Employee loyalty in Hungarian hotels

This paper's focus is the association between Hungarian employees’ job satisfaction and their loyalty to the organisation. Data were collected from over 600 hotel employees throughout Hungary by questionnaire, designed to elicit their attitudes to loyalty and perspectives with respect to job satisfaction. Principal component analysis identified potential key contributors to job satisfaction (personal satisfaction gained from participation and recognition, social involvement, career development and salary and benefits) and to employee loyalty (commitment to managers and company, job conditions, personal benefits, service element and location, and career and status). An examination of the inter-relationships revealed that managers’ treatment of employees and the positive benefits of social involvement in the workplace had a greater impact on employee loyalty than monetary rewards.     

有满意的员工就会有满意的顾客吗？——员工敬业度的影响

文章探讨员工敬业度对工作满意度和顾客满意度之间关系的影响。研究结果表明：员工敬业度包含3个独立的维度,即精力充沛、奉献精神和专心致志;与敬业度较低的服务人员相比较,敬业度较高的服务人员的工作满意感及其服务的顾客的满意感都比较高;对敬业度较高的服务人员而言,工作满意感与顾客满意感之间存在显著的正相关关系,而对敬业度较低的服务人员而言,工作满意度与顾客满意度之间并不存在显著的相关关系,而且他们之间的相关系数是负值,换句话说,对敬业度水平较低的服务人员来说,高的工作满意度不仅不会带来顾客满意度的上升,而且可能带来顾客满意度的下降。     

The influence of restaurant co-workers’ perceived warmth and competence on employees’ turnover intentions: The mediating role of job attitudes

The current study examines the influence of co-workers’ perceived warmth and competence on employees’ job satisfaction, organizational commitment, and turnover intentions in a casual dining restaurant setting. The warmth and competence dimensions represent two fundamental social dimensions that people often use to evaluate other individuals or groups. The current findings determined that co-workers’ perceived warmth and competence had significant effects on employees’ job satisfaction, which in turn improved their organizational commitment.Furthermore, job satisfaction and organizational commitment mediated the relationships between co-workers’ perceived warmth and competence and employees’ turnover intentions. Theoretical and managerial implications are discussed.     

A grounded theory approach to developing a career change model in hospitality

The purpose of this paper is to create a substantive theory explaining career change. A grounded theory approach was employed to explore the decision to change careers for young hotel managers. We use data from a series of open-ended interviews with people who have left the hotel industry to create a model explaining early career changes. This paper expands on current literature by analyzing the viewpoint of those who have changed careers to better understand the phenomenon, and seeks to identify the key reasons why young hotel professionals change their careers. In contrast to most current research, the findings indicate that job satisfaction and professional identity were not key factors in the decision to change careers. However, dissatisfaction with career progression did seem very important, and work to life conflict, which is seldom studied in career change literature, was found to be a key component of career change.     

Relationships among work-family supportive supervisors,career competencies,and job involvement

This study aims to explore the relationships among work-family supportive supervisors, career competencies, job involvement, and job satisfaction. Data were collected from a sample of 1012 hotel employees working in the frontline of the hospitality industry in China. Structural equation modelling (SEM) was used to estimate the relationships among the constructs. The findings indicate a positive relationship between work-family supportive supervisors and career competencies. Career competencies contribute positively to job involvement and job satisfaction. This study provides insights into how managers of human resources can retain qualified staff and increase the job satisfaction of employees.     

The moderating effect of collectivistic orientation in psychological empowerment and job satisfaction relationship

This study examines the moderating effect of collectivistic value on the relationship between psychological empowerment and job satisfaction. Specifically, we propose that the multi-dimensional psychological effects of empowerment (i.e., meaning, competence, self-determination, and impact) on job satisfaction differ between high and low collectivistic employees. Data collected from hotel employees in Canada (n = 193) and China (n = 371) revealed that collectivistic orientation elevated (attenuated) the effect of self-determination (impact) on job satisfaction. However, no significant results were found with respect to meaning and competence. Research and practical implications for the findings as well as directions for future research are suggested.     

旅游专业本科毕业实习生的工作满意感及其在旅游业择业意向的实证研究

本文以旅游专业本科实习生(简称“旅本实习生”)为研究对象,探讨他们毕业前在旅游用人单位的工作满意感,与其毕业后在旅游业的择业意向之间的关系。331名来自我国绝大多数大陆省份旅游用人单位的“旅本实习生”有效填写了调查问卷。数据分析结果表明,从总的情况来看,“旅本实习生”的工作满意感对其在旅游业的择业意向有显著性的影响。按其影响力从大到小排列,具体的工作满意感因子依次为旅游业工作本身、薪酬和晋升。该研究及其发现对旅游人力资源管理和开发具有理论和实践意义。     

Why Do People Leave? a Study Of Nonsupervisory Restaurant Employees’ Polychronic Time Use Preference and Turnover Intention

ABSTRACT

The purpose of the study was to present a comprehensive view on the associations among polychronicity, job satisfaction, work engagement, and turnover intention within a restaurant context. Using a sample of 252 servers in full-service restaurants, structural equation modeling results found that polychronicity positively linked with job satisfaction, work engagement, and turnover intention. An indirect effect from polychronicity to job satisfaction to turnover intention was found. Results can assist restaurant managers in selecting candidates that best fit their organization. It will also assist employees in determining which career path best matches their personality traits.     

