Affectivity,conflicts in the work–family interface,and hotel employee outcomes

Based on data obtained from frontline hotel employees in Turkey, the current study examined the effects of negative affectivity (NA) and positive affectivity (PA) on work–family conflict and family–work conflict and the effects of both directions of conflict on marital satisfaction and turnover intentions. This study also tested the relationship of marital satisfaction with frontline employees’ turnover intentions. The results demonstrated that PA ameliorates both work–family conflict and family–work conflict, while NA exacerbates only work–family conflict. The findings of the study indicated that family–work conflict has a detrimental impact on marital satisfaction. However, this study provided no empirical support for the relationship between work–family conflict and marital satisfaction. Consistent with the study predictions, frontline employees’ perceptions of work–family conflict and family–work conflict increased their turnover intentions. There was also empirical support for the hypothesis that marital satisfaction has a significant negative impact on frontline employees’ turnover intentions. Implications of the empirical results and limitations of the study are discussed.     

The Relationship Between Demographic Characteristics and Socialization Outcomes Among New Employees in Hong Kong Hotels

Abstract

High turnover among new hotel employees has become a major concern for Hong Kong hotel managers. Previous studies have shown that the demographic characteristics of employees are related to their subsequent behavior and attitude. However, there is little vigorous discussion on new employees in particular. This study examines the relationship between the demographic characteristics of new employees and their socialization outcomes in the Hong Kong hotel industry. Its findings show that there are significant differences between the effects of certain demographic characteristics on job satisfaction, organizational commitment and turnover intentions. Some recommendations for maintaining new employees' productivity and minimizing turnover intentions are made for hotel managers' consideration.     

Explaining the Link Between Emotional Labor and Turnover Intentions: The Role of In-Depth Communication

This study investigates the relationships between three different emotional labor strategies (surface acting, deep acting, and genuine emotions) and turnover intentions and introduces the role of in-depth communication with colleagues as a potential moderator. This study was administered to employees in four Chinese hotel companies. Frontline employees were asked to participate in the survey and 216 valid responses were obtained for data analysis. The results showed that surface acting and deep acting were associated with turnover intentions, and in-depth communication with colleagues moderated the relation between deep acting and turnover intentions. Although there was not a direct effect of genuine emotions on turnover intentions, in-depth communication was a significant moderator of this relation. These findings extend previous literature by demonstrating the role of in-depth communication in shaping employees’ retention.     

Big Five Personality Traits and Turnover Intention Among Thai Hotel Employees

This study hypothesized that the Big Five personality traits predicted turnover intention, and that hospitality competency and job satisfaction mediated the relationship of the Big Five personality traits to turnover intention among 183 Thai hotel employees. Regression analysis with bootstrapping was used to test the direct and mediation effects. Results supported two hypotheses: the Big Five personality traits negatively predicted turnover intention and job satisfaction mediated the relationship of the Big Five personality traits to turnover intention while hospitality competency did not. Thai hotel employees’ Big Five personality traits were related to their job satisfaction to predict their turnover intention.     

The effect of psychological capital on conflicts in the work–family interface,turnover and absence intentions

Using Conservation of Resources (COR) and congruence theories as the theoretical underpinnings, the present study develops and tests a research model that investigates the impact of psychological capital (PsyCap) on work–family conflict, family–work conflict, and turnover and absence intentions. The model also examines the effects of two directions of conflict on these employee outcomes. Self-efficacy, hope, optimism, and resilience are the components representing PsyCap. Based on data obtained from frontline hotel employees with a time lag of two weeks in three waves in Romania, the results suggest that PsyCap mitigates work–family conflict, family–work conflict, and turnover and absence intentions. The results further suggest that PsyCap influences the aforesaid employee outcomes indirectly through family–work conflict. However, work–family conflict has no bearing on these outcomes. Theoretical and practical implications are discussed in the study.     

