of hotel employees and lack of financial resources. While some of the external factors identified are high taxes and licensing fees, industry over regulation, hyperinflation, and poor industry supporting infrastructure. The study recommended for creation of hotel industry stakeholder platform to enhance adoption of QMS in the hotel industry looking at how best to ease the identified factors. There is need for a review of hotel industry operating environment from regulator perspective so as to ease the operating environment which can improve the hotels sustainability.
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Kasa, Mark, Chong Jia Xin, Sherrymina Kichin, and Kashif Hussain. "PERSONALITY AND TURNOVER INTENTION AMONG HOTEL EMPLOYEES IN SARAWAK: ROLE OF FLOW AS MEDIATOR." Humanities & Social Sciences Reviews 7, no. 5 (October 14, 2019): 545–50. http://dx.doi.org/10.18510/hssr.2019.7563.
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Purpose of the Study: In the hotel industry, personality brings an impact on the perception of turnover intention among employees. The lack of past studies makes 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 lack 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’ personalities 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.
Methodology: This study implemented a quantitative method whereby the questionnaires were given out to the hotel’s employees in Sarawak. All data were analysed using SPSS software version 23.
Results: This study provides contributions to the hotel industry that are interested to identify prominent elements that influence, correlate and contribute to the possible outcomes of personality, flow and turnover intention among hotel employees in the context of eastern understanding.
Implications: The flow associated with an employee personality and turnover intention. Meanwhile, the hotel’s human resource practitioners advise to always implement better working practices in recruitment or training functions to ensure the right personality to work on specific tasks are being employed and lead to lower turnover intention.
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Nawaz, Asif, and Kamran Yousaf Sandhu. "ROLE STRESS AND ITS OUTCOMES: EVIDENCE FROM HOTEL INDUSTRY OF PAKISTAN." Journal of Applied Structural Equation Modeling 2, no. 2 (June 20, 2018): 49–60. http://dx.doi.org/10.47263/jasem.2(2)05.
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Keeping in view the importance of services industries especially the hospitality sector, the study analyzed behavioral outcomes of role stress in front line employees of three, four and five star hotels in Lahore for the first time in the Pakistani context. Stratified random sampling technique was used to collect data from 262 front line employee of six job positions. By using smart PLS 3.0 software that utilizes Partial Least Square Structure Equation Modeling (PLSSEM) technique, the study found role stress negatively affecting job satisfaction and positively affecting both burnout and turnover intention of employees. All relationships were significant at 99% confidence level. The result showed eroding effect of stress on job satisfaction and accumulating tendency towards burnout and turnover intention. The results of this study, not only confirmed to previous results, both in direction and strength of the relationship. Rather, provided new insight to understand the phenomenon in the hospitality sector of Pakistan.
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Singh, Dilbag, and Amandeep. "IMPACT OF EMPLOYEE TURNOVER ON HOTEL INDUSTRY- A STUDY OF SELECTED HOTELS OF NEW DELHI." International Journal of Research -GRANTHAALAYAH 5, no. 4 (April 30, 2017): 153–58. http://dx.doi.org/10.29121/granthaalayah.v5.i4.2017.1807.
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Hotel industry is a part of Tourism Industry which is flourishing in India than ever before, according to 2017 report of World Economic Forum India has reached the 40th rank in the world from 52 during 2015. This has been result of immense efforts of the Government and the Industry positive steps in boosting its appeal as a tourist and hospitality destination on the globe. There are various International hotel chains already in India which are expanding their room inventory at a fast pace to meet the future demands of accommodation and leisure services. But with every success there comes some kind of problems or concerns which are needed to tackle as they might slowdown the organization or the industry as a whole. One of the major issues which have been part of every growing industry in past is to row out itself from the problem of employee turnover rate. It is said that employee turnover is one silent part of human resource management which can have a negative impact for the organization if managed inadequately. This paper is an attempt to find out the reasons why hotel industry in India is facing this issue and what are the possible effects of it on the industry which might slow or hold still the growth of industry as forecasted.
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Deery, Margaret A., and Robin N. Shaw. "An exploratory analysis of turnover culture in the hotel industry in Australia." International Journal of Hospitality Management 16, no. 4 (December 1997): 375–92. http://dx.doi.org/10.1016/s0278-4319(97)00031-5.
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Kasa, Mark, Zaiton Hassan, and Azizan Yatim. "Does Flow Experience Really Matter among Hotel Employees in Sarawak?" International Journal of Engineering & Technology 7, no. 3.30 (August 24, 2018): 11. http://dx.doi.org/10.14419/ijet.v7i3.30.18145.
