Deluxe Hotel Employees Research Articles

The Generation-Based Effects of the Fear of COVID-19 on Deluxe Hotel Employees’ Responses

Purpose: While the COVID-19 pandemic has presented challenges to many organizations, overcoming it has also provided an opportunity to refocus organizational sustainability. This study examined the relationship between the perceived fear of COVID-19 among deluxe hotel employees and their ages, psychological well-being, and turnover intent. It also tested the moderating effect of these employees’ sense of calling on the aforementioned relationship. Design/methodology/approach: The collected data were analyzed using Analysis MOment Structure (AMOS) and the Statistical Package for the Social Sciences (SPSS). The five hypotheses were validated using structural equation modeling and multi-group analysis. Findings: The results showed that the fear of COVID-19 was strong among young employees (Beta = −0.160) and that employees’ psychological well-being (Beta = −0.299) diminished as this fear grew. Psychological well-being negatively influenced turnover intent (Beta = −0.234). Finally, the fear of COVID-19 exerted a minimal effect on the psychological well-being of employees with a strong sense of calling.

Impacts of motivation for self-development on job performance in employees of a deluxe hotel in Korea

Purpose: The aim of this study is to examine the effect of the self-development motivation of Deluxe Hotel employees in Korea on job performance.
 Design/Methodology/Approach: The current study included 332 subjects who were employees of deluxe hotels located in Korea, for whom a self-reporting questionnaire survey was performed. They were given questionnaires via a mail survey using a judgment sampling method. The selection criteria for the current study were limited to employees who were engaged in the department of foods and beverages or cuisine at deluxe hotels in Korea. Structural equation model analysis was conducted to verify the hypothesis.
 Finding: The results of this study supported the following hypotheses: “Autonomous motivation has a significant positive impact on job competency,” “Job competency has a significant positive impact on job efficacy”, and “Job efficacy has a significant positive impact on job performance.”
 Conclusion: The current results indicate that motivation for self-development is an essential factor that may raise employees’ performance and create new opportunities for an organization. Therefore, it would be mandatory to implement effective strategies for motivation and self-development and involve employees in the decision-making process. Thus, dedicated efforts should be made to harmonize an employee's goals with an organization’s goals.

Impact of Hotel Employees’ Psychological Well-Being on Job Satisfaction and Pro-Social Service Behavior: Moderating Effect of Work–Life Balance

This study investigates how deluxe hotel employees’ perceptions of their own psychological well-being impact their job satisfaction and pro-social service behavior. It also examines the moderating effect of work–life balance on the relationship between psychological well-being and job satisfaction. A self-administered questionnaire was distributed to 275 deluxe hotel employees using convenience sampling. First, of the studied sub-factors of employee psychological well-being, positive relationships increased job satisfaction the most, followed by self-acceptance, purpose in life, and environmental mastery. Second, deluxe hotel employees’ job satisfaction positively impacted their pro-social service behavior. Third, the positive effect of one sub-factor of psychological well-being, purpose in life, had a stronger impact on job satisfaction in respondents with high levels of work–life balance. Theoretical and practical implications, as well as limitations and future research directions, are discussed.

The Effect of Social Undermining on Employees’ Emotional Exhaustion and Procrastination Behavior in Deluxe Hotels: Moderating Role of Positive Psychological Capital

The purpose of this study was to determine if social undermining as perceived by frontline employees significantly affects their emotional exhaustion and procrastination behavior and to clarify the moderating role of positive psychological capital. A total of 310 deluxe hotel employees in South Korea participated in this study by completing a self-administered questionnaire. The study results showed that social undermining perceived by deluxe hotel employees positively influenced their emotional exhaustion. In addition, when emotional exhaustion became severe, employees’ procrastination behavior, which harmed their organizations, increased. Additionally, the findings suggest a mediating effect, thereby indicating that employees’ procrastination behaviors may increase when they experience emotional exhaustion resulting from social undermining. When employees perform their jobs with a positive attitude in a work situation, the negative influence of social undermining and emotional exhaustion may be partially offset. Limitations and future research directions are also discussed.

