Employees In Hospitality Industry Research Articles

Well-being of hospitality employees: A systematic literature review

The hospitality industry employees' well-being is relevant for practitioners and researchers alike. Academic interest in hospitality employee well-being (EWB) has been steadily rising. Yet, the unintended result has been a fragmentation of the field, with at least 42 different theories addressing issues of EWB in hospitality. This study adopts a systematic literature review approach to re-balance a fragmentation that can lead to myopia and assesses relevant literature on EWB in hospitality. The study identifies 122 articles in 19 relevant hospitality journals listed in Scopus utilising the PRISMA process and analyses them with the help of a framework derived from well-being reviews in corresponding fields, such as human resource management. The findings account for individual, group and organisational level stressors, resources and practices affecting EWB in hospitality, and they are subsequently related to the theoretical landscape in the field, suggesting future avenues for research.

The effects of perceived corporate social responsibility (CSR) on thriving at work in the hospitality industry

Despite the proliferation of corporate social responsibility (CSR) studies, it is accruing academic interest since there still remains a lot to be further explored. The purpose of the study is to examine whether/how CSR perception affect employee/intern thriving at work and its mediator through perceived external prestige in the hospitality industry. Data from 501 hospitality industry employees and interns in China were collected using a quantitative survey consisting of 35 questions. Statistical findings showed that CSR perception and thriving at work were positively related. Additionally, perceived external prestige partially mediated the connection between CSR perception and thriving at work. Furthermore, the study found that hotel interns generally exhibited lower levels of CSR perception and thriving at work compared with frontline or managerial staff. The study underscores the importance of collaborative efforts between hotel practitioners and university educators to enhance CSR perception and promote thriving among hotel interns. By prioritizing the improvement of CSR perception and thriving at work, the hotel sector can potentially mitigate workforce shortages and reduce high turnover rates.

Corporate social responsibility needs base philosophy: An integrative multidimensional approach to hospitality employees’ green innovative behaviors

This study addresses a critical research gap in understanding the mechanisms through which corporate social responsibility (CSR) influences green innovative behaviors (GIBs) among hospitality industry employees. Despite increasing recognition of the importance of sustainability, little is known about how CSR initiatives can effectively motivate employees to engage in GIBs. This research aims to explore the conditions under which instrumental CSR (ICSR) and volunteer CSR (VCSR) foster GIBs, with a focus on the mediating roles of meaningfulness (MGF) and positive emotions (PE) and the moderating effect of perceived sustainability policy (PSP). Utilizing a survey method, data were collected from 430 hotel employees to test the proposed multi-level model. The findings reveal that MGF and PE partially mediate the impact of both ICSR and VCSR on GIBs. Furthermore, PSP was found to significantly enhance the effectiveness of CSR initiatives, particularly when initial levels of ICSR, VCSR, MGF, and PE were low. The study offers theoretical implications by integrating self-determination and need satisfaction theories with CSR research, and practical implications by providing a roadmap for hospitality organizations to strategically leverage CSR for sustainability. Future research should consider longitudinal studies and explore the role of cultural factors in CSR-GIB dynamics.

Career exploration among hospitality workers during the COVID-19 pandemic – insights for future

Abstract The purpose of this paper is to analyse the career exploration trends among hospitality employees during the COVID-19 pandemic, gain insights into the labour shortages, and provide implications for the future of the hospitality industry’s workforce. The pandemic decimated local, national, and international mobility, decimating the hospitality industry. All the hospitality organizations downsized, furloughed and/or reduced the compensation of their employees to keep up with turbulent times. Post-pandemic, the hospitality industry is ready to rehire the employees that were laid off or furloughed during the pandemic. However, the employees have not returned, and the industry is undergoing chronic labour shortages. Using the tenets of the career exploration theory, we collected data from 198 individuals who were/are employed in the hospitality industry about their career exploration tendencies during the pandemic. The results showed heightened levels of career exploration within and outside the hospitality industry; it is imperative that HRD practitioners should respond to the changing needs of hospitality industry employees. The study contributes to the lifespan approach to career exploration by highlighting self-exploration and environmental exploration by hospitality industry employees during the pandemic irrespective of demographic differences.

