Pub Date : 2024-06-07DOI: 10.1177/19389655241256535
Yao‐Chin Wang, Shi (Tracy) Xu, Emily Ma, Fengzeng Xu
Based on trial-and-error learning theory, this study proposes an OCB-C (Organizational Citizenship Behavior toward customers)-driven social learning mechanism for the formation of other two types of OCB (OCB-O toward organizations and OCB-I toward coworkers). In this process, we propose that each of the employee empowerment factors play vital trial-and-error opportunities for employees to perform OCB-C, offering employees chances to learn from errors and gain positive affect. A total of 422 respondents were collected from employees at upscale hotels. We found that two empowerment factors (i.e., work competency and employee impact) supported OCB-C. Engaging in OCB-C not only led to the increase of learning from errors and positive affect, but also the increase of OCB-O and OCB-I. In addition, while learning from errors assisted employees to exercise OCB-O and OCB-I, positive affect helped employees to contribute OCB-O.
{"title":"Utilize OCB-C-Driven Learning Mechanism to Empower Employees as Good Citizens: Perspective of Trial-and-Error Learning Theory","authors":"Yao‐Chin Wang, Shi (Tracy) Xu, Emily Ma, Fengzeng Xu","doi":"10.1177/19389655241256535","DOIUrl":"https://doi.org/10.1177/19389655241256535","url":null,"abstract":"Based on trial-and-error learning theory, this study proposes an OCB-C (Organizational Citizenship Behavior toward customers)-driven social learning mechanism for the formation of other two types of OCB (OCB-O toward organizations and OCB-I toward coworkers). In this process, we propose that each of the employee empowerment factors play vital trial-and-error opportunities for employees to perform OCB-C, offering employees chances to learn from errors and gain positive affect. A total of 422 respondents were collected from employees at upscale hotels. We found that two empowerment factors (i.e., work competency and employee impact) supported OCB-C. Engaging in OCB-C not only led to the increase of learning from errors and positive affect, but also the increase of OCB-O and OCB-I. In addition, while learning from errors assisted employees to exercise OCB-O and OCB-I, positive affect helped employees to contribute OCB-O.","PeriodicalId":47888,"journal":{"name":"Cornell Hospitality Quarterly","volume":null,"pages":null},"PeriodicalIF":3.5,"publicationDate":"2024-06-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141373669","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-05-13DOI: 10.1177/19389655241249605
Lenna V. Shulga, James A. Busser, Denise H. R. Molintas
The main purpose of this study was to summarize extant empirical findings on how front-line service employees experience and manage emotions at work. When consolidated, the research on front-line employee emotions revealed mixed and contradictory results and knowledge gaps on workplace challenges of service-oriented employees. The PRISMA were followed for study selection, and the appraisal theory of emotions was used to classify the direct antecedents and outcomes of emotion management. To calculate meta-analytic effect sizes, comprehensive meta-analysis methodology wasapplied to analyze 79 studies (N=28,332). The summary effects of known antecedents, affective events (conflict, customer interactions), stimuli (personality characteristics), and workplace environment (support and display rules) on front-line employees’ emotion management were more modest than previously indicated. Organization, supervisor, and coworker support were found to be a moderator between conflict and employees’ emotion management. The most-researched outcomes of emotion management (burnout and job performance) also showed only modest effect sizes. Job satisfaction was a moderator between emotion management and job performance. The relationship between emotion management and customer-related antecedents and outcomes showed modest to small effect sizes. These results contribute to the ATE and highlight the knowledge gap on how customer emotions and behaviors affect front-line employees’ ability to manage their emotions and provide quality customer service and, in turn, how employee’s transference of emotions might influence customer satisfaction, loyalty, and trust. Managers should provide necessary support to mitigate the impact of affective events that may influence how front-line employees manage emotions at work to increase job satisfaction and performance.
