Pub Date : 2020-05-13DOI: 10.1080/15332845.2020.1763766
G. Chien, I. Mao, Enkhzaya Nergui, Wanching Chang
Abstract This study provided empirical evidence for workforce motivation being viewed as a prime business strategy. The positive effects of work motivation upon performance were indicated by responses gathered from 398 employees working in 4-star hotels in Mongolia. Five work motivators and their influence upon employee performance were examined: financial motivation, external self-concept, enjoyment of work, internal self-concept and goal internalization. Three work motivators were found to effectively improve employee performance. The unique Mongolian context for this study can be added to the extensive body of workplace motivation literature. This study suggests that motivation is a fundamental business strategic priority.
{"title":"The effect of work motivation on employee performance: Empirical evidence from 4-star hotels in Mongolia","authors":"G. Chien, I. Mao, Enkhzaya Nergui, Wanching Chang","doi":"10.1080/15332845.2020.1763766","DOIUrl":"https://doi.org/10.1080/15332845.2020.1763766","url":null,"abstract":"Abstract This study provided empirical evidence for workforce motivation being viewed as a prime business strategy. The positive effects of work motivation upon performance were indicated by responses gathered from 398 employees working in 4-star hotels in Mongolia. Five work motivators and their influence upon employee performance were examined: financial motivation, external self-concept, enjoyment of work, internal self-concept and goal internalization. Three work motivators were found to effectively improve employee performance. The unique Mongolian context for this study can be added to the extensive body of workplace motivation literature. This study suggests that motivation is a fundamental business strategic priority.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"19 1","pages":"473 - 495"},"PeriodicalIF":0.0,"publicationDate":"2020-05-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/15332845.2020.1763766","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43203041","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-05-12DOI: 10.1080/15332845.2020.1763760
Candace Blayney, Paulette Cormier-MacBurnie, Jeffrey D. Young
Abstract This paper overviews the tourism and hospitality industry in Canada, reviews relevant research on human resource management devolution generally, and examines human resource management devolution in five major hotels in the region of Halifax, Nova Scotia. Findings suggest that managers in hotels are engaged in human resource management activities however, involvement is uneven, in terms of type and level, across properties. Drivers of devolution are identified, perceptions of upper-level managers, human resource practitioners, and line managers about devolution are examined, and effectiveness of devolution is discussed. Implications for hotel managers, study limitations, and future research are presented.
{"title":"The devolution of human resource management to line managers: A preliminary examination of the hotel industry in Halifax, Canada","authors":"Candace Blayney, Paulette Cormier-MacBurnie, Jeffrey D. Young","doi":"10.1080/15332845.2020.1763760","DOIUrl":"https://doi.org/10.1080/15332845.2020.1763760","url":null,"abstract":"Abstract This paper overviews the tourism and hospitality industry in Canada, reviews relevant research on human resource management devolution generally, and examines human resource management devolution in five major hotels in the region of Halifax, Nova Scotia. Findings suggest that managers in hotels are engaged in human resource management activities however, involvement is uneven, in terms of type and level, across properties. Drivers of devolution are identified, perceptions of upper-level managers, human resource practitioners, and line managers about devolution are examined, and effectiveness of devolution is discussed. Implications for hotel managers, study limitations, and future research are presented.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"19 1","pages":"443 - 472"},"PeriodicalIF":0.0,"publicationDate":"2020-05-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/15332845.2020.1763760","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46064010","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-04-02DOI: 10.1080/15332845.2020.1702866
Soon-Ho Kim, Minseong Kim, S. Holland
Abstract The current study examines the essential role of motivation in workplace settings and the interrelationships among, reciprocity, organizational commitment, and organizational citizenship behavior (OCB). Based on a comprehensive literature review, this study formulates and tests a hypothesized model attempting to understand the interrelationships among three dimensions of motivation (i.e., need for achievement, need for power, and need for affiliation), reciprocity, three dimensions of organizational commitment (i.e., continuous, affective, and normative), and four types of OCB. With data collected from hospitality employees, this research found three intrinsic motivations are critical for nurturing reciprocity which then enhances three aspects of organizational commitment.
