Pub Date : 2022-05-18DOI: 10.1080/15332845.2022.2064187
M. Wilson, Chris Dutt
Abstract The article explored factors influencing the adjustment of expatriates working in hotels in Dubai. Given the high number of expatriates in Dubai and the importance in ensuring their suitable adjustment – so as to avoid an emotionally and economically damaging failed expatriate assignment – research is needed to understand what elements affect their adjustment process. This study focuses on the individual’s motivation to expatriate and the type of expatriate; self-initiated, organizational, or trailing spouse. Results suggest that expatriates who chose to expatriate to improve their career or earn more adjusted better than those who expatriated to “escape” poorer conditions back home.
{"title":"Expatriate adjustment in hotels in Dubai, UAE","authors":"M. Wilson, Chris Dutt","doi":"10.1080/15332845.2022.2064187","DOIUrl":"https://doi.org/10.1080/15332845.2022.2064187","url":null,"abstract":"Abstract The article explored factors influencing the adjustment of expatriates working in hotels in Dubai. Given the high number of expatriates in Dubai and the importance in ensuring their suitable adjustment – so as to avoid an emotionally and economically damaging failed expatriate assignment – research is needed to understand what elements affect their adjustment process. This study focuses on the individual’s motivation to expatriate and the type of expatriate; self-initiated, organizational, or trailing spouse. Results suggest that expatriates who chose to expatriate to improve their career or earn more adjusted better than those who expatriated to “escape” poorer conditions back home.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"21 1","pages":"463 - 481"},"PeriodicalIF":0.0,"publicationDate":"2022-05-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47626503","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 : 2022-05-13DOI: 10.1080/15332845.2022.2064184
Ranjit Singh, Amit Kumar Singh, Sibi Ps
Abstract In the celebration of the 20th anniversary of the Journal of Human Resources in Hospitality & Tourism, this study presents a comprehensive overview of the journal between 2002 and 2020 based on bibliometric analysis to highlight the key trends and dominant topics in the journal. Bibliographic data were extracted from the Scopus and these data were analyzed using “bibliometrix” tool, a tool for bibliometrics and scientometrics. The findings show the strong growth of JHRHT over time and a huge diversity of publications are published based on human resources practices and issues from around the world, especially the USA, Australia and Turkey.
{"title":"Journal of human resources in hospitality and tourism: a bibliometric overview","authors":"Ranjit Singh, Amit Kumar Singh, Sibi Ps","doi":"10.1080/15332845.2022.2064184","DOIUrl":"https://doi.org/10.1080/15332845.2022.2064184","url":null,"abstract":"Abstract In the celebration of the 20th anniversary of the Journal of Human Resources in Hospitality & Tourism, this study presents a comprehensive overview of the journal between 2002 and 2020 based on bibliometric analysis to highlight the key trends and dominant topics in the journal. Bibliographic data were extracted from the Scopus and these data were analyzed using “bibliometrix” tool, a tool for bibliometrics and scientometrics. The findings show the strong growth of JHRHT over time and a huge diversity of publications are published based on human resources practices and issues from around the world, especially the USA, Australia and Turkey.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"21 1","pages":"441 - 462"},"PeriodicalIF":0.0,"publicationDate":"2022-05-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46790330","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 : 2022-05-05DOI: 10.1080/15332845.2022.2064182
Munir Shehu Mashi, I. Salisu, I. Olaoye, Aliyu Hamza Galadanchi
Abstract There is a dearth of research on Organizational Job Embeddedness in the hospitality and tourism industry. Drawing from the Social Exchange Theory, Conservation of Resource Theory, Job Embeddedness Theory, and Ability-Motivation-Opportunity frameworks, this study addresses the gap. A self-reported survey of 320 frontline hotel workers from Abuja Nigeria is used to analyze the proposed hypotheses using PLS-SEM. The findings indicate that Coworker Support, Organizational Rewards, Manager Trust, and Growth Opportunities directly predict Organizational Job Embeddedness. Furthermore, Organizational Job Embeddedness was established as a significant mediator between the predictors and Voluntary Turnover Intentions. The study’s implications for practices and limitations are discussed.