Generational Effects of Workplace Flexibility on Work Engagement, Satisfaction, and Commitment in South Korean Deluxe Hotels

This study examined the effects of workplace flexibility at deluxe hotels on work engagement, satisfaction, and commitment, to determine the moderating effect of generational characteristics (Generation X, Y, and Z). A total of 277 deluxe hotel employees in South Korea participated in the research. The results confirmed the positive effects of workplace flexibility on the engagement and satisfaction of deluxe hotel employees; second, employees’ work engagement had a positive effect on their satisfaction; third, employees’ satisfaction had a positive impact on employees’ commitment; and fourth, the influence of workplace flexibility on engagement did not differ by generation. However, Generation Z showed the largest increase in employee engagement resulting from work flexibility. This result signifies that, when compared to other generations, Generation Z places great importance on workplace flexibility. This study suggests that deluxe hotels should create flexible policies and organizational climates to increase employees’ work engagement, satisfaction, and commitment. The paper also discusses limitations and future research directions.

특급 호텔 종사원의 직장외로움이 조직 몰입과 이직의도에 미치는 영향 : 조직후원인식의 조절 효과를 중심으로

특급 호텔 종사원의 직장외로움이 조직 몰입과 이직의도에 미치는 영향 : 조직후원인식의 조절 효과를 중심으로

COVID-19: The effects of job insecurity on the job engagement and turnover intent of deluxe hotel employees and the moderating role of generational characteristics.

COVID-19 has caused an unprecedented crisis in all industries around the world. This study sought to verify that job insecurity, as perceived by deluxe hotel employees, significantly affects their job engagement and turnover intent and to determine the moderating effect of generational characteristics. The finding showed that perceptions of job insecurity had negative effects on the engagement of deluxe hotel employees. Also, employees' job engagement can decrease turnover intent. The engagement of employees fully mediated the relationship between perceptions of job insecurity and turnover intent, and job insecurity caused by COVID-19 had a greater influence on Generation Y than Generation X in reducing job engagement, indicating that the negative impact of job insecurity is higher in Generation Y.

How Does Workplace Romance Influence Employee Performance in the Hospitality Industry?

With the aim of providing insights to scholars, administrators, and managers on how an employee’s romantic involvement influences job engagement and performance, this study examined workplace romance as a psychological mechanism for determining job performance. A total of 224 deluxe hotel employees in South Korea participated in the research. The results indicate that workplace romance significantly affects employees’ job engagement and performance. Employees who sustain a favorable and positive relationship with others in their organization eventually exhibit increased work effectiveness, which then exerts a constructive effect on hotel services and performance. Moreover, workplace romance experience can significantly improve the effect of workplace romance on job engagement. The paper also discusses limitations and future research directions.

호텔종사원의 직업소명의식과 자기효능감이 직무소진에 미치는 영향에 있어 마음챙김의 조절효과

This study began by deducing from the moderating role of mindfulness in a relationship with the effect of the sense of calling and self-efficacy on the job burnout by groping for a method of mitigating the hotel employees' job burnout a little bit arising from the customer-facing process. In this context, this study was to verify how the hotel employees' sense of calling and self-efficacy affected the job burnout, and to investigate the moderating effect of mindfulness on job burnout by hotel employees' sense of calling and self-efficacy. To achieve this objective, this study was to do empirical analysis by executing the questionnaire survey as an object of the deluxe hotel employees. When all the studies were combined, four hypotheses were accepted completely. This study has found out that the sense of calling and self-efficacy had negative effect on the job burnout. And in an effect relationship with the job burnout by the sense of calling and self-efficacy, the mindfulness showed statistically significant moderating effect. Such result was based on that the job burnout could be reduced by raising the sense of calling and self-efficacy. In an effect relationship with the hotel employees' sense of calling and self-efficacy and the job burnout, the significance of the study can be found in that the mindfulness had positive effects of decreasing and mitigating the job burnout.