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Studies on flow in the Malaysian hotel context are still very limited even though it is an important psychological phenomenon toward developing human resources. This present study aims to investigate the role of flow experience as a mediator between the causes of burnout and its outcomes (turnover intention and work-family conflict) among the hotel employees in Sarawak, Malaysia. In the hotel industry, which has a highly demanding working environment, employee burnout would eventually lead to turnover intention and work-family conflict (WFC). To minimize these causes and outcomes, flow is hypothesized as a possible mediator in this study. The data were collected from 210 full time hotel employees, selected by random sampling method, and analyzed using SPSS version 20 and PROCESS version 2.11. The findings revealed that flow played a direct and indirect significant role between the causes of burnout and its outcomes. The findings suggest flow to be an important approach in alleviating the effects of burnout – turnover intention and work-family conflict.
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Ohunakin, Folakemi, Anthonia Adeniji, and Olumuyiwa Oludayo. "PERCEPTION OF FRONTLINE EMPLOYEES TOWARDS CAREER GROWTH OPPORTUNITIES: IMPLICATIONS ON TURNOVER INTENTION." Business: Theory and Practice 19 (November 20, 2018): 278–87. http://dx.doi.org/10.3846/btp.2018.28.
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Retaining talented employees has become a major challenge confronting the management in hospitality industry. Researchers from different climes have advocated for adequate retention strategies such as career growth opportunities, for overcoming the alarming rate of employees’ turnover in hotel organisations. However, there is paucity of empirical study on career growth opportunities and employees’ turnover intention. To fill this gap, quantitative data were gathered with 327 copies of questionnaire, administered to the frontline employees working in twenty-two 5-star hotels in Nigeria. Structural equation modelling (SEM) was used to test the hypotheses, with descriptive statistics, path analysis, maximum likelihood estimates and goodness of fit indices. The results revealed that all the parameters for career growth opportunities used in this study, inversely interact with turnover intention among the respondents. The findings indicate that organisations should pay adequate attention to career goal progress, professional ability development, promotion speed and remuneration growth of their talented employees. It implies that, these factors are pivotal for saving the cost of hiring new entrants, reduce the rate of turnover intention/actual turnover, and retain experienced high performers in hotel industry. This research established the effects of career growth opportunities on turnover intention in Nigerian context.
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Tian, Xizhou, and Yongjian Pu. "AN ARTIFICIAL NEURAL NETWORK APPROACH TO HOTEL EMPLOYEE SATISFACTION: THE CASE OF CHINA." Social Behavior and Personality: an international journal 36, no. 4 (January 1, 2008): 467–82. http://dx.doi.org/10.2224/sbp.2008.36.4.467.
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At present, the hotel employment sector in China has a high rate of employee turnover compared to other services. This is not unlike other countries. The reason for the turnover among hotel employees may be lower worker satisfaction resulting in decreased – or no – loyalty to employers. This study was based on an Artificial Neural Network (ANN). The factors influencing employee satisfaction were examined and the impacts of demographic characteristics on hotel employee satisfaction were analyzed. Results show that hotel employee satisfaction in China is low, hotel employee satisfaction differs by age and gender, and that professional development opportunities for employees and the long-term growth prospects of the hotels themselves are the most important contributors to employee satisfaction. On the basis of these findings, several recommendations for improving employee satisfaction, thereby sustaining the long-term economic health of China's hospitality industry, are provided.
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Balasingam, Ann Selvaranee, Kashif Hussain, and Alwie Manaf. "Industry perspectives on Malaysian hotel minimum wage issues." Worldwide Hospitality and Tourism Themes 12, no. 2 (March 27, 2020): 185–97. http://dx.doi.org/10.1108/whatt-12-2019-0082.
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Purpose The purpose of this paper is to investigate and compare the impact of the minimum wage order from the perspectives of two different stakeholders, namely, hotel managers and employees, in the Malaysian hotel industry. Design/methodology/approach For the study, qualitative data were collected through semi-structured interviews from three managers and three employees from hotels in West Malaysia. Findings From the managers’ perspective, minimum wage implementation has resulted in managers adopting the best payment structure to reduce labour costs for the operators, deciding to reduce the service charge allocation to employees and having to deal with minimal improvement in employee productivity and motivation. In contrast, the positive impact from the managers’ perspective is lower turnover intentions and social justice for foreign workers. From the employees’ perspective, there is a rather negative impact – minimum wage policy has resulted in a minimal increase in the salary. From a positive perspective, employees said that they have experienced an improvement in living standards. Originality/value This research presents current responses from hotel participants regarding the latest wage increase impact, some six years after its implementation.
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Chevers, Delroy, and Andrew Spencer. "Customer satisfaction in Jamaican hotels through the use of information and communication technology." Worldwide Hospitality and Tourism Themes 9, no. 1 (February 13, 2017): 70–85. http://dx.doi.org/10.1108/whatt-11-2016-0068.