{"title":"Job embeddedness as a mediator of the effects of organizational antecedents on voluntary turnover intention of hotel employees in Nigeria","authors":"Munir Shehu Mashi, I. Salisu, I. Olaoye, Aliyu Hamza Galadanchi","doi":"10.1080/15332845.2022.2064182","DOIUrl":"https://doi.org/10.1080/15332845.2022.2064182","url":null,"abstract":"Abstract There is a dearth of research on Organizational Job Embeddedness in the hospitality and tourism industry. Drawing from the Social Exchange Theory, Conservation of Resource Theory, Job Embeddedness Theory, and Ability-Motivation-Opportunity frameworks, this study addresses the gap. A self-reported survey of 320 frontline hotel workers from Abuja Nigeria is used to analyze the proposed hypotheses using PLS-SEM. The findings indicate that Coworker Support, Organizational Rewards, Manager Trust, and Growth Opportunities directly predict Organizational Job Embeddedness. Furthermore, Organizational Job Embeddedness was established as a significant mediator between the predictors and Voluntary Turnover Intentions. The study’s implications for practices and limitations are discussed.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"21 1","pages":"409 - 440"},"PeriodicalIF":0.0,"publicationDate":"2022-05-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44087486","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 : 2022-04-28DOI: 10.1080/15332845.2022.2064180
Sait Durgun, A. Tayfun
Abstract This paper examines the effects on the basic motivation resources (BMR) of employees’ time perspectives (TP). The research employs structural equation modeling to analyze the survey responses of 381 hotel employees working at five-star hotels in Turkey. The results indicate a significant relationship between the variables. The findings also support a balanced TP (high future and past-positive TP, medium-level present-hedonistic TP). The research suggests that a balanced TP can be achieved through appropriate training and orientation programs to improve the motivation of their employees.
{"title":"Exploring the relationship between time perspectives and basic motivation resources of five-star hotel employees in Turkey","authors":"Sait Durgun, A. Tayfun","doi":"10.1080/15332845.2022.2064180","DOIUrl":"https://doi.org/10.1080/15332845.2022.2064180","url":null,"abstract":"Abstract This paper examines the effects on the basic motivation resources (BMR) of employees’ time perspectives (TP). The research employs structural equation modeling to analyze the survey responses of 381 hotel employees working at five-star hotels in Turkey. The results indicate a significant relationship between the variables. The findings also support a balanced TP (high future and past-positive TP, medium-level present-hedonistic TP). The research suggests that a balanced TP can be achieved through appropriate training and orientation programs to improve the motivation of their employees.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"21 1","pages":"365 - 386"},"PeriodicalIF":0.0,"publicationDate":"2022-04-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41762663","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 : 2022-04-20DOI: 10.1080/15332845.2022.2064181
H. Ngan, A. Litwin
Abstract Given inconsistent results of past studies on attitudes toward female managers in China, this study explored the topic using both implicit and explicit measures with a sample of 150 tourism and hospitality students from Macao and Greater China. Implicit and explicit attitudes were found to be positive regardless of place of origin. A close parallel relationship between implicit and explicit results points to low sensitivity of the topic, and the positive or neutral implicit scores indicate positive attitudes toward female managers in Macao in the sample employed. Moreover, although neutral implicit attitudes of males showed positive bias, they suggest a continued adherence to traditional social gender roles despite social progress when compared with female positive implicit attitudes. Overall, the results are encouraging for future employers in Macao as the egalitarianism of the upcoming professionals should reduce conflict and contribute to a harmonious work environment. The results suggest that the Implicit Association Test (IAT) alone can be used as an evaluation tool for bias detection.
{"title":"Are female hospitality managers still unpopular in China? Evidence from implicit and explicit attitude investigation","authors":"H. Ngan, A. Litwin","doi":"10.1080/15332845.2022.2064181","DOIUrl":"https://doi.org/10.1080/15332845.2022.2064181","url":null,"abstract":"Abstract Given inconsistent results of past studies on attitudes toward female managers in China, this study explored the topic using both implicit and explicit measures with a sample of 150 tourism and hospitality students from Macao and Greater China. Implicit and explicit attitudes were found to be positive regardless of place of origin. A close parallel relationship between implicit and explicit results points to low sensitivity of the topic, and the positive or neutral implicit scores indicate positive attitudes toward female managers in Macao in the sample employed. Moreover, although neutral implicit attitudes of males showed positive bias, they suggest a continued adherence to traditional social gender roles despite social progress when compared with female positive implicit attitudes. Overall, the results are encouraging for future employers in Macao as the egalitarianism of the upcoming professionals should reduce conflict and contribute to a harmonious work environment. The results suggest that the Implicit Association Test (IAT) alone can be used as an evaluation tool for bias detection.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"21 1","pages":"387 - 408"},"PeriodicalIF":0.0,"publicationDate":"2022-04-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48952465","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 : 2022-04-20DOI: 10.1080/15332845.2022.2064189
Klaus J. Templer, J. Kennedy, Riyang Phang
Abstract Drawing on goal orientation and substitutes for leadership theories, learning goal orientation is hypothesized as a moderator in the relationship between supervisor support and employee customer orientation. Participants were 328 employees of 4- and 5-star hotels in Singapore. Results show that employees with high learning goal orientation do not require a high degree of supervisor support to show a high degree of customer orientation. In contrast, supervisor support is especially important for employees with low learning goal orientation. Practical implications relate to the selection of new employees, individualized attention to current employees, organizational culture, and training.