Emotional contagion and collective commitment among leaders and team members in deluxe hotel

Emotional contagion is important in predicting employees’ behaviors and organizational performance, as people are inevitably affected by emotions. This study examines the effects of emotional contagion among deluxe hotel employees on burnout and collective commitment. It also studies the moderating impact of employees’ coworker exchange and leader–member exchange on the relationships between emotional contagion, burnout, and collective commitment. A survey was carried out among 281 employees in Food & Beverage departments at 10 deluxe hotels in Seoul, South Korea. A confirmatory factor analysis was performed to evaluate the reliability and validity of the measured items, and a structural equation modeling was utilized to verify that the proposed hypotheses were correct. The analysis showed that the employees with higher emotional contagion showed a high level of burnout. When the employees’ level of burnout was higher, their collective commitment decreased. In addition, emotional contagion was found to have a significantly indirect negative effect on collective commitment via burnout. When the degree of interaction with superiors and coworkers was low, the negative influence of burnout on commitment was maximized. Limitations and future research directions are also discussed.

조직정치지각이 조직공정성 및 조직시민행동에 미치는 영향 : 특 1급 호텔구성원 중심으로

본 연구에서는 호텔 구성원의 조직정치지각이 조직공정성 및 조직시민행동에 미치는 영향을 실증적 연구를 통해 검증하였다. 이를 위해 서울, 경기지역에 위치한 특 1급 호텔에 근무하고 있는 객실부서, 식음료부서(연회 포함), 조리부서(연회 포함), 관리 부서 직원들을 대상으로 2017년 11월 1일부터 2017년 12월 30일까지 총 350부가 배부되어, 최종 308부의 수집한 자료를 통해 연구가설을 검증하였다. 분석결과를 살펴보면, 첫째 호텔 구성원의 조직정치지각과 조직공정성의 영향관계에 있어, 조직정치지각의 상사정치지각은 분배공정성과 상호작용공정성에 부(-)영향을 주지 못하는 것으로 나타났지만 절차공정성은 부(-)영향을 주었으며, 동료정치지각은 분배, 절차, 상호작용공정성 모두에 부(-)의 영향을 주는 것으로 나타났다. 둘째, 조직공정성과 조직시민행동과의 영향관계에 있어 분배, 상호작용공정성은 조직시민행동에 영향을 주는 것으로 나타났지만, 절차공정성은 조직시민행동에 영향을 주지 못하는 것으로 나타났다. 이러한 결과는 상사정치지각을 높게 지각하게 된다면 분배와 상호작용공정성에 영향을 미쳐, 호텔구성원에게 부정적 영향을 끼칠 수 있음을 시사하며 절차공정성을 향상시켜 호텔 구성원들의 조직시민행동을 높일 수 있음을 제시함으로서 호텔 인적자원관리에 있어서 실무적 시사점을 제공하였다.

The Effects of Deluxe Hotel Employees’ Job Crafting on Engagement, Innovation Work Behavior and Turnover Intent

The Effects of Deluxe Hotel Employees’ Job Crafting on Engagement, Innovation Work Behavior and Turnover Intent

The relative impact of workplace incivility and bullying as a social stressor at work : The effects of workplace incivility and bullying on employees’ coping and behavior

The purpose of this study is to measure the workplace incivility and bullying of deluxe hotel employees, and to examine whether different workplace incivility and bullying are ascribed to personal characteristics or unique culture of the workplace. The purpose of this study is to measure the workplace incivility and bullying of deluxe hotel employees and to examine whether different aspects of those behaviors can be ascribed to personal characteristics or to the unique culture of the workplace. A total of 224 usable questionnaires were collected. Structural equation analysis for the hypothesis test produced the outcome of χSUP2/SUP=637.316 (df=318), χSUP2/SUP/df=2.004, GFI=.836, NFI=.894, CFI=.942, and RMSEA=.067. Workplace incivility perceived by the employees in deluxe hotels significantly affected their avoidance coping behavior, but its impact on the employees’ confrontation coping behavior was insignificant. While workplace bullying significantly affected the employees’ confrontation coping behavior, it did not show a significant impact on the employees’ avoidance coping behavior. Among the factors that affected employees’ counterproductive work behavior, workplace incivility showed a significant impact and workplace bullying did not show a significant impact. Also, American employees more actively protected themselves in situations involving incivility or bullying by the method of confrontation coping as compared to Korean employees. This study puts stress on the necessity to expand the knowledge about workplace incivility and bullying, which are prevalent in deluxe hotels. It also provides a chance to stimulate further studies as it encourages comprehensive debates on incivility and bullying that occur in the working environment in deluxe hotels.