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Purpose This paper aims to assess the impact of information and communication technology (ICT) on customer satisfaction in Jamaican hotels. Design/methodology/approach An online survey approach was used with 213 hotel guests in Jamaica. Findings The study found that there was a significant relationship between ICT adoption and hotel guest satisfaction. Research limitations/implications It is hoped that other researchers will refine the proposed research model. Practical implications It is believed that the findings of the study can be used to guide hotel managers regarding the ICT components with the greatest influence on customer satisfaction, which by extension can lead to improved hotel performance. Social implications These findings can assist policy makers at the national level in formulating optimal strategies to improve the Jamaican hotel industry. Originality/value The paper proposes a research model, which can provide useful insights to hotel administrators regarding increasing the ability to satisfy customers.
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Yang, Chunjiang, Nan Guo, Yuting Wang, and Chunling Li. "The effects of mentoring on hotel staff turnover." International Journal of Contemporary Hospitality Management 31, no. 10 (October 14, 2019): 4086–104. http://dx.doi.org/10.1108/ijchm-07-2017-0398.
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Purpose Mentoring was considered as an efficient way to facilitate staff attachment with hotels. Such a strong attachment has been demonstrated to reduce employees’ intention to quit. This study aims to investigate the mediating roles of organizational and occupational embeddedness in the relationships between mentoring functions and turnover intention. Design/methodology/approach The responses were collected from a sample of 354 employees in four hotels group across three Chinese provinces. A structural equation model (SEM) was applied to test the model and mediating roles of organizational and occupational embeddedness. Findings The results of SEM suggest that both organizational and occupational embeddedness mediated the relationships between mentoring functions (career and psychosocial support) and turnover intention. Specifically, employees who are able to receive successful mentoring can easily embed in their organization and occupation. Thus, these employees are reluctant to leave. Research limitations/implications Although this study reveals the important role of mediation, it has several limitations. First, the data drawn from Hebei, Beijing and Zhejiang provinces may lack geography representativeness. Second, this paper neglects potential moderating role of certain personal or context factors. Third, the time lag between the three data collections are not the same. Practical implications Managers should retain proper employees by introducing mentoring programs. Furthermore, to increase organizational and occupational embeddedness, managers should also consider the person-organization/occupation attachments of this industry. Originality/value This study tests organizational and occupational embeddedness simultaneously as mediators between mentoring and turnover intention through data obtained from the Chinese hotels.
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Musa, Babangida Mohammed, Ibrahim Ahmed, and Abubakar Bala. "Effect of Motivational Incentives on Staff Turnover in Hotel Industry in Gombe State." IOSR Journal of Business and Management 16, no. 3 (2014): 36–42. http://dx.doi.org/10.9790/487x-16333642.
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Lam, Terry, Ada Lo, and Jimmy Chan. "New Employees' Turnover Intentions and Organizational Commitment in the Hong Kong Hotel Industry." Journal of Hospitality & Tourism Research 26, no. 3 (August 2002): 217–34. http://dx.doi.org/10.1177/1096348002026003002.
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Kim, Jae-Hyun, Kyoung-Bae Kim, and Shin-Young Kang. "The Effect of Economic Job Satisfaction on Turnover Intention in the Hotel Industry." Journal of Tourism Sciences 41, no. 4 (April 1, 2017): 45–62. http://dx.doi.org/10.17086/jts.2017.41.4.45.62.
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Vetráková, Milota, Ivana Šimočková, and Kristína Pompurová. "Age and Educational Diversification of Hotel Employees and Its Impact on Turnover." Sustainability 11, no. 19 (September 30, 2019): 5434. http://dx.doi.org/10.3390/su11195434.
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This paper examines the increasing turnover in the hotel industry, which has a negative influence on the quality of services provided, as well as customer satisfaction. Hotel managers are forced to hire new employees in order to secure smooth hotel operations as well as replace those employees who have left for their competitors. Newly hired employees need to be instructed and trained, which has a negative influence on hotel costs. We assume that both an employee’s age and the level of education determines the quality of their performance at work, as well as their personal stability, thus having an influence on business sustainability. This paper analyzes the age and education diversification of employees in four-star and five-star hotels in Slovakia, and its impact on employee turnover. The research was undertaken in 2019, with a research sample comprising 1085 individuals employed in selected chain and independent hotels. We examined the opinions of employees from different ages and education levels about their retention and changes of employment. Statistical testing confirmed the relation between turnover and the educational level of the employees. However, the correlation between turnover and age was rejected. We analyze the different perceptions of retention and job change of employees from different age groups. The revelation of the causes as to why employees might leave a hotel could help managers change their philosophy and the processes of human resources management in favor of developing a sustainable company.
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Kadiresan, Vimala, Ramesh Kumar Moona Haji Mohamed, Charles Ramendran SPR, Shanti Nadarajah, and Samad Kakar. "Perceived HR Practices and Intention to Quit of Generation X and Y in Unionize Organization." International Journal of Engineering & Technology 7, no. 4.15 (October 7, 2018): 505. http://dx.doi.org/10.14419/ijet.v7i4.15.25765.
