Employees In Hospitality Industry Research Articles

Influence of Organizational Citizenship Behaviour on Mauritian Hospitality Industry employee job-satisfaction: Structural Equation Modelling

Influence of Organizational Citizenship Behaviour on Mauritian Hospitality Industry employee job-satisfaction: Structural Equation Modelling

Happiness at work: a phenomenological study of the experiences of hospitality industry employees

ABSTRACT Though happiness might be an interesting factor to consider in the discussion on retaining employees, only a limited number of studies on happiness of hospitality employees has been done. This master’s thesis study, rooted in the tradition of the interpretative phenomenological analysis, unpacks the connection of work experiences and feelings of happiness of five hospitality employees aged between 20 and 30. In-depth interviews revealed that happiness is found in moments of external recognition of professional achievements, while contributing to the company’s performance or to guest experiences. We see that these moments reinforce a high-performance attitude that, however, could also create a form of addiction. We recommend integrating appreciative feedback of staff achievements on a regular base during operations. Furthermore, we suggest staff coaching with the aim to develop self-awareness and self-acknowledgement.

Influence of Despotic Leadership on Personnel Lives via Emotional Exhaustion and Moderating role of Perceived Supervisory Support. A Testing of COR Model

Dynamics of organizations become more and more diverse, there is a greater need for leaders who manipulate their followers to achieve organizational goals and improve their performances. The objective of this research is to inspect the association among despotic leadership and employees’ life. The ignored areas of research are negative impacts of despotic leadership on follower’s personal life. By testing the COR Model, this research examines the intervening impact of emotional exhumation by which despotic leadership surpass from work setting to workers’ personal lives and consequence in lower wellbeing. The study also investigates the moderating impact of employee’s perceived supervisory support on the association of their observations of despotic leadership with employee’s wellbeing. Time lags were utilized to gather the data from 384 employees of hospitality industry of Sri Lanka. To run moderation, the Hayes’ PROCESS was used and SEM to test mediation. Consequences of this research recommend that dark side of leadership like despotic leadership negatively affects the wellbeing through emotional exhaustion. The consequences of this research show that despotic leadership badly affect the employees’ wellbeing and these effects strengthen when there is less perceived supervisory support.

Work-Family Issues among Women Employees in Hospitality Industry: Obstacles and Fostering Strategies

Hospitality industries face a complex and unique set of problems when it comes to the representation of women. It becomes clear that women employees in the hospitality industry experience greater challenges as a result of the nature and characteristics of the industry in which they work. However, it is found that women employees especially in the hospitality industry, encounter a large number of challenges, starting with difficulties in managing long working hours, irregular working hours and juggling to manage work and family. An extensive literature survey highlights the issues associated with women in the workforce generally, and with women in hospitality management in particular. Therefore, the present study focuses on exploring the obstacles experienced in the hospitality industry by women employees. And the research paper also explicates a series of measures for reducing work-family issues in the hospitality industry. Future research directions are also identified.

Occupational stress and its outcomes: the role of work-social support in the hospitality industry

PurposeThe purpose of this paper is to apply conservation of resource (COR) theory and the buffering hypothesis of social support to explore occupational stress and its negative outcomes such as job engagement and turnover intentions for front-line hospitality industry employees in the People’s Republic of China.Design/methodology/approachPrimary data were collected in two waves from 318 front-line employees in a chain of restaurants located in the eastern region of the People’s Republic of China.FindingsIntegrating COR theory and the buffering hypothesis of social support, job satisfaction is found to be a mediating mechanism in the relationships between occupational stress and job engagement and occupational stress and employee turnover intentions for front-line hospitality industry workers. Moreover, the authors found the boundary condition role of work-social support. The relationships between stress and its negative outcomes are weak for the employees receiving high social support at work.Originality/valueThis study calls for researchers’ attention towards the issues of occupational stress focussing on the implications of work-social support for front-line hospitality industry employees.

Trust for Knowledge Creation in Nepalese Hospitality Industry

This paper examines different factors promoting trust for knowledge creation in the hospitality industry such as hotel, travel and trekking agencies. The study is based on primary data with 382 responses. The self-administered questionnaires is used to collect the perceptive opinions from the respondents. The study concludes that hospitality industry employees’ the “honest and reliable team members” and “truthful employees” are most important factor to trust for knowledge creation while “employees have mutual faith in others’ abilities” influences less. There is no significant difference between response of gender, age groups, educational groups, work experience groups, marital status, current department and current position groups in the context of trust.

