Hospitality Human Resource Management Research Articles

A review of human resources management research

Purpose – The purpose of the paper is to present a review of the human resources (HR) research that has been published over the past ten years in discipline-based and hospitality-specific journals and identify key trends and opportunities for advancing future research. Design/methodology/approach – The paper takes the form of a critical review of the extant literature in the general HR management and hospitality HR management fields. Findings – A comparison of the findings shows a substantial degree of overlap in the themes and results that have been generated to date. However, several hospitality studies have identified a number of variables that appear to be particularly relevant for labor-intensive, service-focused settings. As such, context-specific factors should be considered in efforts to advance our understanding about the ways in which hospitality HR systems may impact a wide array of individual and organizational outcomes. Originality/value – The results offer a foundation for advancing future hospitality HR research.

Job burnout among physicians in ten areas of China

To explore the status of job burnout among Chinese physicians and identify the risk factors for hospital human resource management. A total of 510 physicians from 10 areas of China participated in the survey from July to October 2012. Among them, 84.9% reported medium or higher level of emotional exhaustion, 87.8% with moderate degree of depersonalization and 81.8% with at least moderate degree of diminished personal accomplishment. The degree of job burnout was higher among physicians who were unmarried (t = 2.12, P = 0.03; t = 2.06, P = 0.04) , under 10-year seniority (P = 0.03; P = 0.01) , working at tertiary hospitals (F = 2.34, P = 0.04) or emergency department (P < 0.05) . As a common phenomenon in China, job burnout among physicians should raise great concerns. Individual's marriage status, length of service, degree of education, hospital class and affiliated department should be considered when identification and intervention of physicians' job burnout are implemented.

360 Degrees of Pressure

Many hospitality companies highlight the importance of their employees, and this features strongly in their consumer marketing. However, the capacity of organizations to deliver “people first” practices is seemingly subject to increasing pressure within the international hospitality sector, both internally and from the external environment. Nowhere is this clearer than in the roles that are played with respect to the human resource management (HRM) function, both by those specifically designated in that post and by nonspecialist managers taking HRM responsibilities. This conceptual article has two principal aims: first, to illuminate the growing trend of formalized HRM practices being downgraded, eliminated altogether, or decentralized; and second, to highlight the need for a greater understanding and consideration of the external factors affecting hospitality HRM practice. The article reviews the nature and scope of the HRM function in hospitality, presents an overview of the trends toward internal reorganization through decentralization of HRM functions and, finally, assesses the impact of external pressures of the delivery of effective HRM. We then propose a dynamic framework designed to help facilitate greater understanding of the implications of internal and external pressures by HRM professionals and researchers, and conclude with reflections and recommendations followed by proposals for future research.

Human Resource and Organizational Management Content in the Hospitality Curriculum: How the Professionals View It

In this study the authors investigate the importance professionals working in the hospitality industry attach to key content areas taught in hospitality human resource and organizational management courses as they relate to the success of hospitality graduates. The authors also sought to determine if differences existed between various demographic subgroups based on industry segment, position, industry experience, and educational attainment. Results indicated practitioners perceived both human resource and organizational management expertise as critical but placed greater importance on organizational management knowledge. Analysis of the demographic subgroups identified differences in perception but only a few of these rose to the level of significance.

Research on Evaluation Index System of Management Effectiveness on Hospital Human Resource Based on Balanced Scorecard

Abstract Based on the balanced scorecard theory as a foundation and with the reference of enterprise human resources management theory, this thesis will establish a set of evaluation index system of management effectiveness on hospital human resource combining with the hospital human resource characteristic. The index system can be used to evaluate the effect of hospital human resource management, in order to promote hospital strategic target realization to provide important basis for decision-making.