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Hotel industry is one of the important segments that contribute greatly to the world’s economy. The intention of employees to quit is very crucial in any organization especially in the service industry. The importance of this study is to provide some insights on how organizations, (specifically hotel industry) could apply various management styles to different generations in the workplace. Nearly 269 usable survey questionnaires have been collected from 25 unionize hotel employees in Peninsular of Malaysia and the data has been analyzed with partial least squares (PLS) 2.0.The studies reveal that factors like performance appraisal and remuneration are not important factors for Gen Y employees to leave the organization. Moreover R square shows 58.6 %, which negatively relates to an intention to quit, explaining total variance. The findings show that, Gen Y have a set of characteristics that is different from other employees and they are always on a look out to innovate and highlight their talents. Furthermore, the findings of this study provide some practical implications on the effect of the intention to quit in the hotel industry. It also could help the managers and Human Resource department to have better understanding in managing and coping with the turnover issues in the hotel industry.
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Youn, Hyewon, Jong-Hyeong Kim, and Hanqun Song. "The leading causes and consequences of citizenship pressure in the hotel industry." International Journal of Contemporary Hospitality Management 29, no. 6 (June 12, 2017): 1541–59. http://dx.doi.org/10.1108/ijchm-09-2015-0472.
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Purpose This study aims to examine the causes of citizenship pressure and to investigate the relationship between citizenship pressure, job stress and turnover intentions. Specifically, the current study examines the effects of the personality trait of neuroticism and the organizational cultures of bureaucracy and the market. Design/methodology/approach Data were collected from 224 hotel employees in the People’s Republic of China using a self-administered survey questionnaire. The participants completed measures examining citizenship pressure, personality, organizational culture, job stress and intention to quit. Structural equation modeling was used to test the research hypotheses. Findings The results showed that employees who are more neurotic are more likely to experience citizenship pressure. Moreover, citizenship pressure was found to increase job stress and turnover intentions. However, a bureaucratic culture, which prizes stability, was found to reduce citizenship pressure. Practical implications This study presents factors that may influence hotel employees’ perceptions of citizenship pressure and reveals the negative consequences of such pressure. Thus, the study results contribute to a better understanding of citizenship pressure and can be used to develop guidelines to reduce citizenship pressure in work environments. Originality/value To the best of the authors’ knowledge, the current study is the first empirical study to examine the antecedents and consequences of citizenship pressure in the hotel industry. Moreover, previous citizenship pressure studies have mainly been conducted in a Western cultural context; it is unclear whether citizenship pressure can be similarly observed in China, where the nature and form of employment relationships differ significantly from those in Western countries.
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Santhanam, Nivethitha, Kamalanabhan T.J., Lata Dyaram, and Hans Ziegler. "Impact of human resource management practices on employee turnover intentions." Journal of Indian Business Research 9, no. 3 (August 21, 2017): 212–28. http://dx.doi.org/10.1108/jibr-10-2016-0116.
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Purpose This paper aims to explore the relationship between human resource management practices, breach of psychological contract and employee turnover intentions among hotel frontline employees, considering the scant research attention to frontline employee’s perspectives in Indian hospitality industry. Design/methodology/approach A survey design was used to collect responses from 294 frontline employees (front-office and food and beverage services). Multiple regression analyses have been used to test the hypothesized relationships. Findings Selection, training and compensation practices were found to influence employee’s turnover intentions. In addition, psychological contract breach was found to enhance employee’s turnover intentions, despite the implementation of effective human resource management practices. Originality/value This study examines the role of psychological contract breach as a moderator in the relationship between human resource management practices and turnover intentions in a highly labour-intensive context, the hospitality industry.
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Brien, Anthony, Nicholas Thomas, and Ananda Sabil Hussein. "Turnover Intention and Commitment as Part of Organizational Social Capital in the Hotel Industry." Journal of Human Resources in Hospitality & Tourism 14, no. 4 (May 15, 2015): 357–81. http://dx.doi.org/10.1080/15332845.2015.1008385.
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Miah, Md Murad, and Intan Adha Hafit. "A Review Study of the Human Resource Management Practices on Job Satisfaction of Hotel Industry Employees of Malaysia." International Journal of Human Resource Studies 9, no. 3 (July 8, 2019): 75. http://dx.doi.org/10.5296/ijhrs.v9i3.15046.
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The purpose of this review study to determine the impact of human resource management practices on job satisfaction. In addition, in this research is deeply focusing on job satisfaction, various human resource management practices, hotel industry of Malaysia, providing some prior relevant theoretical model, the relationship between HRM practices and job satisfaction and hypotheses has been developed. Based on this review of existing literature has been identified that there is a lot of HR management lacking in the hotel industry of Malaysia namely; shortage of talented people, high turnover issue, lack of adequate training, lack of motivation and lack of quality services. However, based on the existing literature it is proven that there is a significant relationship between HRM practices and job satisfaction. Therefore, this study will contribute in two ways namely; In practically- helps the management of hotel industry to understand the relationship between HRM practices and job satisfaction, keep motivating and retaining skillful employees, attract talent people and reduce the turnover issue and finally developed the competitive advantage among its rivals. In theoretically- this research will be the reference for the future research on HRM practices and job satisfaction. Other than that, the conceptual framework is plain and simple that is easy to understand for the relationship between HRM practices and job satisfaction which will help other researchers to think wisely about the relationship.