Improving Millennial Employee Well-Being and Task Performance in the Hospitality Industry: The Interactive Effects of HRM and Responsible Leadership

The purpose of this study is to determine the influence of organizations on millennial (born 1981–2000) employee well-being and task performance in the hospitality industry. Millennial employees are becoming the main workforce in hotels and their well-being is drawing greater attention in research and practice. Prior studies suggest that human resource management (HRM) bridges the organization and employees and has a significant influence on employee well-being in the hospitality industry. Additionally, the supervisor’s responsible leadership is a key factor influencing employees in a changing workforce. However, how do HRM and responsible leadership contribute to millennial employee well-being? Can employee well-being make a difference in the hospitality industry? Those questions remain unanswered. To address the two questions, this research aims to examine the interaction effects of HRM and responsible leadership on millennial employee well-being and the mediating effect of well-being between the HRM and responsible leadership on employee performance. The research hypotheses were tested with multiple linear regression analysis based on a survey of 243 millennial employees in the Chinese hospitality industry. The results indicated that HRM and responsible leadership have positive impacts on millennial employee well-being, which could improve task performance in the hospitality sector. In addition, responsible leadership strengthens the positive effect of HRM on employee well-being and task performance. In addition, the interaction effects of HRM and responsible leadership on performance are mediated by employee well-being. It is of practical value for hotels to know that millennial employee well-being can be fostered through improving HRM and responsible leadership.

Labour regulation reform and sectoral employment outcomes: a case study of public holiday penalty rate reductions in Australia

ABSTRACTIn 2017 Australia’s central employment relations regulator determined a decrease to wage premiums (penalty rates) paid to minimum wage Retail and Hospitality industry employees on Sundays and public holidays. Employers claimed that these penalty rate cuts would stimulate greater employment levels and hours and reduce pressure on owner-managers to work on these days. In this paper, we test these claims for public holiday employment outcomes using a natural experiment setting, a unique survey of both employer and employee outcomes, and difference-in-differences modelling accounting for program non-compliance. Ultimately, we failed to establish any evidence for positive public holiday employment outcomes emanating from the penalty rate reduction. We discuss the potential reasons for this outcome, including the inadequate and flawed evidence presented in the penalty rate determination case, confounding factors associated with adjacent minimum wage rate determinations and weak income growth affecting consumer confidence and demand in Retail and Hospitality sectors.

Organizational support sources and job performance relations: what about occupational commitment?

ABSTRACTThe present study investigates the relationship between organizational social support sources and perceived job performance, as well as the potential mediating role of employees’ occupational commitment. Using self-reported data from 300 hospitality industry employees, proposed research questions were investigated using structural equation modeling. The findings indicate that supervisor and co-worker support have a significant effect on job performance. However, there was no significant relationship between perceived organizational support and job performance. The current study also showed that occupational commitment partially mediated the relationship between perceived co-worker support and extra-role job performance.

Employers’ Perception towards Women Employees in Hospitality Industry at Gorakhpur City (Uttar Pradesh, India)

Hospitality industry in India is in growing phase. When it comes to Gorakhpur, which is a district in Uttar Pradesh, it has same condition here too. Gorakhpur posses almost all sectors of hospitality industry. As hospitality industry is new in India as well as in Gorakhpur, there are numerous perceptions exist inside the industry. These may be positive or negative both. This paper is focusing on employers' perception towards women employees in hospitality industry at Gorakhpur City. The paper reveals outcome based on employers' perception towards women employees at workplace. This paper also provides some suggestions to enhance position of women inside the industry at Gorakhpur.

Employers' perception towards women employees in hospitality industry at Gorakhpur City (Uttar Pradesh, India)

Hospitality industry in India is in growing phase. When it comes to Gorakhpur, which is a district in Uttar Pradesh, it has same condition here too. Gorakhpur posses almost all sectors of hospitality industry. As hospitality industry is new in India as well as in Gorakhpur, there are numerous perceptions exist inside the industry. These may be positive or negative both. This paper is focusing on employers' perception towards women employees in hospitality industry at Gorakhpur City. The paper reveals outcome based on employers' perception towards women employees at workplace. This paper also provides some suggestions to enhance position of women inside the industry at Gorakhpur.