The effects of mentoring on role stress,job attitude,and turnover intention in the hotel industry

In response to a dearth of mentoring studies in the hospitality literature, this study develops and tests a research model to investigate the influence of mentoring functions on role stress, job attitude, and turnover intention in the hotel industry. The data were collected from employees who had experienced mentoring programs at super-deluxe hotels in South Korea. This study conceptualized mentoring activity as having three main functions, including career development, psychosocial support, and role modeling. Structural equation model (SEM) analyses were used to explore the statistical significance of the paths between these functions and the main outcome variables. The psychosocial support function showed a significant relationship with all variables in the model (i.e., a positive effect on job satisfaction and organizational commitment, but a negative effect on role conflict, role ambiguity, and turnover intention). The relationships were not significant between the career development function and role ambiguity, between role modeling and role ambiguity, or between role ambiguity and turnover intention. The results will enable a better understanding of the effects of hotel mentoring programs and indicate directions for improving their outcomes. The findings can help hotel managers in developing more effective mentoring programs.     

Career Identity and its Relation to Career Anchors and Career Satisfaction: The Case of Convention and Exhibition Industry Professionals in Asia

This paper explores career identity and its relation to career anchors and career satisfaction, key demographic and job variables, specific to convention and exhibition (C&E) industry professionals in Asia. It reviews the key literature relating to career identity and career anchors, which is followed by a discussion of findings of an online survey of C&E industry professionals in Asia. Study results indicate that the majority of C&E professionals displayed a strong cognitive and affective identification with their career in the C&E industry. However, career identity varied significantly with the time respondents had been in the industry, job seniority and age. In terms of career anchors, the lifestyle anchor was found to be the most dominant career anchor, followed by challenge and autonomy. Examining the relation between career anchors with career identity revealed that the lifestyle anchor was more important to respondents with a weak career identity, whereas the challenge anchor was more important to respondents with a strong career identity. Managerial implications of the study findings and suggestions for future research are provided.     

Differences in social evaluations and their effects on employee job attitudes and turnover intentions in a restaurant setting

The current research examines the effects of employees' social evaluations of their coworkers and managers on job satisfaction, organizational commitment, and turnover intentions. This study enhances existing literature on the perceived work environment of restaurants, with the inclusion of two fundamental social dimensions that people often use in order to evaluate other individuals or groups, namely: their perceived warmth and competence. Hierarchical cluster analyses demonstrated that employees tend to perceive their coworkers and managers in two opposing ways, and independent-samples t-tests showed that employees' job satisfaction, organizational commitment, and turnover intentions differ significantly according to such divergent social perceptions. Managerial and academic implications are discussed in detail.     

From hotel career management to employees’ career satisfaction: The mediating effect of career competency

The purpose of this study is to explore the relationships between perceived hotel career management, career competency, and career satisfaction. It also aims to examine the mediating processes through which hotel career management contribute to employees’ career satisfaction. Results from structural equation modeling (SEM) show that career competency mediates the effects of three dimensions of hotel career management (career appraisal, career development, and career training) on career satisfaction. The article concludes with implications for theory development and management practice.     

The well-being and subjective career success of workaholics: An examination of hospitality managers’ recovery experience

Workaholism and its influence on hospitality managers’ recovery experience, well-being, and subjective career success was examined. Participants were hospitality managers in the hotel, foodservice, airline, and tourism industries in the United States. Data was collected at two time points and the results show that hospitality managers’ recovery experience has a positive relationship with well-being and subjective career success. Furthermore, the positive relationship between recovery experience and job satisfaction and the positive relationship between recovery experience and career satisfaction were found to be stronger for people who are high in workaholism. Theoretical and practical implications based on the results are discussed.     

The Impact of Self-Efficacy on Job Outcomes of Hotel Employees

Abstract

This study aims to examine the effect of self-efficacy on job performance, job satisfaction, and affective organizational commitment using data collected from employees in three-, four-, and five-star hotels in Northern Cyprus as its setting. The research hypotheses were tested using LISREL 8.30 through path analysis. The model test results demonstrated that self-efficacy is a significant determinant of job performance. This study, however, failed to find a significant positive association between self-efficacy and job satisfaction. Although not hypothesized, the results of the present study revealed that job performance mediates the impact of self-efficacy on job satisfaction. In addition, the results of the path analysis showed that self-efficacy is among the significant predictors of affective organizational commitment. The model test results provided empirical support for the rest of the hypothesized relationships. Specifically, the path-analytic findings indicated that job satisfaction exerts a significant positive influence on affective organizational commitment. The model test results also demonstrated that job satisfaction and affective organizational commitment are negatively associated with intention to leave. Discussion of the results, implications for hotel managers, and future research directions are presented in the study.     