Moderating effects of gender and organizational level between role stress and job satisfaction among hotel employees

This study investigates the moderating roles of gender and organization level in the relationship between role stress and job satisfaction for hotel employees. A survey instrument that included measures of job satisfaction, role stress (conflict and ambiguity) and demographic information was used to collect information from hotel employees in Republic of Korea. Data from 320 respondents, representing a 64% of response rate, were analyzed. Findings show that the effect of role stress on job satisfaction is significantly stronger for female employees and supervisory employees than male employees and non-supervisory employees. Research implications and suggestions for future research are provided.     

Human Resource Management,Job Satisfaction,Morale, Optimism,and Turnover

ABSTRACT

This article examines the usage of nine human resource management (HRM) practices among 46 hotels in San Diego. Results showed that the hotels in the sample use training and development to bring employees up to an acceptable level of performance, and then rely on allowing employee a voice to keep them engaged. Usage of HRM varied by hotel types (e.g., resorts vs. economy), and the practices had a statistically significant relationship with job satisfaction, morale, and optimism about the future of the hotel. These attitudes, in turn, were significantly related to turnover intentions. Implications of the results are discussed.     

The Effects of Job Demands,Job Resources and Intrinsic Motivation on Emotional Exhaustion and Turnover Intentions: A Study in the Turkish Hotel Industry

ABSTRACT

This study develops and tests a model which investigates the simultaneous effects of job demands, job resources, and a personal resource (intrinsic motivation) on emotional exhaustion and turnover intentions. Frontline hotel employees in Ankara, Turkey serve as the study setting. Among others, results show that job demands (role conflict and role ambiguity) trigger frontline employees' emotional exhaustion and turnover intentions. Job resources (supervisory support, training, empowerment, and rewards) and intrinsic motivation reduce emotional exhaustion. Implications of the findings are discussed and directions for future research are offered.     

The relationship of chronic regulatory focus to work-family conflict and job satisfaction

The results of a field study examining the moderating role of chronic self-regulatory focus on the relationships between work-family conflict (WFC) and job satisfaction are reported here. Data from 284 hotel employees were analyzed using hierarchical regression with follow-up simple slope analyses. Results show that self-regulatory processes moderate the relationships between WFC and job satisfaction. When work interfered with family obligations, individuals reporting higher levels of chronic promotion focus were less satisfied with their jobs. On the contrary, when their family roles interfered with work tasks employees with higher levels of chronic prevention focus were less satisfied with their jobs.     

Hotel employees’ fun climate at work: Effects on work-family conflict and employee deep acting through a collectivistic perspective

Although the importance of workplace fun in hospitality organizations has been emphasized by scholars, discussion of the mechanism of a workplace fun climate in collectivistic cultural contexts is still rare in current literature. Therefore, based on a collectivistic perspective, this study aims to examine the effects of a three-component fun climate at work (socializing with coworkers, celebrating at work, and global fun at work) on employee deep acting and work-family conflict. A total of 389 usable survey responses were collected from full-time hotel employees in China. The results of this study reveal that socializing with coworkers and celebrating at work enhance global fun at work. Moreover, global fun at work significantly reduces employees’ work-family conflict and strengthens their deep acting at work. Findings of this study not only contribute to knowledge of understanding workplace fun climate in hospitality literature but also offer valuable practical implications to the hospitality industry.     

Constraints to attracting new hotel workers: A study on industrial recruitment

The global hospitality and tourism industry is not only burdened with high turnover rates but also may soon be in the throes of a labor shortage. As such, a better understanding of industry employment perceptions has become a critical issue for hospitality managers. Of particular concern are the perceptions of those potential employees that do not have prior employment experience in the hospitality industry. Accordingly, the purpose of this research is to consider perceptions of hotel employment among the segment of the potential employee population that has no current or past experience working in hotels. Per the tenets of Constraint Theory, perceptions of pay, promotion opportunities, work-to-life conflict, and workplace-induced isolation are proposed to significantly affect potential employees’ attitudes toward hotel employment. In turn, these attitudes are proposed to affect both intention to apply for hotel work and the intention to recommend applying for hotel work to others.     