{"title":"Effects of intrinsic motivation on organizational citizenship behaviors of hospitality employees: The mediating roles of reciprocity and organizational commitment","authors":"Soon-Ho Kim, Minseong Kim, S. Holland","doi":"10.1080/15332845.2020.1702866","DOIUrl":"https://doi.org/10.1080/15332845.2020.1702866","url":null,"abstract":"Abstract The current study examines the essential role of motivation in workplace settings and the interrelationships among, reciprocity, organizational commitment, and organizational citizenship behavior (OCB). Based on a comprehensive literature review, this study formulates and tests a hypothesized model attempting to understand the interrelationships among three dimensions of motivation (i.e., need for achievement, need for power, and need for affiliation), reciprocity, three dimensions of organizational commitment (i.e., continuous, affective, and normative), and four types of OCB. With data collected from hospitality employees, this research found three intrinsic motivations are critical for nurturing reciprocity which then enhances three aspects of organizational commitment.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"19 1","pages":"168 - 195"},"PeriodicalIF":0.0,"publicationDate":"2020-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/15332845.2020.1702866","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48653944","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-04-02DOI: 10.1080/15332845.2020.1702867
M. Schiffinger, Sandra Martina Braun
Abstract Based on a survey among flight attendants from a DACH-country-based airline, this study examines the effects and relative importance of social and temporal determinants of emotional exhaustion and turnover intention. Results suggest that scheduling satisfaction is the most influential predictor of both emotional exhaustion and turnover intention, followed by time pressure and surface acting for emotional exhaustion and surface acting and organizational support for turnover intention. From a practical standpoint, these results thus suggest that the most important predictors of emotional exhaustion and turnover intention can be shaped and influenced quite well by management.
{"title":"The impact of social and temporal job demands and resources on emotional exhaustion and turnover intention among flight attendants","authors":"M. Schiffinger, Sandra Martina Braun","doi":"10.1080/15332845.2020.1702867","DOIUrl":"https://doi.org/10.1080/15332845.2020.1702867","url":null,"abstract":"Abstract Based on a survey among flight attendants from a DACH-country-based airline, this study examines the effects and relative importance of social and temporal determinants of emotional exhaustion and turnover intention. Results suggest that scheduling satisfaction is the most influential predictor of both emotional exhaustion and turnover intention, followed by time pressure and surface acting for emotional exhaustion and surface acting and organizational support for turnover intention. From a practical standpoint, these results thus suggest that the most important predictors of emotional exhaustion and turnover intention can be shaped and influenced quite well by management.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"19 1","pages":"196 - 219"},"PeriodicalIF":0.0,"publicationDate":"2020-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/15332845.2020.1702867","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42116556","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-04-02DOI: 10.1080/15332845.2020.1702865
Michael J. Tews, K. Stafford
Abstract To shed light on tattoo bias in the hospitality industry, two studies were conducted in the context of employee selection. The first study that examined tattoo bias in the context of selecting entry-level managers in a hotel setting demonstrated a negative tattoo bias, which did not differ by candidate gender. The second study that examined tattoo bias in the context of selecting restaurant employees found a negative tattoo bias when evaluating candidates for guest contact positions but not for non-guest contact positions. Interestingly, there was a gender effect, whereby hiring managers preferred females with tattoos relative to males.
{"title":"Tattoos and perceptions of employment suitability in the hospitality industry","authors":"Michael J. Tews, K. Stafford","doi":"10.1080/15332845.2020.1702865","DOIUrl":"https://doi.org/10.1080/15332845.2020.1702865","url":null,"abstract":"Abstract To shed light on tattoo bias in the hospitality industry, two studies were conducted in the context of employee selection. The first study that examined tattoo bias in the context of selecting entry-level managers in a hotel setting demonstrated a negative tattoo bias, which did not differ by candidate gender. The second study that examined tattoo bias in the context of selecting restaurant employees found a negative tattoo bias when evaluating candidates for guest contact positions but not for non-guest contact positions. Interestingly, there was a gender effect, whereby hiring managers preferred females with tattoos relative to males.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"19 1","pages":"148 - 167"},"PeriodicalIF":0.0,"publicationDate":"2020-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/15332845.2020.1702865","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42861283","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-13DOI: 10.1080/15332845.2020.1737769
Shaker Bani-Melhem, Rawan Abukhait, Faridahwati Mohd Shamsudin
Abstract Drawing on Cognitive Appraisal and Job Demands-Resources (JD-R) theories, this study examines how job stress and work-related curiosity may affect employee’s innovative behavior. The study utilized two-wave longitudinal data collected from 311 frontline employees from five-star hotels in the UAE. The study found that employees who demonstrated curiosity about different aspects of their work were more likely to engage in innovative behavior. On the other hand, stress was observed to have a different effect. The negative effect of job stress on innovative behavior tended to become positive and significant when curiosity was part of the response to stress.