本研究的主要目的是总结现存的关于一线服务员工如何在工作中体验和管理情绪的实证研究成果。综合来看，有关一线员工情绪的研究揭示了以服务为导向的员工在工作场所所面临挑战的混合和相互矛盾的结果以及知识缺口。研究选择遵循了 PRISMA 标准，并使用情绪评估理论对情绪管理的直接前因和结果进行了分类。为了计算元分析效应大小，我们采用了综合元分析方法对 79 项研究（N=28,332）进行了分析。已知的前因、情感事件（冲突、客户互动）、刺激（个性特征）和工作场所环境（支持和展示规则）对一线员工情绪管理的综合影响比之前的研究结果更为温和。研究发现，组织、主管和同事的支持是冲突与员工情绪管理之间的调节因素。研究最多的情绪管理结果（职业倦怠和工作绩效）也只显示出适度的效应大小。工作满意度是情绪管理与工作绩效之间的调节因素。情绪管理与客户相关的前因和结果之间的关系显示出适度到较小的效应大小。这些结果为 ATE 做出了贡献，并凸显了在以下方面的知识空白：客户情绪和行为如何影响一线员工管理情绪和提供优质客户服务的能力，以及反过来，员工的情绪转移如何影响客户满意度、忠诚度和信任度。管理者应提供必要的支持，以减轻可能影响一线员工在工作中如何管理情绪的情感事件的影响，从而提高工作满意度和绩效。
{"title":"Hospitality Front-line Employees: A Meta-Analysis of Emotion Management at Work","authors":"Lenna V. Shulga, James A. Busser, Denise H. R. Molintas","doi":"10.1177/19389655241249605","DOIUrl":"https://doi.org/10.1177/19389655241249605","url":null,"abstract":"The main purpose of this study was to summarize extant empirical findings on how front-line service employees experience and manage emotions at work. When consolidated, the research on front-line employee emotions revealed mixed and contradictory results and knowledge gaps on workplace challenges of service-oriented employees. The PRISMA were followed for study selection, and the appraisal theory of emotions was used to classify the direct antecedents and outcomes of emotion management. To calculate meta-analytic effect sizes, comprehensive meta-analysis methodology wasapplied to analyze 79 studies (N=28,332). The summary effects of known antecedents, affective events (conflict, customer interactions), stimuli (personality characteristics), and workplace environment (support and display rules) on front-line employees’ emotion management were more modest than previously indicated. Organization, supervisor, and coworker support were found to be a moderator between conflict and employees’ emotion management. The most-researched outcomes of emotion management (burnout and job performance) also showed only modest effect sizes. Job satisfaction was a moderator between emotion management and job performance. The relationship between emotion management and customer-related antecedents and outcomes showed modest to small effect sizes. These results contribute to the ATE and highlight the knowledge gap on how customer emotions and behaviors affect front-line employees’ ability to manage their emotions and provide quality customer service and, in turn, how employee’s transference of emotions might influence customer satisfaction, loyalty, and trust. Managers should provide necessary support to mitigate the impact of affective events that may influence how front-line employees manage emotions at work to increase job satisfaction and performance.","PeriodicalId":47888,"journal":{"name":"Cornell Hospitality Quarterly","volume":null,"pages":null},"PeriodicalIF":3.5,"publicationDate":"2024-05-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140929840","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-04-13DOI: 10.1177/19389655241241472
Jessica Vieira de Souza Meira, Jeong-Yeol Park, S. Kyle Hight, Diego Bufquin, Robin M. Back
Sexual harassment in the workplace remains one of the most significant issues affecting the hospitality sector today. In particular, scholars need to better understand why some employees choose to remain employed by a company despite experiencing such harassment. Drawing from appraisal theory and social exchange theory, the goal of this study is to investigate the mediating effects of negative emotions (i.e., shame and anger) on the relationship between sexual harassment and turnover intention, and the moderating effect of pay satisfaction on the relationship between such negative emotions and turnover intention. Data were collected from 500 full-time restaurant employees in the United States. Using structural equation modeling (SEM), all direct effects were supported, except for the impact of shame on turnover intention. Moreover, anger mediated the relationship between sexual harassment and turnover intention, and pay satisfaction moderated the relationship between anger and turnover intention. Practical and theoretical implications are discussed in detail.
