Hotels In Taiwan Research Articles

A compromise solution approach for efficiency measurement with shared input: The case of tourist hotels in Taiwan

Shared input occurs often when a production system performs two or more functions and some of the functions share the same input. To determine the proportion of the shared input devoted to each function, the conventional data envelopment analysis (DEA) models that allow each decision making unit (DMU) to select the most favorable value to attain the highest efficiency score is usually used. The result is that many DMUs assign proportions of different bound values to the same function, which is not reasonable. This paper proposes a compromise solution approach that aggregates the viewpoints of all DMUs to obtain a consensus regarding the proportion of the shared input used by each function. The approach is actually a parametric DEA approach for constructing the production function. To increase the explanation power, transcendental functions are considered. The tourist hotel, where the accommodation and catering functions share the input of management employees is used for illustration. The results show that a transcendental function has stronger explanation power, and reasonable compromised values for the proportions of the effort of the management employees devoted to the two functions are obtained.

Exploring the Relationship Between Business Models and Enterprise Value Choices in Taiwan's Hotel, Motel, and Homestay Industries

Exploring the Relationship Between Business Models and Enterprise Value Choices in Taiwan's Hotel, Motel, and Homestay Industries

Humble Leadership, Psychological Capital, and Service Recovery Performance: Exploring the Moderating Mechanism of Mindfulness

ABSTRACT This research adopted self-determination theory (SDT) and employed a model to verify the antecedents of service recovery performance (SRP). Specifically, the effects of humble leadership and positive psychology on SRP were examined. A total of 197 valid questionnaire responses were received from newcomers of 11 hotels in Taiwan. The analysis results revealed that PsyCap fully mediated the relationship between humble leadership and SRP. According to the analysis of the moderated mediating effect, mindfulness moderated the relationship between humble leadership and PsyCap significantly. Based on SDT theory, this research has major contributions to research on organizational psychology. Mindfulness acts as a crucial moderating mediator in the relationship among humble leadership, PsyCap, and SRP in the hospitality industry. The findings of this research provide a critical reference to hospitality industry managers for promoting positive mental states in new employees to elevate their physical and psychological health and thereby enhance their SRP.

Study on Building Types and Fire and Evacuation Safety Reference Guidelines for Quarantine Hotels in Taiwan

<p>國內目前對於防疫旅館之防火避難安全尚未有明確可供依循的規範或指引，本研究以「申請即排序與規劃」的源頭控管概念出發，將防疫旅館進行建築類型化與排序，再配合疫情狀況彈性收斂為「優先組」、「次優組」與「候補組」，並依各群組特性擬訂其所需之申請審查要項。建議防疫旅館以獨棟型為優先、低層型次之，如為單梯應注意要規劃兩方向逃生動線；為複合中高層型時，其他樓層用途單純者為佳，且須確實執行共同防火管理；複合中高層（閒置）則為最不建議之類型。除建築類型評估外，尚應考量設備與消防救助之條件是否符合基本條件，並依據建築類型分組之特性訂定防疫旅館的申請評估要項。最後以「申請即排序與規劃」、 「使用要維護管理與自主評核」、「查核有專業檢查與稽查」三個核心概念出發，研擬「防疫旅館防火避難安全參考指引」。</p> <p> </p><p>This study starts with the concept of "application, namely ranking and planning". After separating by building type, group the types into “Priority Group”, “Sub-Prime Group”, and “Alternative Group” according to the current COVID-19 situation, and plan the required application review items based on the features of each group. It is recommended that quarantine hotels prioritize independent buildings and then lower-floor hotels. For multi-purpose medium-high floor, other floors are better for simple purposes, and common fire escape management must be implemented. Multi-purpose medium-high floor (vacant) are the least recommended type. In addition, due to the complex fire protection and evacuation features of quarantine hotels, it is important to consider whether the conditions for equipment and fire rescue are met. Finally, start with the three core concepts of "application, namely ranking and planning", "maintenance, management, and self-assessment are needed during use", and "inspection, with professional checking and auditing", to research and plan the "Reference Guideline for Fire Evacuation Safety of Quarantine Hotels".</p> <p> </p>

Authentic leadership and organizational citizenship behaviors: How do harmonious passion and obsessive passion mediate?