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Juma, Zahid, and Muhammad Waqar Arshad. "Exploring Turnover Reason: A study of BPO Industry of Pakistan." Journal of Law & Social Studies 1, no. 1 (June 30, 2019): 01–12. http://dx.doi.org/10.52279/jlss.01.01.0112.
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This study explores the determinants of voluntary and involuntary turnover intention of the BPO industry of Pakistan taking sample of one of leading BPO situated in Pakistan. Our study is based on two main themes; voluntary and involuntary turnover. For voluntary turnover we have explored one main category called ‘resignation’ but for involuntary turnover two main categories we have identified from the data and these are ‘termination’ and ‘separation’. Some of the determinants that we have explored for each theme are common in turnover intention literature like career advancement and bad performance but some are new like “no call no show” which means if an employee leaves the organization without any notice and didn’t appear. Over all the antecedents of turnover that we have found are Cost Cutting, Insubordination, Malpractice, Poor Performance, Violating Company Policies & Procedures, Negative behavior, no call no Show, Career Advancement, could not manage his studies & work, Grievance with the management, Medical Issues, Moving to new city, Personal Issues, Remuneration, Study Completion, Work life balance. Moreover, this study enhanced the existing theoretical framework of the Hanqin Qui et al (2014). If we see their framework, they have just showed up the turnover intention in one layer in hotel industry of the China, but in our study, we have extended it in two layers, called categories of turnover and then subcategory of each category. But at the same time this study has some limitations. Data of turnover intention is of one BPO situated in Pakistan thus we cannot generalize the result of this study at all BPO industry employees. Future research can be done taking the data more than one BPO organization and conducting interviews of employees.
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Tahernejad, A., Z. Seyed Ghorban, R. N. Raja Ariffin, and H. Babaei. "Ethical leadership and employee-organisational outcomes in the hotel industry." South African Journal of Business Management 46, no. 2 (June 30, 2015): 89–98. http://dx.doi.org/10.4102/sajbm.v46i2.95.
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Ethical leadership has been attracting attention of different kinds. While the concept is still in its infancy, contribution from all aspects of business and management is required to examine the cross-sectional, cross-cultural applicability to provide further insights. Attempts have been made to theoretically and empirically examine the relationship between ethical leadership and several outcomes (e.g. job satisfaction, organisational commitment), however, most of these studies have been conducted in western countries. This calls for further analysis of this particular leadership style to fill the existing gap and enrich the literature. Using 183 samples from middle managers/supervisors in the hotel industry in Malaysia, the present study found that ethical leadership is positively and significantly related to both job satisfaction and organisational commitment among these middle managers, which then resulted in negative turnover and positive organisational citizenship behaviors amongst them. While, contributing significantly to the current literature on ethical leadership in the hospitality industry, this research also provides support for the notion of constructive consequences of leaders becoming role models in their organisations by following ethical standards in their behaviors and decision-making process.
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Datta, Amit. "Measuring the influence of hospitality organizational climate on employee turnover tendency." TQM Journal 32, no. 6 (May 21, 2020): 1307–26. http://dx.doi.org/10.1108/tqm-08-2019-0198.
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PurposeThis study aims to identify the underlying dimensions of hospitality organizational climate and then measure the influence of it on employee turnover tendency.Design/methodology/approachData were obtained from 504 employees across 18 upscale hotels in India. Factor analysis was adopted to identify the organizational climate dimensions and its influence on turnover tendency was measured by SEM. One-way ANOVA tested the hypothesis related to the perceived differences among the employees regarding turnover intention.FindingsResult supports the hypothesized relationship between the constructs that the identified organizational climate structure have strong inverse relationship with employee turnover tendency and its dimension “leaders facilitation and support” was found to influence turnover intention the most, followed by “cohesion, clarity and objectivity of system,” “esprit of profession, organization and workgroup” and “job challenge, variety and feedback.” Results also determined differences among the hotel employees of different job levels and gender regarding turnover tendency.Practical implicationsStudy reveals that employee turnover tendency is predominantly influenced by the identified factors of organizational climate and more among the male frontline employees and attrition reduces with age and position. This knowledge will help the hotel's management in designing strategic HRM to control attrition.Originality/valueThis study is the first to establish an organizational climate measure of hotel industry in India and opens scope for future research. It also draws attention to the relationship of organizational climate with turnover tendency.
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Sakila, Kevin Luhika. "Pengaruh Kepuasan Kerja, Affective Commitment, Continuance Commitment, dan Normative Commitment terhadap Turnover Intention Karyawan Grand Palace Hotel Malang." Ekonomi Bisnis 24, no. 1 (May 20, 2019): 31. http://dx.doi.org/10.17977/um042v24i1p31-42.