{"title":"Sexual Harassment, Negative Emotions, and Turnover Intention in the Restaurant Industry: The Moderating Effect of Pay Satisfaction","authors":"Jessica Vieira de Souza Meira, Jeong-Yeol Park, S. Kyle Hight, Diego Bufquin, Robin M. Back","doi":"10.1177/19389655241241472","DOIUrl":"https://doi.org/10.1177/19389655241241472","url":null,"abstract":"Sexual harassment in the workplace remains one of the most significant issues affecting the hospitality sector today. In particular, scholars need to better understand why some employees choose to remain employed by a company despite experiencing such harassment. Drawing from appraisal theory and social exchange theory, the goal of this study is to investigate the mediating effects of negative emotions (i.e., shame and anger) on the relationship between sexual harassment and turnover intention, and the moderating effect of pay satisfaction on the relationship between such negative emotions and turnover intention. Data were collected from 500 full-time restaurant employees in the United States. Using structural equation modeling (SEM), all direct effects were supported, except for the impact of shame on turnover intention. Moreover, anger mediated the relationship between sexual harassment and turnover intention, and pay satisfaction moderated the relationship between anger and turnover intention. Practical and theoretical implications are discussed in detail.","PeriodicalId":47888,"journal":{"name":"Cornell Hospitality Quarterly","volume":null,"pages":null},"PeriodicalIF":3.5,"publicationDate":"2024-04-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140569494","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-04-02DOI: 10.1177/19389655241241471
Giang Hoang, Tuan Trong Luu, Mingjun Yang
In recent tourism and hospitality literature, there has been a surge in research endeavors that center on the construct of authentic leadership. Given this increasing interest, our study reviews the empirical studies on authentic leadership in tourism and hospitality to provide a comprehensive framework and research agenda of this leadership style in these contexts. Through a systematic selection process using predefined inclusion and exclusion criteria, we obtained a sample of 37 empirical studies. Following the content analysis approach, we analyzed and synthesized the research results from these studies. Our review makes several critical contributions to the literature. First, our study casts light upon the divergent conceptualizations and approaches used for defining and measuring authentic leadership in the tourism and hospitality literature, thereby enhancing the depth of understanding of this multifaceted construct. Second, we present an overview of the theoretical frameworks and research designs employed in this domain. Third, we present a nomological network of authentic leadership in tourism and hospitality, highlighting the outcomes, moderators, and mediators. Based on these findings, directions for further studies are suggested to address the identified gaps in the literature. We also proposed several practical implications for managers and firms in tourism and hospitality industries to help leaders effectively influence their employees through their authentic behavior.
{"title":"A Systematic Literature Review of Authentic Leadership in Tourism and Hospitality: A Call for Future Research","authors":"Giang Hoang, Tuan Trong Luu, Mingjun Yang","doi":"10.1177/19389655241241471","DOIUrl":"https://doi.org/10.1177/19389655241241471","url":null,"abstract":"In recent tourism and hospitality literature, there has been a surge in research endeavors that center on the construct of authentic leadership. Given this increasing interest, our study reviews the empirical studies on authentic leadership in tourism and hospitality to provide a comprehensive framework and research agenda of this leadership style in these contexts. Through a systematic selection process using predefined inclusion and exclusion criteria, we obtained a sample of 37 empirical studies. Following the content analysis approach, we analyzed and synthesized the research results from these studies. Our review makes several critical contributions to the literature. First, our study casts light upon the divergent conceptualizations and approaches used for defining and measuring authentic leadership in the tourism and hospitality literature, thereby enhancing the depth of understanding of this multifaceted construct. Second, we present an overview of the theoretical frameworks and research designs employed in this domain. Third, we present a nomological network of authentic leadership in tourism and hospitality, highlighting the outcomes, moderators, and mediators. Based on these findings, directions for further studies are suggested to address the identified gaps in the literature. We also proposed several practical implications for managers and firms in tourism and hospitality industries to help leaders effectively influence their employees through their authentic behavior.","PeriodicalId":47888,"journal":{"name":"Cornell Hospitality Quarterly","volume":null,"pages":null},"PeriodicalIF":3.5,"publicationDate":"2024-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140569377","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-23DOI: 10.1177/19389655241238947