{"title":"Does job stress affect innovative behaviors? Evidence from dubai five-star hotels","authors":"Shaker Bani-Melhem, Rawan Abukhait, Faridahwati Mohd Shamsudin","doi":"10.1080/15332845.2020.1737769","DOIUrl":"https://doi.org/10.1080/15332845.2020.1737769","url":null,"abstract":"Abstract Drawing on Cognitive Appraisal and Job Demands-Resources (JD-R) theories, this study examines how job stress and work-related curiosity may affect employee’s innovative behavior. The study utilized two-wave longitudinal data collected from 311 frontline employees from five-star hotels in the UAE. The study found that employees who demonstrated curiosity about different aspects of their work were more likely to engage in innovative behavior. On the other hand, stress was observed to have a different effect. The negative effect of job stress on innovative behavior tended to become positive and significant when curiosity was part of the response to stress.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"19 1","pages":"344 - 367"},"PeriodicalIF":0.0,"publicationDate":"2020-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/15332845.2020.1737769","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42189231","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-13DOI: 10.1080/15332845.2020.1737766
A. M. Ibrahim
Abstract As retention continue to become one of the challenging issues in the hospitality industry, the need to understand the work behavior of employees becomes very useful to hospitality organizations. There have been studies that emphasized the contribution and relationship of employee commitment to turnover intentions of the employees. This study focused on analyzing psychological aspects of empowerment, rather than on specific empowerment initiatives of the organization, in relation to organizational commitment. Data analysis showed that employee meaning, competence, self-determination, and impact were positively related to organizational commitment. Impact and meaning dimensions were significant predictors of employee organizational commitment.
{"title":"Psychological empowerment and organizational commitment among employees in the lodging industry","authors":"A. M. Ibrahim","doi":"10.1080/15332845.2020.1737766","DOIUrl":"https://doi.org/10.1080/15332845.2020.1737766","url":null,"abstract":"Abstract As retention continue to become one of the challenging issues in the hospitality industry, the need to understand the work behavior of employees becomes very useful to hospitality organizations. There have been studies that emphasized the contribution and relationship of employee commitment to turnover intentions of the employees. This study focused on analyzing psychological aspects of empowerment, rather than on specific empowerment initiatives of the organization, in relation to organizational commitment. Data analysis showed that employee meaning, competence, self-determination, and impact were positively related to organizational commitment. Impact and meaning dimensions were significant predictors of employee organizational commitment.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"19 1","pages":"277 - 295"},"PeriodicalIF":0.0,"publicationDate":"2020-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/15332845.2020.1737766","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47348892","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-11DOI: 10.1080/15332845.2020.1737770
Rawan Nimri, Sandra Kensbock, J. Bailey, G. Jennings, A. Patiar
Abstract This article illuminates the difficulties of achieving dignity at work for hotel room attendants working at 5-star hotels in the Gold Coast region of South East Queensland, Australia. This exploratory research was founded on socialist-feminist epistemologies. In-depth interviews were conducted with a sample of 46 hotel room attendants. A qualitative, social-constructivist, grounded-theory methodology was used to render the empirical material into a basic social structural process of achievement of dignity. Despite exploitation, marginalization and oppression imbued in their working conditions, hotel room attendants achieve dignity through personal inclinations, dispositions, capabilities and affective domain qualities. This research has implications for hospitality industry practice.