The Effects of Involvement and Social Support on Frontline Employee Outcomes: Evidence From the Albanian Hotel Industry

Using data from the Albanian hotel industry, this study developed and tested a model that examined the relationships of psychological involvement and social support with frontline employees' outcomes. The results revealed that family involvement and family support increased family satisfaction, while job involvement and work support amplified job satisfaction. Contrary to our predictions, work support did not significantly affect family satisfaction and family support did not demonstrate any significant relationship with job satisfaction. The results lent empirical support to the significant negative effects of both work and family support on turnover intentions. The results also showed that lower job satisfaction led to higher turnover intentions. In contrast, family satisfaction was found to exacerbate employees' turnover intentions. Implications of the results and future research directions are presented in the study.     

旅游专业本科生择业标准及其对旅行社的就业认知

旅游专业学生在本行业就业率低的问题一直困扰着旅游学术界、教育界和旅游行业,不少学者从不同角度研究并试图解决这一问题,但却很少从学生择业标准的角度去考虑.文章运用并检验里查得森(Richardson)择业影响因素量表,测量旅游专业本科生的择业标准及其对旅行社的就业认知,结果表明:学生认为旅行社不具备其择业时最看重的因素(“融洽的同事关系”、“喜欢的工作”、“良好的晋升机会”)；并且学生认为旅行社具备的主要就业因素是其择业时最不看重的(“出国旅行的机会”、“专业对口”、“职业流动性”)；学生认为旅行社存在超工作时间、超工作量、晋升机制不合理、起薪不理想等行业不规范现状,但学生也认为旅行社具有锻造高技能、有责任感人才的就业优势.根据学生择业标准与旅行社的就业认知IPA分析结果,文章提出了相应的对策来改善旅游本科生行业就业率低的问题.     

All people are created equal? Racial discrimination and its impact on hospitality career satisfaction

Drawing on self-determination theory, this paper investigated the level of racial discrimination in the hospitality industry and examined its effects on hospitality career satisfaction. Based on a sample of 179 hospitality students who were working in the industry, the study showed that racial discrimination is prevalent in the hospitality industry such that people of color suffer from a higher level of discrimination than Whites people. However, there is no difference in racial discrimination among racial/ethnic minority groups. Structural equation modeling results also showed that a high level of racial discrimination results in a lower level of hospitality career satisfaction. Overall, the results suggested that people of color have a lower level of career satisfaction via the mediating roles of racial discrimination and basic needs satisfaction. Results have theoretical and practical implications related to racial discrimination, as well as diversity management and education.     

Career satisfaction and future intentions in the hospitality industry: An intrinsic or an extrinsic proposition?

Job satisfaction is probably one of the most researched topics in the hospitality literature and, whereas career satisfaction, defined as the gratification with the accumulation of career-related experiences over time, has received much less attention. With the intention of enhancing our conceptual understanding and adding to this discourse, this study aims to investigate the effects of both intrinsic and extrinsic job traits on the individual's career satisfaction and subsequent intention to remain in the hospitality industry. The study investigates individuals working as full time employees in hotel establishments in Cyprus. Findings, some of which challenge existing theoretical paradigms, are of interest to stakeholders both in the industry and the academic community.     

Internship Satisfaction of Students of Hospitality and Impact of Internship on the Professional Development and Industrial Perception

This study aims to determine the internship satisfaction of tourism students and the impact of their internships on their professional development and industrial perception. In line with this purpose, an implementation was conducted on the students of Akdeniz University Faculty of Tourism. This implementation involved a questionnaire form which was filled by 305 faculty students. The findings included demographic information; then three scaled questionnaire form which intended to determine the internship satisfaction, vocational tourism education, and professional development and industrial perception of the students was analyzed by taking mean scores of the scales of the form; using stepwise regression of the multiple regression analysis, the relations between the scales were shown, and the results were interpreted. The results showed that internship satisfaction of the students had a positive impact and impact by itself on professional development and industrial perspective, and together with vocational tourism education the students receive, this impact increased.     

Hospitality employees’ unrealistic optimism in promotion perception: myth or reality?

The present study examines the degree of optimistic bias in employees towards their career prospect, namely promotion opportunities. By comparing the expected promotion time of hospitality employees and the actual average promotion time of their respective job position, this study revealed that employees at the entry level position are the most optimistically biased towards their promotion expectations. This unrealistic expectation is rooted in infrequent appraisals and performance feedback that is translated into negative work outcomes (i.e. lower intent to stay and job satisfaction). Managerial implications are subsequently discussed.