{"title":"Supervisor support and customer orientation: The importance of learning goal orientation in the hotel industry","authors":"Klaus J. Templer, J. Kennedy, Riyang Phang","doi":"10.1080/15332845.2022.2064189","DOIUrl":"https://doi.org/10.1080/15332845.2022.2064189","url":null,"abstract":"Abstract Drawing on goal orientation and substitutes for leadership theories, learning goal orientation is hypothesized as a moderator in the relationship between supervisor support and employee customer orientation. Participants were 328 employees of 4- and 5-star hotels in Singapore. Results show that employees with high learning goal orientation do not require a high degree of supervisor support to show a high degree of customer orientation. In contrast, supervisor support is especially important for employees with low learning goal orientation. Practical implications relate to the selection of new employees, individualized attention to current employees, organizational culture, and training.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"21 1","pages":"482 - 500"},"PeriodicalIF":0.0,"publicationDate":"2022-04-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48876503","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 : 2022-04-03DOI: 10.1080/15332845.2022.2031612
Marco Haid, Peter Heimerl, Amelie Menhofer, H. Stummer, E. Nöhammer
Abstract With the increasing pressure to perform and physical and mental strain on employees, health-promoting initiatives are becoming more popular. This study examines factors that influence managers regarding the introduction of workplace health promotion in the Austrian hospitality industry. For the investigation, eleven interviews with hotel managers were conducted. Results show that managers attitude, employer attractiveness, and company needs are reasons for implementing workplace health promotion. High costs, time, and the employee’s unwillingness to participate are reasons against it. But in order to keep employees in hospitality industry happy, healthy, and productive, it will be even more important in the future.
{"title":"Workplace health promotion in the Austrian hospitality industry","authors":"Marco Haid, Peter Heimerl, Amelie Menhofer, H. Stummer, E. Nöhammer","doi":"10.1080/15332845.2022.2031612","DOIUrl":"https://doi.org/10.1080/15332845.2022.2031612","url":null,"abstract":"Abstract With the increasing pressure to perform and physical and mental strain on employees, health-promoting initiatives are becoming more popular. This study examines factors that influence managers regarding the introduction of workplace health promotion in the Austrian hospitality industry. For the investigation, eleven interviews with hotel managers were conducted. Results show that managers attitude, employer attractiveness, and company needs are reasons for implementing workplace health promotion. High costs, time, and the employee’s unwillingness to participate are reasons against it. But in order to keep employees in hospitality industry happy, healthy, and productive, it will be even more important in the future.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"21 1","pages":"289 - 314"},"PeriodicalIF":0.0,"publicationDate":"2022-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46788823","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 : 2022-03-11DOI: 10.1080/15332845.2022.2031611
Zilan Gong, Joseph “Mick” La Lopa, Susan E. Gordon
Abstract The purpose of this study was to determine whether there were employee engagement constructs embedded within a mandatory standard employee job satisfaction checklist given annually to Chinese hotel workers. Data were obtained from 13,573 employees working at 882 Chinese economy hotels. An exploratory factor analysis discovered four employee engagement constructs, namely: organizational commitment, perceptions of employee conditions, coworker relations, and supervisor-employee relations. Among these, perceptions of employment conditions and supervisor-employee relations were highly correlated. Subsequent hierarchical regression analyses revealed a model that strongly explained the variance in perceived employment conditions. These findings produced a meaningful way for hotel companies to gain a better understanding of how to improve employee engagement and improve employees’ working conditions.