Use of the Ishikawa Diagram to Understand the Employees’ Perceptions towards Nepotism in Tourism and Hospitality Industry

Use of the Ishikawa Diagram to Understand the Employees’ Perceptions towards Nepotism in Tourism and Hospitality Industry Dr. Khaled Elsayed, Dr. Rehab Daif Abstract Purpose – Nepotism is an old social phenomenon that exists in many societies. It was associated with the human need to secure the requirements of their life and improve their social life. Nepotism is the practice between those with control of favoring relatives or friends, by providing them specific jobs. This research aims at understanding the impact of nepotism on employees‟ perceptions in tourism and hospitality industry. Design – This study used cause–effect model (Ishikawa diagram) to investigate employees‟ perceptions towards nepotism in tourism and hospitality industry. The conceptual framework is used as a tool to structure the layout of the analysis. This led to the development of a model for the perceptions of employees towards nepotism in tourism and hospitality industry. Methodology –This research used a qualitative analysis with purposive sampling technique. Interviews with human resource managers in selected hotels and travel agencies in Egypt were implemented.Findings – The main finding is nepotism has major negative impacts on employees in tourism and hospitality industry as it affects job satisfaction, job stress, job commitment, tourism and hospitality organizational citizenship, performance and employee‟s turnover. Finally, this research provides some recommendations and managerial implications to investors and managers in tourism and hospitality industry in order to overcome the nepotism. Full Text: PDF DOI: 10.15640/jthm.v7n2a2

The Impact of Job Satisfaction and Organizational Commitment on Intention to Turnover in the Sri Lankan Hospitality Industry: Perceptions from the Generation Y View Point

This study investigated the impact of job satisfaction and organizational commitment on intention to turnover according to the perceptions from generation Y in the Sri Lankan hospitality industry. The methodological approach of this study was based on the quantitative approach and the type of investigation was correlational. The respondents were limited to 256 generation Y employees who were employed during the period of the study. Data composed of self-administered questionnaire containing 19 closed statements with a five point Likert type scale. The descriptive statistics, correlation and regression analysis were applied among dependent construct and independent constructs. The results of the study revealed that there are a significant impact of job satisfaction (15%), and a significant impact of organizational commitment (4.8%) on intention to turnover, according to the perception of generation Y employees in the Sri Lankan hospitality industry. Further, the findings show that there was a significant joint impact of job satisfaction and organizational commitment on intention to turnover (15.5%). Moreover, the statistical results relating to hypotheses, revealed that there was a moderate negative relationship between job satisfaction and intention to turnover (r =.-0.467 p < 0.01). Also, there was a weak negative relationship between organizational commitment and intention to turnover among generation Y respondents of Sri Lankan hospitality industry (r =.-0.441, p < 0.01). Implications of the findings and suggestions for future research studies have been presented.

Collaboration for Knowledge Creation in Nepalese Hospitality Industry

This paper examines the different factors promoting collaboration for knowledge creation in the hospitality industry such as hotel, travel and trekking agencies. The study is based on primary data with 382 responses. The self-administered questionnaires were used to collect the perceptive opinions from the respondents. The study concludes that hospitality industry employees’ supportive and participative behaviour and keep each other informed about work-related issues in the team have a larger impact on the knowledge creation while each employee contributes equally to the organisation’s service innovation influences less.

Stressor effects of negative online reviews on anger and burnout in the restaurant industry

PurposeOwners, managers and employees may be criticized personally and professionally by consumers in online reviews, and may suffer emotional and burnout consequences. The purpose of this paper is to examine the impact of customer-generated negative online reviews on hospitality employees.Design/methodology/approachThis research analyzed the effects of traditional face-to-face customer-related social stressors, as well as a newly added negative online review (NOR) stressor, on anger and burnout in a sample of 418 US hospitality workers.FindingsStructural equation modeling revealed that, after taking into account the contribution of customer-related social stressors, receipt of NORs predicts anger and anger mediates the relationships between NOR-receipt and two indices of burnout.Practical implicationsThis research extends our understanding of social stressors that apply to workers in the hospitality industry. It offers strategies for managing the threats and optimizing the opportunities, provided by negative online reviews.Originality/valueThis study is one of the first studies that provide evidence of the personal impact of NORs on hospitality industry employees, thereby extending our understanding of social stressors that apply to workers in this industry.