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ABSTRACT Sakila, Kevin Luhika. 2018. The Influence of Job Satisfaction, Affective Commitment, Continuance Commitment, and Normative Commitment to Employee Intention Turnover Grand Palace Hotel Malang. Sarjana's Thesis, Department of Management, Faculty of Economics, Universits Negeri Malang. Advisor: Lohana Juariyah, S.E., M.Si KEY WORDS: Job Satisfaction, Affective Commitment, Continuance Commitment, Normative Commitment, Employee Turnover Intention The hospitality industry is one of the industries that often experience employee turnover problems. Basically, to know the factors causing someone out of the company is very difficult. Before the employee decides to leave the organization, it first appears the intention of the employee to leave the organization (turnover intention). Job satisfaction, affective commitment, continuance commitment, and normative commitment are the four factors that influence employee turnover intention. This study aims to (1) to describe descriptive job satisfaction, affective commitment, continuance commitment, normative commitment and turnover intention of Grand Palace Hotel employees (2) to find out whether job satisfaction, affective commitment, continuance commitment and normative commitment have negative and significant influence against employee turnover intention Grand Palace Hotel.This type of research uses a quantitative approach with multiple linear regression analysis. The population in this study are all employees of Grand Palace Hotel with contract status of 45 respondents. Sampling technique using total sampling technique. Methods of data collection using open and closed questionnaires.From the data analysis, the results obtained that, employee job satisfaction in the high category or satisfied; affective commitment of employees into high or good category; continuance commitment of employee into category enough or good enough; employee normative commitment is high or good category; and employee turnover intention included in the category enough. The result of analysis using SPSS shows that: (1) Job satisfaction has negative and significant effect to employee intention turnover, meaning H1 is accepted; (2) Affective commitment has a negative but insignificant effect on employee turnover intention, meaning H2 is rejected; (3) Continuance commitment has a negative and significant effect on employee intention turnover, meaning that H3 is accepted; (4) Normative commitment negatively and significantly affect employee intention turnover, meaning H4 accepted.The suggestion given by the researcher to the Grand Palace Hotel is as follows: (1) pay attention to employee's job satisfaction level, especially on the attitude that is not satisfied with salary, promotion, and coworkers relationship (2) emotional employees by providing motivation, understanding of the hotel's mission vision, ownership and sense of love towards the organization, increasing employees' self-confidence that they are right to lose if leaving the hotel because other organizations are no better, maintaining an already high normative commitment employee response to items that indicate a lack of sense of debt to the organization (3) and then for employee intent turnover, it is necessary to consider the direction and provision of self-confidence in employees is a business that can dampen the intentions of employees to find another job. In subsequent research to retest or re-examine whether it is true that affective commitment has an insignificant negative effect on the turnover intention of other hotel employees.
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Shi, Xiaolin (Crystal), and Zixi Chen. "Listening to your employees: analyzing opinions from online reviews of hotel companies." International Journal of Contemporary Hospitality Management 33, no. 6 (February 11, 2021): 2091–116. http://dx.doi.org/10.1108/ijchm-06-2020-0576.
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Purpose This study aims to examine the factors influencing hotel employee satisfaction and explores the different sentiments expressed in these factors in online reviews by hotel type (premium versus economy) and employment status (current versus former). Design/methodology/approach A total of 78,535 online reviews by employees of 29 hotel companies for the period of 2011-2019 were scraped from Indeed.com. Structural topic modeling (STM) and sentiment analysis were used to extract topics influencing employee satisfaction and examine differences in sentiments in each topic. Findings Results showed that employees of premium hotels expressed more positive sentiments in their reviews than employees of economy hotels. The STM results demonstrated that 20 topics influenced employee satisfaction, the top three of which were workplace bullying and dirty work (18.01%), organizational support (16.29%) and career advancement (8.88%). The results indicated that the sentiments in each topic differed by employment status and hotel type. Practical implications Rather than relying on survey data to explore employee satisfaction, hotel industry practitioners can analyze employees’ online reviews to design action plans. Originality/value This study is one of only a few to use online reviews from an employment search engine to explore hotel employee satisfaction. This study found that workplace bullying and dirty work heavily influenced employee satisfaction. Moreover, analysis of the comments from previous employees identified antecedents of employees’ actual turnover behavior but not their turnover intention.
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Kamarudin, Diyana, Xiaojie Hu, Yasmin Hussain, and Yee Kai Ling. "Evaluating Employee Innovation and Creativity Towards Employee Turnover Intention in the Malaysian Hospitality Industry." Revista Gestão Inovação e Tecnologias 11, no. 4 (August 13, 2021): 4378–404. http://dx.doi.org/10.47059/revistageintec.v11i4.2467.