Salman Yousaf, Jong Min Kim
This study sought to investigate the impact of the COVID-19 crisis on the online reviewing behavior of individuals with narcissistic traits. We conducted a textual analysis of online reviews submitted to TripAdvisor.com for hotels in New York City, covering the period from August 1, 2019, to July 31, 2022. This time frame allowed us to examine the phases before the COVID-19 crisis, during the early stages of the pandemic, and in the later stages of the crisis. We observed that the negative correlation between narcissism and review ratings was less evident during the initial phase of the COVID-19 crisis but became more pronounced as the crisis progressed. Conversely, the positive correlation between narcissism and the perceived helpfulness of reviews was stronger in the early stages of the COVID-19 crisis compared with the later stages. This suggests that the behavior of posting online reviews may serve as a form of social support mechanism, particularly utilized by narcissistic individuals to address their vulnerabilities, which was more apparent during the early phase of the COVID-19 crisis. These findings open new avenues for research and have practical implications for professionals in the hospitality, tourism, and service industries, especially in understanding consumer behavior during crisis periods.
{"title":"Temporal Dimensions of Crisis and Online Hotel Reviews: A Social Support Perspective of Narcissists During the Pandemic","authors":"Salman Yousaf, Jong Min Kim","doi":"10.1177/19389655241238947","DOIUrl":"https://doi.org/10.1177/19389655241238947","url":null,"abstract":"This study sought to investigate the impact of the COVID-19 crisis on the online reviewing behavior of individuals with narcissistic traits. We conducted a textual analysis of online reviews submitted to TripAdvisor.com for hotels in New York City, covering the period from August 1, 2019, to July 31, 2022. This time frame allowed us to examine the phases before the COVID-19 crisis, during the early stages of the pandemic, and in the later stages of the crisis. We observed that the negative correlation between narcissism and review ratings was less evident during the initial phase of the COVID-19 crisis but became more pronounced as the crisis progressed. Conversely, the positive correlation between narcissism and the perceived helpfulness of reviews was stronger in the early stages of the COVID-19 crisis compared with the later stages. This suggests that the behavior of posting online reviews may serve as a form of social support mechanism, particularly utilized by narcissistic individuals to address their vulnerabilities, which was more apparent during the early phase of the COVID-19 crisis. These findings open new avenues for research and have practical implications for professionals in the hospitality, tourism, and service industries, especially in understanding consumer behavior during crisis periods.","PeriodicalId":47888,"journal":{"name":"Cornell Hospitality Quarterly","volume":null,"pages":null},"PeriodicalIF":3.5,"publicationDate":"2024-03-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140205545","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-01DOI: 10.1177/19389655241235106
Alei Fan, Laurie Wu, Chang Ma, Peihao Wang
Drawing on persuasion theory and persuasion knowledge theory, this research evaluates the technology-facilitated preservice tipping practices and tipping enhancement strategies currently employed by food ordering and delivery service platforms such as Uber Eats. The findings from two empirical experimental studies show that, in the technology-facilitated preservice tipping encounter, the presence of a reason to tip increases customers’ tipping amount and lowers their inferred manipulative intent of tipping. The lowered inferred manipulative intent of tipping reduces dissatisfaction with the payment experience and enhanced intention to use such a payment app for future service. However, the adoption of additional server personalization attenuates the positive impact of providing tipping reason on the inferred manipulative intent, dissatisfaction with the payment experience and intention to use such a payment app for future service. The research findings offer practical implications to contemporary hospitality practitioners when facing the emerging technology-facilitated preservice tipping encounters, reminding the marketers about customers’ awareness of and reactance toward firms’ persuasion efforts to make customer spend more.