{"title":"Realizing dignity in housekeeping work: Evidence of five star hotels","authors":"Rawan Nimri, Sandra Kensbock, J. Bailey, G. Jennings, A. Patiar","doi":"10.1080/15332845.2020.1737770","DOIUrl":"https://doi.org/10.1080/15332845.2020.1737770","url":null,"abstract":"Abstract This article illuminates the difficulties of achieving dignity at work for hotel room attendants working at 5-star hotels in the Gold Coast region of South East Queensland, Australia. This exploratory research was founded on socialist-feminist epistemologies. In-depth interviews were conducted with a sample of 46 hotel room attendants. A qualitative, social-constructivist, grounded-theory methodology was used to render the empirical material into a basic social structural process of achievement of dignity. Despite exploitation, marginalization and oppression imbued in their working conditions, hotel room attendants achieve dignity through personal inclinations, dispositions, capabilities and affective domain qualities. This research has implications for hospitality industry practice.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"19 1","pages":"368 - 387"},"PeriodicalIF":0.0,"publicationDate":"2020-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/15332845.2020.1737770","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49336679","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-11DOI: 10.1080/15332845.2020.1737768
A. Sobaih, Ahmed M. Hasanein
Abstract This research empirically tests the validity of Herzberg’s theory of motivation and its relationship with job satisfaction in the hotel industry in developing countries. For this purpose, a pretested questionnaire survey was self-administered to employees in ten international five-star hotels in Greater Cairo, Egypt. Unlike the results of Herzberg’s theory, the findings of this research showed that hygiene factor positively affects job satisfaction whereas motivators negatively affect job satisfaction and they are a source of dissatisfaction. Hygiene factor, e.g., money and working conditions are a great source of job satisfaction. Nonetheless, satisfaction is not statistically dependent on motivators. The results also showed other factors that mediate the relationship between motivation and job satisfaction, i.e., job engagement. These results confirm that Herzberg’s theory may not be applicable to all organizations and to all workers in all countries. The research has several implications for scholars and industry practitioners, especially in relation to developing countries context.
{"title":"Herzberg’s theory of motivation and job satisfaction: Does it work for hotel industry in developing countries?","authors":"A. Sobaih, Ahmed M. Hasanein","doi":"10.1080/15332845.2020.1737768","DOIUrl":"https://doi.org/10.1080/15332845.2020.1737768","url":null,"abstract":"Abstract This research empirically tests the validity of Herzberg’s theory of motivation and its relationship with job satisfaction in the hotel industry in developing countries. For this purpose, a pretested questionnaire survey was self-administered to employees in ten international five-star hotels in Greater Cairo, Egypt. Unlike the results of Herzberg’s theory, the findings of this research showed that hygiene factor positively affects job satisfaction whereas motivators negatively affect job satisfaction and they are a source of dissatisfaction. Hygiene factor, e.g., money and working conditions are a great source of job satisfaction. Nonetheless, satisfaction is not statistically dependent on motivators. The results also showed other factors that mediate the relationship between motivation and job satisfaction, i.e., job engagement. These results confirm that Herzberg’s theory may not be applicable to all organizations and to all workers in all countries. The research has several implications for scholars and industry practitioners, especially in relation to developing countries context.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"19 1","pages":"319 - 343"},"PeriodicalIF":0.0,"publicationDate":"2020-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/15332845.2020.1737768","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47483785","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-11DOI: 10.1080/15332845.2020.1737767
Ran Zhang
Abstract This study investigated how employees’ use of upward influence tactics predicted supervisor assessment of employee promotability. Data were collected from a four-star hotel in The Netherlands. One hundred and two employees’ use of upward influence tactics and their promotability were rated by their immediate supervisors. The findings showed that exchange positively and ingratiation negatively predicted promotability. Moreover, hard tactics interacted with rational tactics in predicting promotability. Specifically, assertiveness was positively related to promotability when rationality was high and unrelated to promotability when rationality was low; coalition was positively related to promotability when rationality was high and negatively related to promotability when rationality was low; coalition was positively related to promotability when exchange was high and unrelated to promotability when exchange was low; and upward appeal was negatively related to promotability when rationality was low and unrelated to promotability when rationality was high. Theoretical and practical implications were discussed.
{"title":"An examination of the relationship between hotel employees’ use of upward influence tactics and supervisor rating of employee promotability","authors":"Ran Zhang","doi":"10.1080/15332845.2020.1737767","DOIUrl":"https://doi.org/10.1080/15332845.2020.1737767","url":null,"abstract":"Abstract This study investigated how employees’ use of upward influence tactics predicted supervisor assessment of employee promotability. Data were collected from a four-star hotel in The Netherlands. One hundred and two employees’ use of upward influence tactics and their promotability were rated by their immediate supervisors. The findings showed that exchange positively and ingratiation negatively predicted promotability. Moreover, hard tactics interacted with rational tactics in predicting promotability. Specifically, assertiveness was positively related to promotability when rationality was high and unrelated to promotability when rationality was low; coalition was positively related to promotability when rationality was high and negatively related to promotability when rationality was low; coalition was positively related to promotability when exchange was high and unrelated to promotability when exchange was low; and upward appeal was negatively related to promotability when rationality was low and unrelated to promotability when rationality was high. Theoretical and practical implications were discussed.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"19 1","pages":"296 - 318"},"PeriodicalIF":0.0,"publicationDate":"2020-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/15332845.2020.1737767","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43727478","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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