From Distress to Tranquility: Exploring the Impact of Indoor Aromas on the Quality of Life of Hospitality Industry Employees

<p>在新冠肺炎疫情大流行期之後，餐旅業面臨著多方挑戰，包括業績下滑和頻繁的人際互動所帶來的高壓工作環境。本研究旨在探究室內空間中香氛對餐旅產業高度壓力員工生活品質的影響，以及室內空氣品質在其中的關鍵作用。主要之目的為提升餐旅產業員工永續的自我保健實踐，以促進臺灣餐旅業的長期發展。本研究採用問卷調查方法，主要的研究對象為臺灣臺北的國際觀光旅館的員工，透過滾雪球抽樣法選取受試樣本；所採用的研究工具包括柑橘香氛精油、感知壓力量表和生活品質量表。研究結果發現，室內芳香對於壓力調節產生了顯著影響，因此對於餐旅業從業人員的整體生活品質產生了影響。特別需要聚焦改善的部分包括了一般健康、生理健康和環境品質等。本研究為臺灣餐旅業管理者提供了實用的建議，包括有效地管理員工的壓力、通過實施室內空間的香氛設計來改善環境品質，以及將其融入人力資源培訓計畫。本研究的發現有助於貢獻餐旅產業界如何提升餐旅從業人員的生活品質，進而強調對於維護室內環境中良好的空氣品質之重要性。</p> <p> </p><p>In the aftermath of the COVID-19 pandemic, the hospitality industry faces multiple challenges, including declining performance and high-pressure work environments characterized by frequent human interactions. This study explores the impact of indoor fragrances on the quality of life of highly stressed employees in the hospitality industry, emphasizing the crucial role of indoor air quality. The primary objective is to promote sustainable self-care practices among employees in the hospitality sector, fostering the long-term development of Taiwan’s hospitality industry. A questionnaire survey was conducted with employees from an International Tourist Hotel in Taipei, Taiwan, using snowball sampling for participant selection. Research tools included citrus fragrance essential oils, the Perceived Stress Scale, and the Quality of Life Scale. Findings indicate that indoor aroma significantly influences stress regulation, which, in turn, affects the overall quality of life of hospitality employees. Key areas of focus include general health, physical health, and environmental quality. This study provides practical recommendations for hospitality managers in Taiwan, such as managing employee stress effectively, enhancing environmental quality through indoor aroma design, and incorporating these strategies into human resource training programs. The results underscore the importance of maintaining high indoor air quality to improve the quality of life for workers in the hospitality sector.</p> <p> </p>

From personal convictions to collective action: Predicting employees’ pro-environmental behaviors in public and private spheres

Promoting changes in human behavior is crucial for mitigating and reducing environmental damage. While there is much research focused on private-sphere or generalized pro-environmental behavior, there is a relative dearth of research explicitly examining public-sphere pro-environmental behavior from a collective action perspective. In response to the mixed empirical results from previous applications of the value-belief-norm model in organizational contexts, this study explores the full value-belief-norm model, taking into account public-sphere and private-sphere pro-environmental behaviors. A sample of 504 hospitality industry employees in Kazakhstan and 515 hospitality industry employees in the United States participated in this study. The results indicate a hierarchical relationship between values, beliefs, and behaviors and confirm that values indirectly influence pro-environmental behaviors through belief variables. The findings suggest that these beliefs play vital roles in translating values into actionable behaviors. Theoretical and practical implications are provided.