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Hospitality industry plays a main role and has become a major sector in Malaysia’s economy. However, there are some challenges in the hospitality industry such as employee turnover which could have various consequences to organizations. The purpose of this research is to investigate the factors affecting employee turnover intention, either directly or indirectly. Previous studies have suggested that employee turnover intention could be affected by factors such as leadership, motivation, communication, work environment and infrastructure both directly and indirectly. Employee innovation and creativity as a mediating factor could also affect its relationship with turnover intention of employees. The research design for this study was quantitative research method using questionnaires as the data collection method. Purposive sampling was used to sample 152 hotel employees within the West of Malaysia. Structural Equation Modelling was used to analyze the data using SmartPLS software. Results indicated that leadership, motivation, communication, and work environment and infrastructure had significant relationship with employee innovation and creativity. Apart from that, leadership, motivation and communication also have significant relationship with the employee turnover intention. Turnover is a major issue within companies not only for the company’s sustainability, but also for the health and wellbeing of their employees. As an implication, organizations should understand that their leadership characteristic and environment has a tremendous impact to burnout and employee performance.
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Beh, Loo-See, and Syed Haider Ali Shah. "Skills Enhancing Practices on Turnover Intentions: Mediating Role of Affective Commitment in Hotel Industry, Malaysia." Advanced Science Letters 23, no. 9 (September 1, 2017): 9208–14. http://dx.doi.org/10.1166/asl.2017.10056.
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Qu, Hailin, and Stanley C. S. Tse. "An Analysis of Employees' Expectations Satisfaction Levels and Turnover In The Hong Kong Hotel Industry." Tourism Recreation Research 21, no. 2 (January 1996): 15–23. http://dx.doi.org/10.1080/02508281.1996.11014771.
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Afsar, Bilal, Asad Shahjehan, and Syed Imad Shah. "Frontline employees’ high-performance work practices, trust in supervisor, job-embeddedness and turnover intentions in hospitality industry." International Journal of Contemporary Hospitality Management 30, no. 3 (March 19, 2018): 1436–52. http://dx.doi.org/10.1108/ijchm-11-2016-0633.
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Purpose The purpose of this study is to investigate the mediating effect of job embeddedness on the relationships between high-performance work practices, trust in supervisor and turnover intentions of frontline employees in the hospitality industry. Design/methodology/approach Data were collected from 343 frontline employees working in four- and five-star hotels of Thailand. Partial least squares was used for analysis because it is considered as the best method to analyze the data containing both reflective and formative indicators. Findings Results suggest that job embeddedness fully mediates the effects of high-performance work practices and trust in supervisor on turnover intentions and turnover intention positively affects the actual voluntary turnover. Practical implications The study confirms that high-performance work practices (empowerment, training and rewards) and trust in supervisor affect turnover intentions through on-the-job embeddedness. Hence, high-performance work practices embed hotel employees in their jobs, and they are unlikely to display turnover intentions. Furthermore, low level of trust in supervisor must be addressed to maintain a healthy environment where employees are able to develop their job embeddedness. Originality/value This study contributes to the body of research on the theoretical explanation of the consequences of trust in supervisor in hospitality industry, as well as to the growing body of research on turnover intentions in frontline employees.
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Taylor, Juvelle, and Orville Grey. "Climate Change Impacts and its Potential Integration in the Environmental Impact Assessment (EIA) Process & Property Management: The Case of the Negril Tourism Industry in Jamaica." Journal of Caribbean Environmental Sciences and Renewable Energy 3, no. 2 (January 2021): 15–27. http://dx.doi.org/10.33277/cesare/003.002/03.
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Tourism-related developments in Negril, Jamaica, hotels in particular, are most vulnerable to climate change because of their location. This research examined the extent to which climate change impacts were integrated in select EIAs undertaken in Negril between 1992 and 2013, and industry managers’ knowledge, perception, and awareness to climate change. Negril is Jamaica’s foremost tourist destination with a significant proportion of hotel developments along eleven kilometers of coastline that is highly susceptible to climate change. The research design is qualitative involving a review of EIA reports approved by the lead agency, the National Environment and Planning Agency (NEPA) using a modified climate change assessment tool and questionnaires completed by hotel industry managers in Negril. Thereafter, the findings were analyzed using the SPSS statistical software. The findings revealed that climate change integration in the EIA reports reviewed generally improved with time. EIAs generally lacked an integration of climate change impacts in project modelling to include future perspectives. Industry managers were generally aware of climate change impacts related to their developments, and government assistance and regulations regarding tourism and climate change. However, it was clear that additional training is necessary. This thesis is the first in evaluating the level of integration of climate change in EIA studies in Jamaica and it is hoped that the findings will inform EIA implementation. It is recommended that a climate change assessment tool be included in the reviewing of EIAs, and climate change considerations are specifically incorporated in the terms of reference issued. Tourism is an important contributor to Jamaica’s economy and therefore this study recommends a full evaluation of all tourism-related EIAs due to the significant fixed assets located along Jamaica’s vulnerable coastline.