PurposeAmong different leadership styles, scant hospitality researchers have studied the link between authentic leadership and organizational citizenship behaviors (OCBs). This article examined the associations among authentic leadership, job passion, and OCBs and examined the mediation effect of job passion.Design/methodology/approachQuestionnaires were distributed to 314 Taiwan's hotel employees. Structural equation modeling was performed to examine the hypotheses of this study.FindingsThe results indicated that authentic leadership positively affects harmonious and obsessive passion and that harmonious passion positively affects OCBs directed to individuals (OCBI) and OCBs directed to the organization (OCBO), whereas obsessive passion positively affects OCBI. Furthermore, harmonious passion mediates the linkage between authentic leadership and OCBs (both OCBI and OCBO), whereas obsessive passion only mediates the linkage between authentic leadership and OCBI.Practical implicationsTraining programs for hotel managers should incorporate courses on authentic leadership to strengthen managers' skills. Succession plans for managers should prioritize the promotion and retention of candidates with authentic leadership traits. Furthermore, managers should use authentic leadership to create a transparent employee incentive system and career development plans, thereby creating a workplace with fair rewards and opportunities for promotion.Originality/valueThe major contribution is that it expands the knowledge of hospitality leadership and determines the linkages among authentic leadership, job passion, and OCBs. Furthermore, job passion was revealed as a mediator in the authentic leadership–OCB association.

The Effect of Workplace Friendship on Hotel Employees’ Intention to Leave: Moderating Role of Psychological Contract Violation

Sustainability is a universal value of running a business. This study examines the influence of workplace friendships among hotel staff on their intention to leave, while considering the moderating effect of psychological contract violation. The sample group of the questionnaire is the employees in the five-star hotels in Taiwan. This study employs the purposive sampling method to collect questionnaires. For this research, 450 questionnaires were handed out to hotel staffs, with 150 questionnaires distributed, respectively, in Northern, Central, and Southern Taiwan. A total of 368 valid questionnaires were collected, resulting in an effective response rate of 81.78%. The results indicate that: (1) Friendship opportunities and friendship prevalence can significantly decrease workers’ intention to leave their jobs; (2) Psychological contract violation moderates the negative influence of friendship opportunity/friendship prevalence on one’s intention to leave. Finally, the paper proposes theoretical implications, practical implications and future research directions in accordance with the findings.

Exploiting Service Design in Service Quality: Escorting the Customer’s Experiential Value in the Journey of a Star-Rated Hotel

The present research presented a novel model for incorporating service design to create guest experiential value. Taking a star hotel in Taiwan as an example, this study used the KJ method to classify online reviews about hotel services and then created a customer journey map (CJM) through participant observation of the entire service process. By deconstructing the service process and identifying key service touchpoints, service design ideas were incorporated into the CJM. A Kano questionnaire was then adopted to accommodate 38 service scape attributes in 4 segments: 1 attribute in the maintenance area, 10 of the high-priority area, 11 of the low-priority area, and 16 of differentiation. The overall research results propose experience design strategies for the hotel industry in terms of the service content and operation processes of star-rated hotels, which can then be adjusted according to their operating conditions to construct their unique service experience content. This is expected to be the basis for subsequent research and serve as a basis and reference for improving hotel service design strategies and competitiveness in the future.

To speak up or remain silent: the double-edged effects of trust and felt trust

PurposeGuided by the social exchange theory, this study aims to examine the mediating relationship among trust in employee, felt trust, and trust in supervisor, and these trust-related factors’ direct and indirect effects on frontline hotel employees’ customer-focused voice and silence.Design/methodology/approachSurvey questionnaires were distributed to collect 307 valid paired supervisor–employee responses from 32 hotels in Taiwan. Structured equation modeling was used to test the hypotheses.FindingsFirst, treating trust-related variables as two-dimensional constructs (reliance and disclosure), the results confirmed that reliance-based trust in employee increases trust in supervisor through felt trust. Second, supervisor trust in employee was generally stronger than employee felt trust. Third, while felt reliance and disclosure-based trust in supervisor were found to promote customer-focused voice and discourage silence, such opposite effects on voice and silence were not observed for reliance-based trust in employee, felt disclosure and reliance-based trust in supervisor. Fourth, indirect effects of trust in employee and felt trust on voice and silence through trust in supervisor received partial support.Practical implicationsThis study provides business insights into managing frontline hotel employees’ voice/silence behaviors through trusting relationships.Originality/valueThis study verified employee felt trust as a mediating mechanism in their trusting relationships with supervisors as well as supervisors’ roles in initiating trust in vertical dyads. Using a two-dimensional trust measure, our analysis illustrated the differential effects of trust-related variables on customer-focused voice and silence, shedding light on the double-edged effects of felt trust and trust in supervisor as well as the conceptual distinction between voice and silence.