“Doing it for my family”: examining when and how family motivation hinders creativity of hospitality employees by shaping job-perception

PurposeThis study explores the relationship between family motivation and employee creativity. It examines the way family motivation shapes employees' job perceptions, specifically examining the mediating roles of job instrumentality and job meaningfulness detachment. Additionally, the study explores the moderating effect of family financial pressure.Design/methodology/approachThe data were collected in three waves over six months from 382 employees in the Turkish hospitality industry. The Warp PLS 7.0 software was utilized for data analysis using partial least squares structural equation modeling (PLS-SEM).FindingsThe results indicate that family motivation significantly influences job instrumentality and job meaningfulness detachment, which subsequently reduce employee creativity. Moreover, family financial pressure moderates the relationship between family motivation and job perception, thereby amplifying its effects.Research limitations/implicationsThis study highlights that organizations should minimize ambiguity and complexity, create a psychologically safe environment, align incentives with creativity, address conflicts between short-term gains and long-term projects and support work-life balance in the hospitality industry. This can enhance employee creativity, satisfaction and retention.Originality/valueThis study is an early attempt to investigate when and how family motivation (re)shapes hospitality workers’ job perceptions and influences their propensity to engage in creative endeavors.

Tourism and Hospitality Industry Employees' Experiences of Career Shocks and Career Resilience

Employees in the tourism and hospitality industry (THI) have experienced a wide range of sudden changes that have had various impacts on their careers. Career shocks are disruptive and extraordinary events often caused by factors outside the focal individual’s control and that trigger a deliberate thought process concerning one’s career. Although career shocks are usually difficult to predict, we can prepare ourselves in advance by developing career resilience. Career resilience refers to an individual's ability to adapt to new situations, overcome negative ones and recover from changes. Research is exceptionally important, especially from the perspective of the THI, which has suffered from a wide range of crises which have caused a significant decrease in workforce engagement and labour shortages. This research aimed to study the experiences of THI employees in career shock situations and how career resilience has affected these situations. The research questions were: What kind of career shocks have employees experienced during their careers? What kind of consequences have these career shocks had on employees’ careers? How have career shock situations strengthened their career resilience? This study was conducted based on a narrative approach and the data consisted of 30 career narrative writings of the students of the Tourism and Hospitality Management master’s degree programme. A three-phase qualitative inductive content analysis was used as an analysis method. The results suggest that employees have experienced a wide range of career shocks during their careers, partly because the THI and workplaces have been sensitive to change. According to the data, career shocks could be categorised into global, organisational, and individual level shocks. Employees experienced career shocks and their consequences mainly positively. In addition, the experiences of surviving career shock situations strengthened individuals’ career resilience in many ways. This study highlights the importance of understanding individuals' experiences of career shocks and the ways to prevent uncertainty to retain employees in the workplaces and an industry suffering from labour shortages.

Gender Difference on Internal Equity: Evidence From the Hospitality Industry in Ghana

It is a hypothetical position that employees in the hospitality industry in Ghana experience salary disparities based on the gender of the employee. Pay disparities exist because of unconscious biases in areas such as hiring, promotions, performance reviews, and salary decisions. In ensuring equal pay for equal work to fulfill the International Labor Organization (ILO) convention, this study investigated the internal equity pay of the employees in Ghana's hospitality industry based on equal work. This quantitative association study adopted a self-constructed research instrument to measure internal equity pay and randomly selected 350 respondents in the hospitality industry in Ghana to answer the research questionnaires. The respondents were made up of 160(46%) males and 190(54%) females. In looking for the significant difference of gender as related to internal equity pay of the employees in Ghana with a T'Test analysis, the study revealed that, indeed, there was a significant difference in the salary payment of the employees in Ghana. The males were paid more than the females for equal work. Therefore, the study rejected the null hypothesis that there is no significant difference in internal equity pay based on the gender of the employees in the hospitality industry in Ghana. To ensure equal pay for equal work, the management and shareholders of hospitality firms in Ghana are recommended to seek knowledge of the legal requirement of this principle in the Ghana Labor Law and also become compliant with the ILO convention. Furthermore, a conscious effort must be made to ensure equal pay for equal jobs.

Interplay of High Performing Work Practices with Career Satisfaction, Extra-Role Behavior and Job Embeddedness: Study on Frontline Employees in Hospitality Industry

Frontline employees play a critical role in providing exceptional customer service, essential for both; overall customer satisfaction and the long term success of the hospitality industry. Their satisfaction enables effective resource allocation and strategic planning for the growth and development of the industry. The present study focuses on the relationship of high performing work practices (HPWPs) with career satisfaction (CS) and extra-role behavior (ERB) via job embeddedness (JE) among frontline hotel employees. The measurement model was assessed using Smart Partial Least Squares (PLS) SEM, version 4.0.9.0. The results of the study indicated that HPWPs directly and indirectly (through the mediating effects of JE) affect CS of frontline employees and also boost ERB among them. The findings suggested that the adoption of HPWPs, such as comprehensive training, rewards, and empowerment initiatives, cultivates positive attitudes among employees, which in turn encourages proactive customer handling, leading to customer satisfaction.