{"title":"The Manipulative Effects in the Technology-Facilitated Preservice Tipping Experience","authors":"Alei Fan, Laurie Wu, Chang Ma, Peihao Wang","doi":"10.1177/19389655241235106","DOIUrl":"https://doi.org/10.1177/19389655241235106","url":null,"abstract":"Drawing on persuasion theory and persuasion knowledge theory, this research evaluates the technology-facilitated preservice tipping practices and tipping enhancement strategies currently employed by food ordering and delivery service platforms such as Uber Eats. The findings from two empirical experimental studies show that, in the technology-facilitated preservice tipping encounter, the presence of a reason to tip increases customers’ tipping amount and lowers their inferred manipulative intent of tipping. The lowered inferred manipulative intent of tipping reduces dissatisfaction with the payment experience and enhanced intention to use such a payment app for future service. However, the adoption of additional server personalization attenuates the positive impact of providing tipping reason on the inferred manipulative intent, dissatisfaction with the payment experience and intention to use such a payment app for future service. The research findings offer practical implications to contemporary hospitality practitioners when facing the emerging technology-facilitated preservice tipping encounters, reminding the marketers about customers’ awareness of and reactance toward firms’ persuasion efforts to make customer spend more.","PeriodicalId":47888,"journal":{"name":"Cornell Hospitality Quarterly","volume":null,"pages":null},"PeriodicalIF":3.5,"publicationDate":"2024-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140025048","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-02-23DOI: 10.1177/19389655241230229
Youngki Jang, Crocker H. Liu, David Weinbaum, Nir Yehuda
Relative to sales, the average operating lease commitments of hospitality firms are 4 times larger than those of other publicly traded firms. In response to the recently enacted accounting standards update No. 2016-02 (ASU 2016-02) that requires lessees to recognize operating leases on their balance sheet, hospitality firms decreased their use of operating leases, switching to shorter-term off-balance sheet leases. We find that this change did not have negative consequences on firm performance, shareholders, or employees. The only significant effect we do find is an improvement in credit ratings for firms that reduced operating leases in response to the new standard. Our findings are inconsistent with the concerns some hospitality managers and academics expressed prior to the introduction of the standard.
{"title":"Performing Up to Par: Hospitality Firms After ASU 2016-02","authors":"Youngki Jang, Crocker H. Liu, David Weinbaum, Nir Yehuda","doi":"10.1177/19389655241230229","DOIUrl":"https://doi.org/10.1177/19389655241230229","url":null,"abstract":"Relative to sales, the average operating lease commitments of hospitality firms are 4 times larger than those of other publicly traded firms. In response to the recently enacted accounting standards update No. 2016-02 (ASU 2016-02) that requires lessees to recognize operating leases on their balance sheet, hospitality firms decreased their use of operating leases, switching to shorter-term off-balance sheet leases. We find that this change did not have negative consequences on firm performance, shareholders, or employees. The only significant effect we do find is an improvement in credit ratings for firms that reduced operating leases in response to the new standard. Our findings are inconsistent with the concerns some hospitality managers and academics expressed prior to the introduction of the standard.","PeriodicalId":47888,"journal":{"name":"Cornell Hospitality Quarterly","volume":null,"pages":null},"PeriodicalIF":3.5,"publicationDate":"2024-02-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139952422","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-02-07DOI: 10.1177/19389655241226557
Sasha Stoikov, Stefano Borzillo, Steffen Raub
It has been established in the literature that the number of ratings and the scores restaurants obtain on online rating systems (ORS) significantly impact their revenue. However, when a restaurant has a limited number of ratings, it may be challenging to predict its future performance. It may well be that ratings reveal more about the user who gave the rating than about the quality of the restaurant. This motivates us to segment users into “inflating raters,” who tend to give unusually high ratings, and “deflating raters,” who tend to give unusually low ratings, and compare the rankings generated by these two populations. Using a public dataset provided by Yelp, we find that deflating raters are better at predicting restaurants that will achieve a top rating (4.5 and above) in the future. As such, these deflating raters may have an important role in restaurant discovery.