Performance measurement of Taiwan hotels with a hierarchical network DEA with shared inputs

Performance measurement of Taiwan hotels with a hierarchical network DEA with shared inputs

Performance measurement of Taiwan hotels with a hierarchical Network DEA With Shared Inputs

Performance measurement of Taiwan hotels with a hierarchical Network DEA With Shared Inputs

Using Importance-Performance Analysis in The Measurement of Muslim Visitor's Satisfaction with Hotel Facilities in Taiwan

Abstract
 Many countries in the world are considering tourism as an important sector in their economy. A rapid growth of Muslim population, in consequence increasing the number of Muslim travelers with their high contribution to global tourism revenue, has made Muslims a potential group of customers to the tourism market. Achieving Muslim tourist satisfaction could be very challenging for Non-Islamic Countries, especially Taiwan. To attract the Muslim visitors, Taiwan is eager to offer a Muslim friendly environment since Muslim people have some basic and specific needs in line with their belief and thispracticeis called Muslim travel or Halal tourism. Importance-Performance Analysis was conducted in this study to investigate which hotel attributes satisfy Muslim visitors and to identify their expectations and satisfaction with these attributes. The results indicated that “halal logo or certificate and its display at the entrance of hotel” had the strongest influence on Muslim visitor’s satisfactions with hotels in Taiwan. The results reported will enable hotels to better manage their facilities for Muslim visitors to ensure the sustainability of business performance.

Probable Aerosol Transmission of SARS-CoV-2 through Floors and Walls of Quarantine Hotel, Taiwan, 2021.

We investigated a cluster of SARS-CoV-2 infections in a quarantine hotel in Taiwan in December 2021. The cluster involved 3 case patients who lived in nonadjacent rooms on different floors. They had no direct contact during their stay. By direct exploration of the space above the room ceilings, we found residual tunnels, wall defects, and truncated pipes between their rooms. We conducted a simplified tracer-gas experiment to assess the interconnection between rooms. Aerosol transmission through structural defects in floors and walls in this poorly ventilated hotel was the most likely route of virus transmission. This event demonstrates the high transmissibility of Omicron variants, even across rooms and floors, through structural defects. Our findings emphasize the importance of ventilation and integrity of building structure in quarantine facilities.

Exploring the Mechanisms Linking Transformational Leadership, Perceived Organizational Support, Creativity, and Performance in Hospitality: The Mediating Role of Affective Organizational Commitment.

Integrating leadership and creativity theories, this study proposed and examined a model linking transformational leadership, perceived organizational support, affective organizational commitment, creativity, and performance. Structural equation modeling was thus performed using 362 employee–supervisor dyads from the international tourist hotels in Taiwan. The results indicated that both transformational leadership and perceived organizational support were significantly and positively related to employee affective organizational commitment, creativity, and performance, while affective organizational commitment had significantly positive influences on creativity and performance. Support was also found for the significant and positive mediating relationships between affective organizational commitment and the influences of both transformational leadership and perceived organizational support on creativity and performance. The theoretical and practical implications of these findings for hospitality are also discussed.

Exploring the relationship between the Dark Triad personality traits and voice behaviour of hotel employees with the moderating effect of intention to leave

In this study, the relationship between the Dark Triad (Machiavellianism, psychopathy, and narcissism) personality traits and voice behaviour of hotel employees, with the moderating effect of intention to leave, was investigated. A purposive sampling method was used with employees of five-star hotels in Taiwan. The total number of questionnaires distributed was 450, with 150 each in the northern, central, and southern regions of Taiwan. The number of valid questionnaires was 336, and the valid questionnaire return rate was 74.67 %. Analysis demonstrated that (1) Machiavellianism is positively related to voice behaviour; (2) psychopathy is negatively related to voice behaviour; (3) narcissism is positively related to voice behaviour; (4) intention to leave moderates the relationship between Machiavellianism and voice behaviour; and (5) intention to leave moderates the relationship between psychopathy and voice behaviour. Implications for management and recommendations for follow-up investigations are proposed based on the research results.

How to Prevent Stress in the Workplace by Emotional Regulation? The Relationship Between Compulsory Citizen Behavior, Job Engagement, and Job Performance

Based on cognitive dissonance theory, this study aims to test good soldier syndrome regarding the relationship among compulsory citizenship behavior, job engagement, emotion regulation, and job performance so as to promote sustainable Human Resource Management (HRM). The sample, which applied the purposive sampling method, comprised 89 supervisors and 304 subordinates who work from 4-star and 5-star hotels in Taiwan. The results showed that the relevantly negative effect of employees’ performance is caused by compulsory citizenship behavior, that job engagement mediates the relationship between compulsory citizenship behavior and job performance, and that the indirect effect between compulsory citizenship behavior and job performance via job engagement is moderated by emotion regulation. Based on the findings of this study, this paper provides managerial implications, limitations of the current study, and future research suggestions.