The Impact of Personal and Job Factors that Boost Innovation within Hospitality Industry

The aim of this research is to identify the impact of personal and job factors on the innovative work behavior of hospitality industry employees. Data was collected through primary source via distribution of survey questionnaires. Employees of Hospitality (hotel) industry were taken as respondents to carry out this study. Data was analyzed through SPSS. Regression analysis was done in order to check whether the hypotheses are accepted or being rejected. Findings showed that there is a positive & significant relationship between Job and Personal Factors of employees (employee creativity, self-leadership, participative decision-making) and Innovative work behavior. This study will contribute to everybody related to it. It will help in developing innovative minds through which employees, organizations and economy all prosper and get better.

Testing the Mediation Effect of Employee Engagement on Internal Branding Practice-Job Satisfaction Relationship of Hospitality Industry Employees

This research explains (1) the conditions of internal branding, employee engagement, and employees’ job satisfaction; and (2) the existence of a positive and significant relationship between internal branding, employee engagement, and job satisfaction among hospitality industry employees especially in hotel industry in Malang Raya. The researchers took the four-star hotel with non-chain hotel to make sure independent internal branding practices. The hotels consisted of six hotels as the research objects. The researchers took the sample from the population of six hotels with proportionate random sampling technique and obtained 163 respondents. The data analysis technique applied descriptive statistics and partial least square analyses. From the descriptive analysis result, it shows that hotel applied good internal branding practices, employees have high employee engagement and job satisfaction. The coefficient path between internal branding and employee engagement had the highest value. Thus, the researchers expected the hospitality service institution, especially hotel to implement internal branding for their employees.

Reward Systems and Performance of Employees in Hospitality Industry. A Case Study of Shangri-La Singapore

Reward Systems and Performance of Employees in Hospitality Industry. A Case Study of Shangri-La Singapore

Investigating a sequential mediation effect between unethical leadership and unethical pro-family behavior: testing moral awareness as a moderator

ABSTRACT This study aims to investigate the effect of unethical leadership on unethical pro-family behavior through the sequential mediating effect of emotional exhaustion and unethical pro-organizational behavior and the moderating role of moral awareness among hospitality industry employees. Data were collected from frontline employees of 5-star hotels in Iran’s leading tourist destination cities. Testing hypotheses were conducted using models 6 and 8 of PROCESS Macro SPSS. The results indicated that unethical leadership contributed to unethical pro-family behavior through direct and sequential mediating effects of emotional exhaustion and unethical pro-organizational behavior. Empirical evidence also confirmed that moral awareness moderated the relationship between unethical leadership and unethical pro-organizational behavior. In contrast, its moderating effect on the relationship between unethical leadership and unethical pro-family behavior was insignificant. This study offers new insights into our understanding of unethical leadership and its consequences in the hospitality industry.

The relationship between green transformational leadership, corporate social responsibility, and task performance

AbstractThis study investigates the mediating effect of corporate social responsibility (CSR) on the link between green transformational leadership (GTL) and task performance. We collected the time‐lagged data from employees in Chinese hospitality industry. Further, we used regression analysis for testing. We found that GTL has a direct relationship with task performance. Also CSR mediates the positive link between GTL and performance. We highlighted the key relationship of CSR concept in linking GTL with workers task performance in hotel industry. Our study showed that supervisor leadership style can help the firm to engage in sustainability practices which enable workers to improve their performance. Literature on CSR calls for more research to explore about the causes and consequences of it. Responding to those calls, we proposed and tested a model wherein GTL links with CSR and thus affects workers performance. Implications and future research directions are discussed.