Exploring the antecedents of intentions to leave the job: The case of luxury hotel staff

The aim of this study is to assess the antecedents of employee’ intentions to resign from their jobs in luxury hotels in India. Two aspects are considered in this context: firstly, the employees’ enthusiasm for the profession and organisation, the nature of the work and its impact on social and family life. Secondly, their level of satisfaction with the job in terms of organisational loyalty, relationship with supervisors, job security, earnings and additional benefits. A theoretical model (see Fig. 1) and seven hypotheses are tested to indicate whether the employees’ level of agreement with statements about the job and their level of satisfaction with the job will impact their intentions to quit. The study further examines if any current employees intend to leave their job. The term luxury hotel is used to represent 5 star and 4 star hotels of India.Findings from the analyses of 884 responses suggest that, when considering intentions to resign from the job, a negative relationship is found between professional and organisational enthusiasm and perceptions about the work being stimulating. No support was found for a positive relationship between the extent work impacted social and family life and the intention to quit. However, results supported the notion that the employee's organisational loyalty has a negative effect on his/her intention to resign from the job. Our findings contradict several other studies in that they suggest the employee's intention to resign from the job increases as job security and earnings improve. The study is distinctive as it explores intentions luxury hotel employees in India to leave their jobs; three is little evidence in the wider literature of similar attempts in the context of the Indian hotel industry. The outcomes have implications for both theory and practice as this is the first such major study in the context of the hotel industry in India where there is a population of over a billion people and an expanding hotel industry.     

Mix,match & move: Shaping the future of tourism Asia pacific tourism association seventh annual conference Manila,the Philippines, 2001

This research investigates the psychological turnover theory, which is developed based on the Mobley's model, and compares the hotel employees of two culturally different countries: U.S.A. and South Korea. It takes the controversy of transferability of management theories in different cultures into consideration. This study also compares the influencing factors in the particular behavior between the two groups. For both samples, the path analyses using a series of multiple regression analyses have shown the existence of a particular linkage among the four psychological construct variables studied: job satisfaction, organizational commitment, thinking of quitting, and withdrawal intentions, thus supporting the model. Given the possible problems of collinearity between the predicting variables and thereby instability of the regression coefficients, stepwise regression analyses have been employed to serve the second objective of this study, resulting in significant differences between the two samples. In addition, a dummy variable has been created to examine the role of nationality in predicting the turnover behavior, with the nationality turning out to be an important predictor, however, its influence is indirect through organizational or psychological factors.     

Is career adaptability a double-edged sword? The impact of work social support and career adaptability on turnover intentions during the COVID-19 pandemic

During the COVID-19 pandemic, many hospitality organizations are trying to help their employees overcome various challenges. Career adaptability has proven to be useful in helping employees handle challenges, while proactive personality is a critical factor affecting the formation of career adaptability. However, career adaptability can be a double-edged sword, and it is unclear how it may impact employees’ turnover intentions. Drawing on social exchange theory, the current study reconciles mixed findings in the literature by proposing a moderated mediation model suggesting that work social support moderates the indirect relationship between proactive personality and turnover intentions through career adaptability. Results based on data collected from 339 hotel employees in the United States indicate that proactive personality is positively associated with employees’ career adaptability. More importantly, work social support significantly moderates the relationship between career adaptability and turnover intentions. Theoretical and managerial implications are discussed.     

The relationship between purpose of performance appraisal and psychological contract: Generational differences as a moderator

This study aims to explore the relationship between performance appraisal and psychological contract (PC) from the perspective of U.S. hotel employees, as perceived by different generational cohorts. The current study also examines the moderating role of generational difference on the relationship between perceived performance appraisal purpose (PAP) and hotel employees’ PC. A sample of 230 full time frontline U.S.-based hotel employees was employed to investigate these relationships. Hierarchical multiple regressions were used for data analysis and the results indicated that both administrative and developmental PAP were positively associated with PC. The positive relationship between administrative PAP and PC was significantly strengthened for Generation Y employees than for Baby Boomers and Generation Xers. There was no significant moderation effect of generational difference on the positive relationship between developmental PAP and hotel employees’ PC. The research recommended HR management practices related to designing performance appraisal systems for diverse workplace in U.S.-based hotels.     