특 1급 호텔 관리자의 거래적 리더십이 직무만족 및 반생산적과업행동에 미치는 영향 : 조직지원인식의 조절효과

특 1급 호텔 관리자의 거래적 리더십이 직무만족 및 반생산적과업행동에 미치는 영향 : 조직지원인식의 조절효과

서울시내 특1급 호텔의 내부마케팅이 조직원의 정서적 몰입에 미치는 영향

The purpose of this study was to analyze the moderating effect of rank on the relationship between internal marketing and the subsequent affective commitment of super- deluxe hotel employees. An analysis of 259 responses from super-deluxe hotel employees was conducted using multiple regression analysis and a Chow-test yielded the following results. First, the two sub-factors of internal marketing and internal communication/compensation had significant influence on affective commitment. However, the sub-factor of educational training did not. Second, employee rank moderated the relationship between internal marketing and organization commitment, thus supporting the research hypothesis. Results of the study confirm that internal marketing of hotels influence the affective commitment of employees. It is suggested that hotels should provide employees organizational support and manage human resources according to employee department and rank.

A Study on The Influence of The Organizational Culture on The Organizational Effectiveness of The Deluxe Hotel Employees - Focused on the DISC Behavioral Styles -

A Study on The Influence of The Organizational Culture on The Organizational Effectiveness of The Deluxe Hotel Employees - Focused on the DISC Behavioral Styles -

The Effects of Authentic Leadership on Service-Oriented Organizational Citizenship Behaviors: The Role of Goal Commitment as a Mediator - A Case of Five Star Deluxe Hotel Employees -

The Effects of Authentic Leadership on Service-Oriented Organizational Citizenship Behaviors: The Role of Goal Commitment as a Mediator - A Case of Five Star Deluxe Hotel Employees -

The Effects of Authentic Leadership on Service-Oriented Organizational Citizenship Behaviors: The Role of Goal Commitment as a Mediator - A Case of Five Star Deluxe Hotel Employees -

The Effects of Authentic Leadership on Service-Oriented Organizational Citizenship Behaviors: The Role of Goal Commitment as a Mediator - A Case of Five Star Deluxe Hotel Employees -

The Relationship between Employees’ General Characteristics, Workplace Harassment, and Turnover Intent in the Deluxe Hotel

This study investigated workplace harassment perceived by deluxe hotel employees, examined its effect on their turnover intent, and verified difference in workplace harassment perception according to demographics and job characteristics. Based on total 248 samples obtained from the empirical research, this study reviewed reliability and validity using SPSS program. The hypothesized relationships in the model were tested simultaneously by using regression analysis. The major findings are as follows. First, the disrespectful behavior(β=.362), verbal aggression(β=.336), and physical aggression(β=.135) among workplace harassment have positive effect on turnover intent. Also, according to the result of examining differences in perception of workplace harassment in accordance with employees demographics and job characteristics, the average values of those in their 20s and those whose working experience was five years or shorter were lowest and they were most exposed to workplace harassment. Limitations and future research directions are also discussed.

A Study on the Network Quotient of Employees in Deluxe Hotel according to Demographic Characteristics

This study considered network quotient (NQ) of deluxe hotel employees and schematized characteristic attributes of being selected by employees with image through correspondence analysis in terms of cognition degree. Self-administrated questionnaires were completed by employees (292 samples) and data were analysed by frequency, t-test, one-way ANOVA, reliability and correspondence analysis. First, the hotel employees indicated the high average value in participating in special education or seminar for improving ability (). Second, as a result of analyzing difference according to gender, the average value in men was higher than in women. It was indicated that the higher age and career lead to a rise even in the average value of relationship index. Third, in consequence of carrying out correspondence analysis in order to prepare image map according to cognition level on relationship index in hotel employees, the measurement item that is placed in the closest distance to the response as saying of not so very was the response as saying of having a lunch (dinner) engagement twice or three times a week. On the other hand, the response as saying of tending to have many acquaintances compared to coworkers was schematized in the close distance to the response as saying of very so.