Effects of the COVID-19 pandemic on mental health, working, and life situation of employees in the Swedish hospitality industry.

Previous studies reported that the coronavirus disease (COVID-19) pandemic has negatively affected the mental health of employees in the hospitality industry internationally, however, its effect in Sweden has not been studied. Unlike several other countries, Sweden never enforced a lockdown. Restaurants, bars, and hotels could remain open and host a limited number of guests but had to abide by certain restrictions. A cross-sectional survey was distributed among hospitality industry employees containing questions regarding the perceived effects of the pandemic on the respondents' working and life situations and their physical and psychological health. The sample consisted of 699 individuals, with a response rate of 47.9%. Although several respondents had been laid off or furloughed, the majority of the sample remained at the same employer. However, more than half of the respondents reported that their economic situation had deteriorated. Compared to before the pandemic, 38.1% experienced elevated levels of stress, 48.3% experienced elevated levels of worry, and 31.4% reported worsened mood. A deteriorating personal economy and difficulty in following COVID-19-related restrictions at work were associated with the worsening of these three mental health aspects. While the fear of becoming infected with COVID-19 was related to higher levels of stress, the fear of infecting others was related to higher levels of worry. Although Sweden imposed less strict measures than most other countries, the personal economy and mental health of hospitality workers were negatively affected by the COVID-19 pandemic.

Analysis of training effectiveness from the perspective of managers and employees in the Colombian hospitality industry

PurposeThe literature has defined different indicators of training effectiveness. At the performance indicator level of analysis, training effectiveness measures the impact of training on knowledge, skills and job performance. This paper aims to analyse, from the perspective of managers and employees from the hotel sector in Colombia, the relationships between the improvement of knowledge and skills and the improvement of job performance.Design/methodology/approachThe research technique used is a survey. Data are collected from a sample of managers and a sample of employees from the Colombian hospitality industry. The hypotheses are contrasted through regression analysis.FindingsFrom the managers’ perspective, the data indicate a significant relationship between the improvement of knowledge and work performance. In contrast, there is no significant relationship between improving skills and improving job performance. From the employees’ perspective, significant relationships between the improvement of knowledge and the improvement of skills in job performance are revealed.Originality/valueThis work makes significant contributions to the training literature. It analyses the relationships among indicators of training effectiveness from the point of view of managers and employees from the Colombian hotel sector. It reveals differences between the perspectives of managers and employees.

Examining The Influence Of Job Stress On Job Performance And Turnover Intentions Among Hospitality Industry Employees

Examining The Influence Of Job Stress On Job Performance And Turnover Intentions Among Hospitality Industry Employees

Does inclusive leadership influence task performance of hospitality industry employees? Role of psychological empowerment and trust in leader

Drawing on the social exchange theory, this research advances the understanding of leadership and task performance in the hospitality industry in China by exploring the impact of inclusive leadership on the task performance of subordinates working in dyadic forms. The current literature is scarce on the role of leadership in increasing the task performance of employees working in teams in dyadic forms. Multi-level sample of 410 leaders-subordinates in the hospitality industry was used to derive the research findings using PLS-SEM. The results indicated a positive influence of inclusive leadership on the task performance of subordinates. Psychological empowerment mediated this direct relationship. In addition, trust in leaders strengthened the direct link of inclusive leadership with task performance and psychological empowerment. The findings demonstrate that leaders in the hospitality industry should adopt an inclusive leadership style as it contributes to employee task performance, which improves the industry's performance.

The great hospitality worker resignation

ABSTRACT This study sought to identify and analyze hospitality industry employees’ rationale for leaving the industry during the COVID-19 pandemic. This study further explored possible remedies hospitality industry organizations can adopt to rehire employees who decided to leave the industry. A qualitative survey was conducted online using Qualtrics to anonymously collect data from hospitality industry employees who had voluntarily left the industry during the COVID-19 pandemic – a sample that is difficult to recruit for research purposes. The thematic analysis revealed several explanations behind the great exodus from the hospitality industry. Unfortunately, not many incentives for employees’ return to the industry were revealed. Practical implications and future research suggestions are discussed.