Cooperative performance evaluation among homogeneous parallel decision making units with coalition structures

For large groups like chain hotels, internal cooperation among subsidiaries and external cooperation among groups are both important strategies to increase profits. To fight for more superiority in payoff allocation, the subsidiaries in a group usually make up a prior union in the form of internal cooperation such as resource sharing and information sharing. In data envelopment analysis (DEA), many studies discuss the external cooperation among independent decision making units (DMUs) based on cooperative game theory, but few simultaneously consider the information sharing among network structure DMUs and information and resource sharing among internal sub-units. How to evaluate the cooperative performance among large groups with different subsidiaries and how to allocate joint payoff? To answer this question, we construct a cooperative game with coalition structures, named the DEA game with coalition structures. We view groups as homogeneous parallel DMUs and their subsidiaries as sub-units. In our proposed game, each DMU is a prior union where sub-units are players. Through the network DEA, we measure the cooperative performance from the perspective of relative efficiency. Based on cooperative game theory, we demonstrate our game is balanced, super-additive and monotone, and one payoff allocation in the coalitional core can be found by calculating the dual programming for the grand coalition. Furthermore, we use the two-step Shapley value to allocate the overall payoff of the grand coalition to sub-units. Finally, we verify our approach by experimenting with the operational data of seven international star quality and high-end chain hotels in Taiwan in 2015.

Hospitality employees' spirituality and deviance in the workplace: Person–organization fit as a mediator

We explored the influence of hospitality employees' workplace spirituality on person–organization (P–O) fit and workplace deviance, and P–O fit as a mediator of the link between workplace spirituality and workplace deviance. Data were collected from 275 employees across 20 tourist hotels in Taiwan. To avoid common method variance, participants completed the survey at two time points. They first responded to items related to workplace spirituality, then 4 weeks later, they responded to the workplace deviance and P–O fit measures. Results show that workplace spirituality negatively affected interpersonal and organizational workplace deviance, and P–O fit mediated the relationship between workplace spirituality and interpersonal deviance. However, the mediating effect of P–O fit in the link between workplace spirituality and organizational deviance was not significant. These results provide a reference for practice and researchers.

The impact of the COVID-19 pandemic on job satisfaction: A mediated moderation model using job stress and organizational resilience in the hotel industry of Taiwan

The COVID-19 pandemic has affected businesses worldwide, including the hotel industry in Taiwan. This study aims to explore the influence of the perceived threat of COVID-19 on job satisfaction. SPSS software was used for data analysis, and the PROCESS macro was used to test the mediation, moderation, and moderated mediation hypotheses. An online survey (n = 681) was conducted on hotels in Taiwan in 2021, and the results indicate that job stress activation has a mediating effect on employees’ job satisfaction and the hotels’ business performances. Moreover, organizational resilience has a moderating effect on job stress. This study contributes theoretically to a better understanding of the factors that determine the impact of traumatic events such as a pandemic on people's mental health. This study suggests that interventions may be carried out to minimize the pandemic's negative psychological consequences. The implications of this study are also applicable to hoteliers in other affected countries.

The Impact of COVID-19: Turbulence for Tourist Hotels in Taiwan

The Impact of COVID-19: Turbulence for Tourist Hotels in Taiwan

Shaping Organizational Citizenship Behavior of New Employees: Effects of Mentoring Functions and Supervisor Need for Achievement

In this study, we explored the relationship among mentoring functions (MFs), direct supervisor need for achievement (DSNFA), and employee organizational citizenship behavior (OCB) from the perspective of conservation of resources (COR) theory. A sample of 242 dyads was selected from new employees and direct supervisors employed in four- and five-star hotels in Taiwan. The results revealed that MFs and DSNFA were positively related to new-employee OCB. However, DSNFA negatively moderated the relationship between MFs and new-employee OCB. That is, low DSNFA positively moderated the relationship between MFs and OCB more than high DSNFA did. The results were explained using COR theory, which states that the development of positive personality traits is limited to in specific circumstances. Organizations in the hospitality industry that emphasize on OCB should examine their human resource activities to optimize performance.