Understanding work-family spillover in hotel managers

The present study examined the experience of work-family spillover among 586 hotel managers (HMs) working in 50 full-service hotels throughout the U.S. Work-family spillover occurs when behaviors, moods, stresses, and emotions from work spill over into family. We first investigated which hotel managers were more likely to experience spillover and stressful work conditions based on their life circumstances (gender, parental status, age, decision-making latitude at work). Second, we investigated which work conditions (hours worked per week, organizational time expectations, emotional labor, and permeable boundaries) predicted more work-family spillover. Women, employees without children at home, and younger adults experienced the highest levels of negative work-family spillover. Work conditions, particularly organizational time expectations, put HMs at risk for experiencing more negative and less positive work-family spillover. The results provide evidence that modifying certain work conditions in the hotel industry may be helpful in improving the quality of HMs’ jobs and retention.     

Thinking job embeddedness not turnover: Towards a better understanding of frontline hotel worker retention

This article reports the findings of a study of 327 Australian hotel frontline employees using a survey of job embeddedness. The research provides a novel application of the job embeddedness construct to the hospitality industry, not only validating the factor structure of the job embeddedness scale, but also investigating the relationship between job embeddedness and other job-related attitudes that influence employee turnover. Findings indicated that a six factor solution is the best explanation. Testing a model of the embeddedness-commitment and embeddedness-turnover relationship, the embeddedness dimensions of organizational sacrifice and community links displayed a positive relationship with organizational commitment. A negative relationship was found between organizational sacrifice and intentions to leave, while a positive relationship was found between community links and intentions to leave. One implication for hospitality managers is that there is an opportunity for hotel organizations to increase the job embeddedness of their employees by increasing the perceived costs of leaving.     

Call Center Employees’ Intent to Quit: Examination of Job Engagement and Role Clarity

Call centers have become a valuable resource for hotels in managing customer experiences and relationships, yet they have also developed a reputation for being a stressful job which has made it a significant challenge to retain employees. Given high turnover rates among call center employees, it is important for hospitality firms to understand the factors influencing their intentions to quit. This study focuses on job engagement and role clarity to examine hotel call center employees’ intent to quit. The survey results of call center employees at a large resort hotel suggest that job engagement significantly influences the hotel call center employees’ intent to quit after accounting for job satisfaction and organizational support. Role clarity, however, is not related to intent to quit. Managerial implications and recommendations for increasing employee job engagement are discussed.     

The mediating role of psychological distress between ostracism,work engagement,and turnover intentions: An analysis in the Cypriot hospitality context

Drawing on the conservation of resources and job-demands resource theories, this study proposes and tests psychological distress as an underlying mechanism mediating the relationships between workplace ostracism, work engagement, and turnover intentions. Furthermore, it investigates how resilience and perceived external employability condition the aforementioned relationships. Four- and five-star full-time hotel employees provided the data for this study. The findings suggest that psychological distress mediated the relationship between workplace ostracism and turnover intention, but did not mediate the workplace ostracism-work engagement linkage. Also, workplace ostracism plummeted the work engagement of less resilient employees, and surprisingly aroused that of more resilient employees. Finally, the result did not support the argument that employees with perceived high external employability would have stronger turnover intentions compared to those with lower external employability. This study offered new insights into the interface between workplace ostracism, engagement, and turnover intention, and relevant theoretical implications and address to managers are further discussed.     

Conflict,exhaustion, and motivation: A study of frontline employees in Northern Cyprus hotels

This study develops and tests a model that investigates the effects of work-family conflict, emotional exhaustion, and intrinsic motivation on affective job outcomes using data from frontline employees in Northern Cyprus hotels. Results show that work-family conflict is positively related to emotional exhaustion. Work-family conflict was found to be negatively associated with job satisfaction. However, the study results demonstrate that work-family conflict did not depict any significant relationships with affective organizational commitment and intention to leave. Results indicate that emotional exhaustion leads to job dissatisfaction, decreased affective organizational commitment, and high levels of intention to leave. Results reveal that intrinsic motivation is significantly related to emotional exhaustion, job satisfaction, and affective organizational commitment. In addition, the study results provide empirical support for the positive impact of job satisfaction on affective organizational commitment and the negative effects of job satisfaction and affective commitment to the organization on intention to leave. Discussion and implications of the results are presented in the study.