Hospitality HRM: past, present and the future

Purpose – This paper aims to review the past, current and future trends in human resource management (HRM) in the hospitality industry, with a specific focus on large international hotels. The setting of this review is within the context of general HRM theory development. Design/methodology/approach – This paper provides a detailed review of the literature, background, issues and trends in HRM. It moves from the generic HR review to examine the hospitality industry and specific identifiable trends and issues. Additionally, personal communication with senior industry executives is used to highlight specific areas. Findings – Issues of training and skills development and of service quality are as important in the future as in the past. Technology is now set to revolutionise the way HRM is conducted. Generational change and how Generations X and Y view work require new approaches for HRM. Casualisation and outsourcing will become more dominant methods of employment. Strategic human resource management (SHRM) and its practices have the flexibility to add value to future hospitality firm performance. The future of HRM in the hospitality industry will need to take into account the various trends but will also be influenced by local circumstances. Research limitations/implications – This is a conceptual paper based on a review of literature that addresses a large area of both generic and hospitality HRM, and focuses on a specific section of the hospitality industry: large international hotels. Practical implications – The paper provides a basis for understanding how the various HRM trends are developing, and addresses the steps required to meet future challenges in the industry. Originality/value – The value of the paper is in its identification and analysis of the major trends in HRM and the implications these hold for the future of the hospitality industry.

Career Choice Goals: The Contribution of Vocational Interests, Contextual Support, and Contextual Barrier

Based on social cognitive career theory (SCCT) (Lent & Brown, 2006; Lent, Brown, & Hackett, 1994, 2000), this study empirically investigated the influences of vocational interests, environmental support, and barrier on career choice intentions to working in hospitality and tourism organizations among the fourth‐year undergraduate tourism and hospitality college (UTHC) students in Hainan Island of China. Three hundred and ten fourth‐year UTHC students from two institutions of tourism higher education on the island formed the sample group. Following SCCT theory, blocks of the vocational interests, contextual supports, and contextual barriers were, sequentially, entered into a hierarchical regression predicting the level of career choice goals. With the addition of each block, R2 rose, significantly, from 0.354, to 0.386, and to 0.410 for the total sample. Also, briefly discussed are the study's findings as well as their implications from a tourism and hospitality human resources management perspective. 基于社会认知职业选择理论(简称“SCCT”理论)(Lent & Brown, 2006; Lent, Brown, & Hackett, 1994, 2000)，本研究提出了大学生职业兴趣和环境支持与环境障碍对其职业选择目标的直接影响模型。然后，以中国海南岛两所高等院校310名旅游管理专业四年级本科生(简称“UTHC”学生)为例，对该模型进行了实证检验。在研究方法上，本研究采用层级多元回归分析法，依次将职业兴趣类、环境支持类和环境障碍类自变量进入回归模型建立线性回归方程，对职业选择目标(因变量)之变异的解释力指标R2分别显著性地从 35.4%，增加到38.64%，再增加到 41.0%。据此，SCCT 理论和本研究所提出的相应的研究假设，得到了支持性的验证。最后，本文就这些研究假设成立的原因以及上述研究发现对如何有效开发和管理好旅游业潜在的UTHC人力资源的问题，也进行了简要的探讨。

Text mining a decade of progress in hospitality human resource management research: Identifying emerging thematic development

The authors identified the emerging research streams based on the published research literature in human resource management (HRM) from 1994 to 2003 in the International Journal of Hospitality Management. Textual data were collected and content-analyzed by a text-mining program aided by human judgments. The results from the content analysis of both the computer-aided and human judgmental methods were then integrated and conceptually graphed to map meaningful findings that were logically precise, humanly readable, and computationally tractable. Through this unique approach, nine major HRM research themes emerged and each thematic development based on time and country was interpreted and discussed.

Development of a sustainable tourism hospitality human resources management module: a template for teaching sustainability across the curriculum

This article presents a module to be used to teach sustainable tourism practices as part of a course in hospitality/tourism human resources management. It is designed with the intention to infuse sustainable practices into topics that would be covered in a hospitality/tourism human resources management course at an institution of higher learning. The module was developed in conjunction with the leadership of Business Enterprises for Sustainable Travel (BEST), who provided the framework, as well as formative and summative reviews throughout the development process. This module serves as a template for others to be developed for teaching sustainable tourism practices across the curriculum in hospitality/tourism programs at institutions of higher learning.

Research in hospitality human resource management and organizational behaviour

This paper surveys 156 books and articles on organizational behaviour and human resource management in the hospitality industry in order to assess the current state of research in this area. The paper looks at what research has been conducted within the following topic areas: labour market trends, employee attitudes, organization structure and culture, hospitality managers and management work and human resource practices. A picture emerges of a rich research area producing a very diverse range of work which is increasingly published in mainstream human resource management and organizational behaviour journals as well as in the hospitality journals; but where researchers are primarily engaged in applying mainstream ideas to the hospitality industry rather than influencing mainstream research. The paper identifies several gaps in current research.