{"title":"Improving perceptions of employment conditions: an exploratory study of employee engagement in Chinese economy hotels","authors":"Zilan Gong, Joseph “Mick” La Lopa, Susan E. Gordon","doi":"10.1080/15332845.2022.2031611","DOIUrl":"https://doi.org/10.1080/15332845.2022.2031611","url":null,"abstract":"Abstract The purpose of this study was to determine whether there were employee engagement constructs embedded within a mandatory standard employee job satisfaction checklist given annually to Chinese hotel workers. Data were obtained from 13,573 employees working at 882 Chinese economy hotels. An exploratory factor analysis discovered four employee engagement constructs, namely: organizational commitment, perceptions of employee conditions, coworker relations, and supervisor-employee relations. Among these, perceptions of employment conditions and supervisor-employee relations were highly correlated. Subsequent hierarchical regression analyses revealed a model that strongly explained the variance in perceived employment conditions. These findings produced a meaningful way for hotel companies to gain a better understanding of how to improve employee engagement and improve employees’ working conditions.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"21 1","pages":"272 - 288"},"PeriodicalIF":0.0,"publicationDate":"2022-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47101361","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 : 2022-02-21DOI: 10.1080/15332845.2022.2015232
Ahmet Maşlakcı, Lütfi Sürücü, Harun Şeşen
Abstract The novel coronavirus (COVID-19) outbreak has significantly impacted hotel employees’ mental, emotional, and psychological well-being. This study examines the impact of COVID-19-fueled fears on hospitality workers’ turnover intentions, specifically subjective well-being as a potential moderator variable. Of the 500 U.S. hotel employees contacted, 326 responded. They demonstrated that COVID-19-related fears significantly influenced hotel employees’ turnover intentions. The study concludes that hotel employees’ subjective well-being should be promoted to alleviate the emotional and mental health problems caused by the fear of COVID-19 in order to reduce the number of employees willing to quit.
{"title":"Moderator role of subjective well-being in the impact of COVID-19 fear on hotel employees’ intention to leave","authors":"Ahmet Maşlakcı, Lütfi Sürücü, Harun Şeşen","doi":"10.1080/15332845.2022.2015232","DOIUrl":"https://doi.org/10.1080/15332845.2022.2015232","url":null,"abstract":"Abstract The novel coronavirus (COVID-19) outbreak has significantly impacted hotel employees’ mental, emotional, and psychological well-being. This study examines the impact of COVID-19-fueled fears on hospitality workers’ turnover intentions, specifically subjective well-being as a potential moderator variable. Of the 500 U.S. hotel employees contacted, 326 responded. They demonstrated that COVID-19-related fears significantly influenced hotel employees’ turnover intentions. The study concludes that hotel employees’ subjective well-being should be promoted to alleviate the emotional and mental health problems caused by the fear of COVID-19 in order to reduce the number of employees willing to quit.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"21 1","pages":"57 - 81"},"PeriodicalIF":0.0,"publicationDate":"2022-02-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46241297","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 : 2022-02-21DOI: 10.1080/15332845.2022.2031606
M. Kim, Jichul Jang
Abstract Hospitality employees are suffering from various energy-related symptoms without opportunities to recharge themselves during the workday. In this regard, the employee break room, a sanctuary where employees can take refuge, can be suggested as an effective means to prevent negative consequences and to increase their psychological well-being. By combining Bitner’s servicescape model with job-demand resource model, this study demonstrated the potential effect of the physical environment of the employee break room. Survey data was collected from 311 hospitality employees. The results identified that employees’ perception of the physical environment of the break room promotes their work engagement, directly and indirectly increasing their psychological well-being.
{"title":"The effect of physical environment of the employee break room on psychological well-being through work engagement in the hospitality industry","authors":"M. Kim, Jichul Jang","doi":"10.1080/15332845.2022.2031606","DOIUrl":"https://doi.org/10.1080/15332845.2022.2031606","url":null,"abstract":"Abstract Hospitality employees are suffering from various energy-related symptoms without opportunities to recharge themselves during the workday. In this regard, the employee break room, a sanctuary where employees can take refuge, can be suggested as an effective means to prevent negative consequences and to increase their psychological well-being. By combining Bitner’s servicescape model with job-demand resource model, this study demonstrated the potential effect of the physical environment of the employee break room. Survey data was collected from 311 hospitality employees. The results identified that employees’ perception of the physical environment of the break room promotes their work engagement, directly and indirectly increasing their psychological well-being.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":"21 1","pages":"175 - 196"},"PeriodicalIF":0.0,"publicationDate":"2022-02-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47188882","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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