{"title":"Picky Eaters Make for Better Raters","authors":"Sasha Stoikov, Stefano Borzillo, Steffen Raub","doi":"10.1177/19389655241226557","DOIUrl":"https://doi.org/10.1177/19389655241226557","url":null,"abstract":"It has been established in the literature that the number of ratings and the scores restaurants obtain on online rating systems (ORS) significantly impact their revenue. However, when a restaurant has a limited number of ratings, it may be challenging to predict its future performance. It may well be that ratings reveal more about the user who gave the rating than about the quality of the restaurant. This motivates us to segment users into “inflating raters,” who tend to give unusually high ratings, and “deflating raters,” who tend to give unusually low ratings, and compare the rankings generated by these two populations. Using a public dataset provided by Yelp, we find that deflating raters are better at predicting restaurants that will achieve a top rating (4.5 and above) in the future. As such, these deflating raters may have an important role in restaurant discovery.","PeriodicalId":47888,"journal":{"name":"Cornell Hospitality Quarterly","volume":null,"pages":null},"PeriodicalIF":3.5,"publicationDate":"2024-02-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139952419","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-01-29DOI: 10.1177/19389655231223369
Tashlin Lakhani, David Sherwyn, Paul Wagner
The Supreme Court dropped several of its most anxiously awaited and controversial cases during the last week of June 2023. While two of the cases, 303 Creative LLC v. Elenis and Students for Fair Admissions., Inc., v. President & Fellows of Harvard College, received most of the press, a third case will likely be the most consequential of the three for the hospitality industry. In Groff v. DeJoy, Postmaster General, the Supreme Court, in a 9-0 decision, rejected a 25 year+ interpretation of a Supreme Court case defining employers’ obligations to accommodate religion. Because the Court released its Groff decision during the same week as the release of both 303 Creative and the Harvard cases, Groff was lost in the shuffle. However, we argue that Groff’s imprecise but radical change of what constitutes an undue hardship for religious accommodations under Title VII of the Civil Rights Act of 1964 will create confusion, may cause dissention, and will add to an already difficult labor market in hospitality and other industries. To support our proposition, this article examines (a) the development of religious accommodation law before 1977, (b) the 1977 Supreme Court case that the Groff Court rejected, (c) the subsequent precedent of that 1977 case, (d) the passing and development of the Americans with Disabilities Act, and then, (e) the effect of Groff.
{"title":"Same Words, Different Meanings—Same Courts, Different Leanings: How the Supreme Court’s Latest Religious Accommodation Holding Changes the Law and Affects Employers","authors":"Tashlin Lakhani, David Sherwyn, Paul Wagner","doi":"10.1177/19389655231223369","DOIUrl":"https://doi.org/10.1177/19389655231223369","url":null,"abstract":"The Supreme Court dropped several of its most anxiously awaited and controversial cases during the last week of June 2023. While two of the cases, 303 Creative LLC v. Elenis and Students for Fair Admissions., Inc., v. President & Fellows of Harvard College, received most of the press, a third case will likely be the most consequential of the three for the hospitality industry. In Groff v. DeJoy, Postmaster General, the Supreme Court, in a 9-0 decision, rejected a 25 year+ interpretation of a Supreme Court case defining employers’ obligations to accommodate religion. Because the Court released its Groff decision during the same week as the release of both 303 Creative and the Harvard cases, Groff was lost in the shuffle. However, we argue that Groff’s imprecise but radical change of what constitutes an undue hardship for religious accommodations under Title VII of the Civil Rights Act of 1964 will create confusion, may cause dissention, and will add to an already difficult labor market in hospitality and other industries. To support our proposition, this article examines (a) the development of religious accommodation law before 1977, (b) the 1977 Supreme Court case that the Groff Court rejected, (c) the subsequent precedent of that 1977 case, (d) the passing and development of the Americans with Disabilities Act, and then, (e) the effect of Groff.","PeriodicalId":47888,"journal":{"name":"Cornell Hospitality Quarterly","volume":null,"pages":null},"PeriodicalIF":3.5,"publicationDate":"2024-01-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139952330","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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