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Cech, Petr, and Marie Dohnalova. "How Corporate Social Responsibility Can Contribute To Growth Strategy." International conference KNOWLEDGE-BASED ORGANIZATION 21, no. 1 (June 1, 2015): 160–64. http://dx.doi.org/10.1515/kbo-2015-0026.
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Abstract The slow growth of the economy requires an adequate response, even from companies in the hotel industry. In order to achieve an increase in turnover, they can react with a change of strategy, or cost cutting. The use of corporate social responsibility has been identified as one potential strategy of growth. Corporate social strategy is based on three traditional crucial factors that include social, economic and ecological values. The authors of this contribution analyse the possibilities to achieve an outstanding reputation of a company in the field of corporate social responsibility in order to gain the support of the public and stakeholders. They refer to the fact that corporate social responsibility is one possible way to achieve long-term profitable growth in the field of the hotel industry, even in a complex economic development.
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Alola, Uju, Turgay Avci, and Ali Ozturen. "Organization Sustainability through Human Resource Capital: The Impacts of Supervisor Incivility and Self-Efficacy." Sustainability 10, no. 8 (July 25, 2018): 2610. http://dx.doi.org/10.3390/su10082610.
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The hotel business is globally acknowledged to significantly contribute to the tourism industry. Over time, supervisor’s incivility continues to be a serious issue where cases of the uncivil act are known to be costly to the organization and creating negative effects on employees’ health and organizational continuity. Human capital has also been highlighted as one of the key variables to organizational sustainability. Using convenience sampling method, this study adopted a total of 329 respondents’ perception to test the study variables. The effect of supervisor’s incivility was assessed against employee’s self-efficacy, turnover intention, emotional exhaustion, and job satisfaction. The study employed data gathered from four and five stars hotels in Nigeria using Analysis of a moment structures (IBM AMOS) software to analyze the hypothesized relationships. Empirical evidence shows that self-efficacy mediates the relationship between supervisor incivility, turnover intention, and job satisfaction. The results show that evidence of supervisor’s incivility negatively affects hotel employee.
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Cheng, Angeline, and Alan Brown. "HRM strategies and labour turnover in the hotel industry: A comparative study of Australia and Singapore." International Journal of Human Resource Management 9, no. 1 (January 1998): 136–54. http://dx.doi.org/10.1080/095851998341233.
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Yang, Jen-Te. "Effect of newcomer socialisation on organisational commitment, job satisfaction, and turnover intention in the hotel industry." Service Industries Journal 28, no. 4 (May 2008): 429–43. http://dx.doi.org/10.1080/02642060801917430.
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Kim, Samuel Seongseop, Jaemoon Im, and Jinsoo Hwang. "The effects of mentoring on role stress, job attitude, and turnover intention in the hotel industry." International Journal of Hospitality Management 48 (July 2015): 68–82. http://dx.doi.org/10.1016/j.ijhm.2015.04.006.
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Karatepe, Osman M., and Rashin Kaviti. "Test of a mediational model of organization mission fulfillment: evidence from the hotel industry." International Journal of Contemporary Hospitality Management 28, no. 5 (May 9, 2016): 988–1008. http://dx.doi.org/10.1108/ijchm-09-2014-0464.
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Purpose This paper aims to propose and test a conceptual model, guided by conservation of resources theory, that examines whether emotional exhaustion is a mediator between organization mission fulfillment and critical outcomes such as turnover intentions, lateness attitude, job performance and extra-role customer service. Design/methodology/approach The aforesaid relationships were assessed via data gathered from customer-contact employees two weeks apart in three waves and their immediate supervisors in the international five-star chain hotels in Dubai in the United Arab Emirates. The relationships in the model were gauged via structural equation modeling. Findings The results reveal that organization mission fulfillment influences the above-mentioned outcomes only through emotional exhaustion. Specifically, organization mission fulfillment mitigates customer-contact employees’ emotional exhaustion. Under these circumstances, these employees report desirable outcomes such as low levels of quitting intentions and lateness attitude as well as higher in- and extra-role performances. Research limitations/implications In future research, collecting data from different service settings in different countries would enable the researcher to conduct a cross-national study and make further generalizations. In future research, including actual turnover and absenteeism as well creative and service recovery performances in the model would enrich the understanding about the outcomes of organization mission fulfillment and emotional exhaustion. Practical implications Management needs to use several intra-organizational communication tools so that customer-contact employees can have an understanding of how the organization is trying to accomplish its mission. When employees participate in and contribute to the preparation of the organization’s mission statement, they own the mission statement and do their best to achieve the organizational objectives. Management should also offer a work environment where employees can avail themselves of psychosocial support to be provided by mentors. Such psychosocial support would enable employees to manage problems emerging from emotional exhaustion. Originality/value This paper contributes to current knowledge by testing the effect of the organization’s fidelity to its mission statement on emotional exhaustion and the above-mentioned job outcomes using data obtained from employees in frontline service jobs in the hotel industry.