The relationship between customer orientation, emotional labour and job burnout

PurposeDrawing on the conservation of resources theory, this study aims to apply the emotional labour concept to illustrate about the relationship between customer orientation (CO) and job burnout, further demonstrating how the relationship is established in the hospitality industry. This study intends to find that emotional intelligence moderates the relationship between CO and emotional labour.Design/methodology/approachThe study uses descriptive statistical analysis and reliability analysis. Then, the study uses confirmatory factor analyses to ensure the model fit and discriminant validity of the measures. Finally, the hypothesised relationship model is tested and analysed via regression analysis.FindingsThe study finds three dimensions of emotional labour all partially mediated the relationship between CO and job burnout. Meanwhile, the study finds that emotional intelligence would moderate the relationship between CO and three dimensions of emotional labour.Research limitations/implicationsFirst, the respondents in this study come from five-star hotels in Beijing, China. As the results of this study are based on a sample of Chinese five-star hotel employees, the selection of a single service setting and a single country may raise concerns for the issue of generalisability. Thus, the findings of this study may not generalise to other hospitality contexts, other cultures or other times; research in other settings, geographical areas or times might yield different results.Practical implicationsHigh employee job burnout is a thorny problem in the hospitality industry, so it is a great challenge for hospitality management to solve high employee job burnout. As a personality resource, CO will decrease job burnout. Emotional labour is a common issue in hospitality. The study intends to explore the lived experiences of the frontline employees in hospitality industry to explain the role of CO directives on employee job burnout in an emotional labour perspective. The results give suggestions for the hospitality management.Social implicationsAfter reviewing of relevant literature, two research gaps are found. First, despite the amount of research showing a negative relationship between CO and job burnout, remarkably little is known about how these relationships are established. Second, a more important gap lies in overlooking the emotional nature of hospitality service work. The results of the study can fill the theoretical gap.Originality/valueFirst, the recruitment and selection of frontline employees should incorporate an assessment of the level of CO. Second, hospitality management should teach and train the employees about the proper control of emotional labour. Third, the recruitment and selection of frontline employees should incorporate an assessment of the level of emotional intelligence; meanwhile, it is necessary to strengthen the emotional intelligence training.

기업구성원의 일-생활의 균형이 사회적 지지, 정서적 몰입, 직무만족 및 이직의도에 미치는 영향

The research results demonstrate that a work-life balance is related to factors associated with individual and organizational efficiency in terms of organizational commitment, job satisfaction and turnover intention. The results were obtained from a survey conducted using questionnaires distributed to employees working in the hospitality industry throughout Busan. A total of 325 questionnaires were used for final analysis. The results of empirical analysis identified three sub factors of work life balance among hospitality industry employees and these were: work-family, work-leisure and work-growth. Among them, work-leisure and work-growth were proven to have a positive effect on affective commitment. Moreover, affective commitment was found to have a positive effect on job satisfaction while having a negative effect on turnover intention. Additionally, multiple group analysis was conducted on the level of awareness of social support. The results were that superior support affected employee commitment. However, colleague support did not lead to a moderating effect. The study showed that young employees in the hospitality business prefer a work environment in which they can control their own lives through a work life balance. The research results indicate that businesses would increase their employee commitment and performance by improving their individual quality of life.

Job Embeddedness Among Hospitality Industry Employees: An Empirical Study in Alanya

The purpose of this study is to analyze the hospitality industry employees’ job embeddedness in the Turkish context and to determine its relationship with community, organization, and demographic variables. For this study, the questionnaire survey method was conducted on 210 employees who work at five-star hotels in Alanya. Factor analysis demonstrated as a result a three-factor structure: “organization-related sacrifice”, “fit to organization” and “fit to community”. The findings of this study showed that there were significant differences between the dimensions of “fit to organization” and “fit to community” and community- and organization-related questions. Among the demographic questions, job position, income level, and age were related to all dimensions of job embeddedness.

Kadın Çalışanlarda Cam Tavan Yansıtıcılarından Kurum İkliminin, İşTatmini ve İşten Ayrılma Niyetine Etkisi: Otel İşletmelerinde Bir Araştırma - The Impact of Organizational Climate as a Glass Ceiling Reflector on Job Satisfaction and Turnover Intention of Female Employees: A Research in Hotel Operations

Glass ceiling refers to invisible obstacles that prevent women from rising above a certain level in management. The main ones of these obstacles could be; stereotypes, role conflict, institutional practices (such as discrimination on recruitment, promotion and salary), not having a mentor and communication network, as well as shortcomings in terms of institutional practices, corporate culture and organizational climate. In traditional patriarchal corporate cultures, female managers are not regarded as suitable for certain jobs and duties, and when they are out of their roles, this creates disturbances in other people around them. Women having equal opportunities to pursue career opportunities could vary from institution to institution. In this study, it was aimed to determine the effect of institutional climate, that affects mental stability and one of the dimensions of glass ceiling syndrome, on job satisfaction and turnover intention in female employees in hospitality industry. 153 women working in three hotels of local chain company in Antalya participated in the study. The data were collected by Glass Ceiling Syndrome Scale. According to the findings, it was determined that there is a meaningful and negative relation between corporate climate (which is one of the glass ceiling dimensions) and job satisfaction. In addition, a positive impact and relationship was found between the organizational climate and turnover intention.

Factors influencing Women Employees in Hospitality industry: A Study with reference to Lucknow

Factors influencing Women Employees in Hospitality industry: A Study with reference to Lucknow